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1.       A violation of health and safety standards – Employees who are dealing with dangerous elements at work are supposed to be given safety Personal Protective Equipment (PPE) to safeguard themselves from any potential injury. However, the affected company is not handing out the PPE due to time lapse, shortage of money, etc. Hence, this will lead to work grievance between employees and the company.

A violation of the intent of the parties as stipulated during contract negotiations – Employees may realise their salary is violated after being employed. Drivers for a company may suddenly face unfair deductions to their salary just because they received traffic summons from the law enforcement. They are not notified of such practice during the contract negotiations. Hence, their salary is always deducted and with no explanation from the company. This will lead to work grievance between employees and the company.

2.       The differences are

Union Setting - In unionized workplaces, grievance procedures are regulated by the union contract and are generally formal, rule-based processes. The collective bargaining agreement will govern the handling of grievances filed by employees within the bargaining unit.

Non-union setting - Employers with no union in place have greater latitude to set up mechanisms for resolving grievances. As long as the mechanism provides a method by which individual employees can present grievances to management on an individual basis, it is acceptable. The best grievance procedures allow employees to discuss their concerns with multiple members of the management team, not just their immediate supervisors. For example, a common form of grievance procedure provides that an employee can appeal a grievance to management levels beyond his or her immediate supervisor.

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Nurulain binte Tahir P7237166

Suggest any two possible conditions that may give rise to work grievances among employees in a company. Provide one example for each of the conditions stated.

A violation of health/safety standards
In a manufacturing firm, for example, a worker is asked by his supervisor to use his existing safety shoes which has worn out in order to cut cost. By doing this, the workers might have the assumptions that the company is compromising their safety and health in the workplace.

A change in working conditions
An example would be of heavy workloads. In lean times, workers are normally required to do more work without any increase in pay. This is common where the work load of a worker who has just left the company is assigned to the existing workers, instead of filling up the vacant position.

Write two differences between a grievance procedure of a non-union organization and a unionized organization.

In non-unionised organizations, if grievance is not resolved after having a conference between aggrieved employee and Supervisor, a conference between employee and Head of Department is held. However in unionised organizations, if grievance is not resolved after having a conference between aggrieved employee and Supervisor, the employee concerned may submit the matter (either verbally or in writing) himself or through a member of the Branch Committee to the Department Manager for discussion.

Another difference is that in a non-unionised organisation, if the conference between aggrieved employee and Head of Department is not resolved, the next step is to have a conference between the employee and the Managing Director. However, in a unionised organisation, if the submission of matter to the Department Manager failed, the next step is for the Branch Chairman/Secretary/Union Official authorised by the General Secretary of the Union to take the matter up to the HR Department Manager/Head.

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Grievance procedures  Andrew Oh Zhe Lun - P7237171

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Grievance procedures  Andrew Oh Zhe Lun - P7237171

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A violation of law
Example:
In an Employment Act which states that workers performing overtime or worked during Public Holidays should be paid overtime rate and more wage than normal working day.  However, the company has requested their workers to work overtime and on public holidays, the workers did stay back to work but the company failed to pay them extra.  Thus the workers were unhappy as they felt that they were being short-changed.  This situation could meant grievances by workers.

Violation of company rules
Example :

A company has set no chatting or talking during working hours rules and the manager is authorized to oversee the store operation. However, when the manager was caught to chatting with other workers during working hours. Grievance among workers arise as manager did not lead by example.

Two differences in grievance procedures

Non-unionised Organisation
1.   A systematic process that permits employees to express complaints within an organisation without the representation of the Trade Union.
An employee may seek to redress his/her grievances personally following step by step procedures through conferences with immediate supervisor, Head of Department, HR Manager or Managing Director in the company hierarchy, to resolve his/her grievances. .

2.    If after seeking conference with the top level (company’s Managing Director) still do not resolve their grievances, the employee may refer to the Ministry Of Manpower (MOM) for conciliations or refer to Labour Court if the grievances involved payment issues.

Unionised Organisation

1.    A systematic process that permits an employee to express complaints through the representation of Trade Union.
An employee who has grievance may bring the matter either verbally or in writing to his immediate supervisor or through a trade union Branch Committee Member to the Department Manager, HR Department Manager or request top management meeting, if the grievances remains unresolved in the preceding procedures.

2.    If the grievance remains unresolved in all the above procedures, either party may refer the dispute to the MOM for conciliation or to the Industrial Arbitration Court as a last resort.

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Elvira Goh Gim Hiang - P7237172

a) Suggest any 2 possible conditions that may give rise to work grievances among employees in a company. Provide 1 example for each of the conditions stated.

A violation of law - When a person is entrusted with property or has dominion over property, and dishonestly misappropriates or converts to his own use that property, he may be liable for the offence of CBT. If he dishonestly uses that property in a way in violation of the law or of any legal contract, he may also be liable to the same offence. Example: A is employed as a secretary of a company and is entrusted with the company’s funds. If A dishonestly uses the funds to buy a car under his name for his own personal use, he will be liable for the offence of criminal breach of trust.

A violation of company rules - The basis for a behavior-related termination. When it comes to notifying the workplace about the termination, much depends on the specific situation. Notifying the workplace immediately is usually a good idea. Besides the staff who will deal directly with the termination (likely the IT department and the benefits administrator), other staff and regular customers should be informed that the employee was terminated for violating company policy. This is easily accomplished with an email or a letter to the staff. Do this before word gets out on its own to cut down on the spread of rumors or misinformation. Example:  If an employee is terminated for taking cash from the register, it is probably best to cite the violation of cash handling policy. In this way, the situation is made clear to the workforce, and the importance of cash handling policy is reiterated. However, if a termination may result in further legal action, or if you believe that it would be harmful to your company to expose how an employee violated policy, then it is best to stick to a non-specified statement such as, “XXX was terminated for a violation of company policy.”

b) Write 2 differences between a grievance procedure of a non-union organization and a unionized organization.

Non-unionized workers are those who are not members of a union and do not have union representation at the workplace.  A workforce can bargain or negotiate its salary and wage rates through a union, as well as employee benefits, complaint procedures, workplace safety and policy and procedures.

Unionized the process of organizing the employees of a company into a labor union which will act as an intermediary between the employees and company management. In most cases it requires a majority vote of the employees to authorize a union. If a union is established the company is said to be unionized.

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Muhammad Haikal Bin Mohd Noor (P7237177)

a) Suggest any two possible conditions that may give rise to work grievances among employees in a company. Provide one example for each of the conditions stated.

One possible condition is a violation of law.
For example, the company makes their workers work beyond their stipulated working hours as stated in the working contract, i.e overtime. And they are not being compensated for. Hence, these workers who felt that they have been taken advantage of by the company, will give rise to a work grievance.

The next condition is the violation of company rules.
Some of the house rules or policies set-up by the company is not being followed by the higher management, i.e Supervisors, Managers.
For example, the house rule of the company states that casual attire is only allowed on Fridays. However, the supervisor or manager does not adhere to it and comes in their own casual attire. Workers will feel that this is unjust and again give rise to another work grievance.

b) Write two differences between a grievance procedure of a non-union organization and a unionized organization.

The first difference; in a non-union organization, the employee themselves have to raise their grievances to the supervisor or management involved. Whereas for a unionized organization, a trade union will help to represent the employees to raise their grievances.

Second difference;  in a non-union organization, if the matter is not resolved in MOM, they will direct to the Labour court.
However, for a unionized organization, the MOM will propose the affected party to go to the IAC (Industrial Arbitration Court), where it is strictly for a unionized organisation.

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Su Myat Thinzar (P7237528)
a) Suggest any two possible conditions that may give rise to work greviance among employees in a company. Provide one example for each of the conditions stated.

One possible condition giving rise to a work grievance is a violation of company rules. In example, the company manager set up the rule for working hours from 8.30am to 5.30pm and the manager itself come up 10.00am in the morning and back home around 3.00pm within working time even it is very busy and not any unexpected event or reason that will lead to a grievance with not respecting the company rules.

Another possible condition giving rise to a work grievance is a change in working conditions or past company pratices. In example, a company promise to rise in a pay of past year profit to the employees and there will have a rise in pay and also there will have an unnecessary sudden increase of 2 more working hours for that increased pay as not advertised and promised with not any overtime pay or addition allowance by management decision, that will lead to a grievance in work for unfair pratice.

b)Write two differences between a grievance procedure of a non-union organization and unionized organization.

Two differences between a grievance procedure of a non union organization and unionized organized are
1) If the greviance is not resolved at very first step which is a conference between aggrevied employee and immediate supervisor
- If non-unionised organisations , the employee may represent himself/herself to go for head of department to resolve the grievance.
-If the unionised organisations, the worker not need to represent himself/herself and trade union member can represent for this greivance issue to resolve.

2) If the greviance issue remain unsolved at conciliation sessions (MOM),
-If non-unionised organisations, disputing parties may bring it up to MOM, Labour Court for payment issues and any disagreement of payment for a final judgement to be made.
-As for union orgainsations, the parties refuse or against the MOM certified officer decision, they may refer the dispute to the Industrial Arbitration Court (IAC) for final settlement.

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Daniel Ho – P7146794

Discussion Questions:

a)               Suggest any two possible conditions that  may  give  rise  to
work grievances  among  employees  in a company. Provide
one example for each of the conditions stated.

Possible conditions that give rise to work grievances:

1)    Violation of law

2)    Violation of company rules

3)    Violation of intent of parties as stipulated during contract negotiations.

4)    Change in working conditions or past company practices

5)    Violation of health/safety standards

But the 2 common possible conditions that has higher regards that may lead to jeopardizing their jobs are 1) & 5).

1)    Violation of law, could mean any of the Legislation Employment Act being breached, statues not followed.

http://statutes.agc.gov.sg/aol/search/display/view.w3p;page=0;query=DocId%3A%22571f13ea-3a91-47ef-a07b-f45d12fc2101%22%20Status%3Apublished%20Depth%3A0;rec=0

For violation of law, the most recent cases are the salaries paid, and the implementation of itemised pay slips. This will bring transparencies of pay structure for each individual employee. It can also bring about awareness if there is any short change in payment, preventing companies from cutting corners on paying employees.

5)    Violation of health/ safety standards, could be issues between life and death. This rise of safety / health hazards has a lot to do with the insurance claims and the amount of monies could be a large amount. Some may even lead investigations surveys being conducted, e.g motor insurance. As these will trigger movements of fund in fund-pooling financial institutes, it could mean monies of participating communities being used for fraudulent claims, thus the scrutiny on safety breach claims are high. And MOM itself is encouraging zero-risk working environment.

b)               Write two differences between a grievance procedure of a
non-union organization and a unionized organization.

Non-union organizations have their own HRD or MD, or related department to resolve Grievance Procedures (GP). They will encourage to settle internally, by hierarchy, before bring the unresolved case to MOM for conciliations. The last resort after conciliations is Labour Court to settle payment issues, and is final without appeal.

Step 1: try resolve with immediate supervisor first.

Step 2: if not resolved, then bring up to higher management, HOD.

Step 3: if still not resolved, the HRD or MD will be the next line.

Step 4: depending on the size and complexity of the matter, the unresolved matter can be brought up to MOM for conciliation.

Step 5: MOM Labour court the last stop to settle payment disputes. Once awarded, no appeals.

Unionised Organizations however, will obvious extra step that is an external third party (branch committee) by step 2 to see to the end.

Step 1: try to resolve the matter with immediate supervisor verbally or in writing as soon as it’s brought up.

Step 2: if not resolved, matter be brought up by a Branch committee or trade official to the Department manager for discussion.

Step 3: if not resolved, the Secretary/ Chairman of the Union will bring up to the HRD or Manager Head.

Step 4: if unresolved, a Management meeting is conducted amongst the union top /top management meeting.

Step 5: IF union cannot resolve, MOM can come into picture for conliation.

Step 6: after MOM conciliation, for unionised organization, they will refer the unresolved dispute to Industrial Arbitration Court (IAC). and if there is an award outcome, no appeals.

Based on the above the difference would be that unionised organisations would have a Union committee to bring up the matter to the HOD or HRD instead of the disgruntled employee having to bring the grievance step by step up to the management level vie the non-union organization. This disgruntled employee or a non-union organization could have in the process of bringing up the grievances, jeopardized his/her job. Also the final settlement if monies are involved are different for both non-union & unionised organizations, as one will be settled by Labour Court via MOM, and the latter settled through Industrial Arbitration Court.

End.

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a) Suggest any two possible conditions that may give rise to work grievances among employees in a company. Provide one example for each of the condition stated.

There are a few possible conditions that may give rise to work grievance among employees. One of at possible conditions is violation of health and safety standards. At a construction site, the workers were given worn out safety helmet and boots as company wanted to save cost on the replacement them. This may lead to the workers’ work grievance as their health and safety standard are being compromised.

Another condition is a violation of law. For example, under the employment act, company that asked their workers to do overtime work are required to pay them overtime rates. However, if the employers failed to pay employees overtime rates for the overtime work, the employees will get angry for being short changed, this will result in employees work grievances.

Write two differences between a grievance procedure of a non-union organization and an unionized organization.

The grievance procedure of unionized organization involves a seasoned trade union representative official to represent the employee to take the matter up to HR Department or top management of the company. If the matter is still unresolved, it will be referred to MOM for conciliation before further presenting to Industrial Arbitration Court (IAC). The decision from IAC is refer to an award and is final and binding.

Unlike Unionized organization, grievance procedure in non-union organization is solely between employees and supervisors, HR department and management. In the event it cannot be resolved, the work grievance may be referred to Ministry of manpower for reconciliation and unresolved case will then be brought up to MOM, Labour Court for a judgment made. Labour Court only handles grievances on payment issues, such as overtime payment. Disagreement on notice payment, computation of salaries.

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Irasari Binte Jaini (P7237169)

a) Suggest any two possible conditions that may give rise to work grievances among employees in a company. Provide one example for each of the conditions stated.

One possible condition that may give rise to work grievance is the violation of health/safety standards. An example would be that an employer, being more concerned with company profit, refused to ensure that the company vehicles are roadworthy and insist that the vehicles are safe on the roads. The employee, fearing for his life, refuse to operate the vehicle and upon voicing out to the employer, the employer refuse to do anything about it hence a problem has occurred.

Another common condition is the violation of law. Based on the Employment Act, an employer is not allowed to make their employees work more than 12 hours in a day unless if any circumstances arise that could not be avoided. The employees working in the Food and Beverage line are constantly lacking manpower or employers often try to save labour costs resulting in overworking them especially during festive seasons. Overworked employees are unhappy as they are exhausted and they are humans too who need sufficient rest and time to spend with their family and friends.

b) Write two differences between a grievance procedure of a non-union organization and a unionized organization.

The difference between a grievance procedure between a non-union organization and a unionized organization is that a unionized organization will represent you when bringing up an issue to the management or HR department. The employee of a non-union organization would have to represent themselves and some may not have the confidence to voice out their concerns and worry about jeopardizing their job.

Another difference is that for a unionized group, if bringing up the issue to the highest management still does not resolve the issue, they may bring it up to the IAC (Industrial Arbitration Court) where as for the non-unionized organization they may bring it up to MOM for conciliation sessions but they can only advice on a resolution but they cannot force it on the company.

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Chen Seok Kheng - P7237176
a)    suggest any two possible conditions that may give rise to work grievances among employees in a company. provide one example for each of the conditions stated.

There are possibilities that may give rise to work grievances among employees:
1.    Individual habit or behavior that may cause inconvenient or disturbances to others in the workplace, for example, smoking in work place as shown in the video, it is common practices that smoking is not allowed in most of compound in work place, some individual may do it secretly in the toilet or backyard of the office, or designated areas for smoking. However, smoking in common areas including toilet, meeting room, cafe, or even main entrance to the company lobby, may cause others to take in second hand smoking, and thus should be avoided, it is especially important for all levels of colleagues to follow the guideline, thus no discrimination again any individual, management team should also follow the guideline, or else other staff may have grievance due to the discrimination.

2.    Workload allocation among colleagues, and fair rewards for all staffs. It is not uncommon for work grievances due to uneven allocation of workload, or perceived uneven allocation of work assignment, individual may felt that the works assigned to them are either too stretching on their capability (mentally or physically) or unwanted works are assigned to them. And when come to paid increment or bonus allocation, work grievance may arise due to perceived unfair treatment. Management team needs to ensure transparent communications, and channel for staffs to air grievances when needed.

b)    Write two differences between a grievance procedure of a non-union organization and unionized organization.

For unionized organisations, the grievance procedure is a requirement in all collective agreements. We could obtain the grievance procedure models of unionized organisations on the Singapore Industrial Arbitration Court website.

Unionized Organization :
Employee could engage Trade Union branch to seek opinion, or support his/her engagement with employers.

Non-Unionized Organization :
Any employee who has a grievance may, within 3 working days of its arising, bring the matter to the attention of his immediate superior or, where such grievance is against his immediate supervisor, to the attention of his Department Head, who shall give his decision within three working days from the date of reference to him.
If the employee concerned is aggrieved by the decision given under step 1 above, he may within 3 working days thereof, refer the matter to the Division Head for settlement, who shall give his decision within 3 working days from the date the matter was referred to him.
If the employee is still dissatisfied with the decision given under step 2 above, the employee may refer the matter to the HR Manager, who will represent the Management for settlement.
In the event of there being no settlement at the above steps, the matter shall be dealt with by the CEO (State Job Title), whose decision shall be final.

The differences between unionized and non-unionized Grievance Procedure (GP) include:

1.    Additional channel for tripartite discussion (employees, employer and union) and problem mitigation before alleviating the matter to ministry or court. A unionized organization also provide a channel for employees to seek advice or counselling before next steps.

2.    Unionize organization also provide third party (Union) who have neutral stake in handling the grievances to provide neutral view and recommendations, and third party, because of lack of conflict of interest or potential personal gain from the outcome of the discussion, can be better trusted by both parties, and thus able to handle the grievance with more human touch, and more personalize counselling sessions with both parties, before it affect the performance of the company.

Non-Unionized organization may have advantages in handling grievances:

1.    As third party is not involved, stakeholders within the organization including HR may be able to speed up the discussion and close the case faster than unionized organization, regardless of effectiveness of the solution, the speed could be faster.

2.     It provides better ownership for both affected parties, HR and management to resolve the grievances, and thus may create a better bonding and trusting environment in the work places if the issue is well handle.

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Mei Chen (P7237179)
a)
- a violation of company rules
Example : company set no usage of phone during working hours rules and manager is authorised to oversee the store operation. However, manager was caught to use phone for personal use during working hours. Grievance among workers arise as manager did not lead by example.
- a violation of law
Example : MOM set rules that if the nature of the work requires continuous work for up to 8 hours, breaks must be provided for meals. The breaks should be at least 45 minutes long. However company normal break time less than 45 minutes. Employee will have grievance.

b) For non union organization, aggrieved  employee need to self represent and take confrontation with organization. For union organization, aggrieved employee can look for trade union official can represent employee and discuss with organization.

For non union organization, at step 5, if grievance is unresolved at conciliation sessions(MON), disputing part may bring to MOM, Labour Court for judgement for payment issues. For union organization, either part may refer dispute to Industrial Arbitration Court (IAC) and decision is final and binding, not necessary must be due to payment issue.

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Wong Kar Yee(Margaret) - P7237174
Q1) Two possible conditions that may give rise to work grievances among employees in a company. Provide one example for each of the conditions stated.

a) A change in working conditions or past company practices.
Ex: The shifting of office from the CBD area to a relatively outlying industrial office area has given rise to work grievances due to longer traveling time and lesser choice of transportation mode. Now, they are required to wake up more early in order to reach office in time and the inaccessible of public transport has also caused them to either walk to the office or take taxi at their own expense from the nearest MRT or bus stop.

b) A violation of the intent of the parties as stipulated during contract negotiations.
Ex: The condition of no work on Saturday and Sunday had been presented to Sally during contract negotiation was the main reason that Sally accepted the job. However, she soon realized that the condition stipulated was not executed and she was constantly asked to come back to work on weekend in which had deeply inconvenienced her, hence, work grievances arose.

Q2) Two differences between a grievance procedure of a non-unionized organization and an unionized organization.

a) Non-unionized organization - Conference is attended by aggrieved worker and head of department if conference between aggrieved worker and immediate supervisor do not resolve the work grievances.

Unionized organization - Conference is attended by trade union officer representing the aggrieved worker and head of department if conference between aggrieved worker and immediate supervisor do not resolve the work grievances.

b) Non-unionized organization - Work grievances concerning only payment issues will be resolved by the Labour Court and award finalized won't be allowed for appeal.

Unionized organization - Work grievances concerning all kinds of nature will be solved by the Industrial Arbitration Court (IAC) and award finalized won't be allowed for appeal.

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Moi Lai Keng, Wendy (P7237173)

Discussion Questions:
a)  Suggest any two possible conditions that may give rise to work grievances among employees in a company.  Provide one example for each of the conditions stated.

(1)  A violation of law
Example:
In an Employment Act which states that workers performing overtime work should be paid overtime rate.  However, the company has requested their workers to work overtime and the workers did stay back to work overtime but the company failed to pay them overtime rate.  The workers were very unhappy and dissatisfied about this as they felt that they were being short-changed.  Thus, this give rise to work grievance by the workers.

(2)  A violation of company rules
Example:

The management sets up the company policy that smoking is NOT allowed during office hours.  However, the management did not set a good example to adhere strictly to the policy.  Instead, they were caught smoking during office hours.  This give rise to work grievance by the workers, particularly those smoking workers.

b)  Write two differences between a grievance procedure of a non-union organization and a unionized organization.

2 differences between a grievance procedure of a Non-union organization are as follows:
(1)  The aggrieved employee is not represented by anyone, except himself. He seeks conferences all by himself, from his supervisor to the next level of Head of Department, HR Manager or even Managing Director.

(2)  If the grievance is still unsettled within the organization, then the aggrieved employee could seek external help from the Ministry of Manpower (MOM) for conciliations.  The disputing parties may bring it up to MOM, Labour Court, for a judgment to be made for grievances on payment issues, such as overtime payment, disagreement on notice payment, computation of salaries.

2 differences between a grievance procedure of a Unionized organization are as follows:
(1)  The aggrieved employee is represented by a Trade Union Official in trying to resolve the issues, after the grievance is not resolved at immediate supervisor level. The aggrieved employee may submit the matter (either verbally or in writing) himself or through a member of the Branch Committee (ie: a trade union official) to the Department Manager for discussion.

(2)  If grievance at Step 2 is still unresolved, then a suitable trade union official may take the matter up to the HR Department Manager or Head.  If grievance still unresolved, the Union may request a top union/top Management meeting to discuss the matter.

If grievance remains unresolved in Step 4, then either party may refer the matter to MOM for conciliation.   If conciliation fails, either party may refer the dispute to the Industrial Arbitration Court (IAC) and decision made from IAC (an award) is final and binding.

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Jan Jan - P7231826

a) Two possible conditions that may give rise to work grievances among employees in a company.

1. Violation of Health/safety standards
Example: Employees grievances the danger of their nature of work that would require proper training in safety. However, the company do not send the workers for safety course which may jeopardise their safety.

2.  Violation of the intent of the parties as stipulated during contract negotiations.

Example: The term of employment stated that the employee would receive a certain percentage of sales commission and transportation allowance, but when the salesman underperformed, his benefits were forfeited.

b) Two differences in grievance procedures

Non-unionised Organisation
1.   A systematic process that permits employees to express complaints within an organisation without the representation of the Trade Union.
An employee may seek to redress his/her grievances personally following step by step procedures through conferences with immediate supervisor, Head of Department, HR Manager or Managing Director in the company hierarchy, to resolve his/her grievances. .

2.    If after seeking conference with the top level (company’s Managing Director) still do not resolve their grievances, the employee may refer to the Ministry Of Manpower (MOM) for conciliations or refer to Labour Court if the grievances involved payment issues.

Unionised Organisation

1.    A systematic process that permits an employee to express complaints through the representation of Trade Union.
An employee who has grievance may bring the matter either verbally or in writing to his immediate supervisor or through a trade union Branch Committee Member to the Department Manager, HR Department Manager or request top management meeting, if the grievances remains unresolved in the preceding procedures.

2.    If the grievance remains unresolved in all the above procedures, either party may refer the dispute to the MOM for conciliation or to the Industrial Arbitration Court as a last resort.

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Discussion Questions:

a)               Suggest any two possibleconditions that  may  give  rise  to
work grievances  among  employees  in a company. Provide
one example for each of the conditions stated.

b)               Write two differences between a grievance procedure of a
non-union organization and a unionized organization.