Grievance Procedure and Arbitration in a Nonunion Environment The Northrop Experience (From Arbitration Issues for the 1980s, P 35-42, 1982, James L Stern and Barbara D Dennis, ed. - See NCJ-96502)

• NCJ Number: 96504
• Author(s): L R Littrell
• Date Published: 1982
• Length: 8 pages
• Sale Source: Bureau of National Affairs
• Language: English
• Country: United States of America

Annotation

This description of nonunion Northrop Aircraft's formal grievance procedure with binding arbitration as the final step concludes that a system of internal grievance handling must have final and binding arbitration to maintain credibility with employees.

Abstract

Northrop adopted its grievance procedure for all nonsupervisory employees in 1946. The first step, which must be taken within 5 working days of the event that caused the grievance, is an informal discussion between the employee and the immediate supervisor. While most grievances are settled at this point, the unsatisfied employee can then file a grievance notice. An employee relations representative, similar to an ombudsman, helps the employee write the notice and informs the administrative officer of the case's facts. The administrative officer must render a written decision in 10 days. If this decision is unacceptable, the employee may appeal to the Management Appeals Committee. This hearing is conducted quite informally, and the committee must hand down a written decision within 2 weeks. If the employee's grievance is still not resolved, he or she may appeal to binding arbitration. An arbitrator is chosen by mutual agreement. All costs, except for the grievant's counsel, are borne by Northrop. The company, however, is considering assuming this cost also. All employee relations people are experienced specialists who serve as counsel, shop steward, and business agent for the aggrieved employee. The arbitration system forces the establishment of written rules and policies and makes supervisors think before they take actions that may result in a grievance.