Handling Alleged Bullying in the Workplace

Human Resources: Labor Relations Law -- Disputes in a Unionized Workplace

Jack believes he is being teased and bullied by Eric. Due to stress related to this situation, Jack called in and told the next shift's foreman, Steve, that he was too stressed to go to work the next day because he would be picked on. Steve said he was aware of it and would tell Phil, Jack's immediate supervisor. When he returned the following day, Phil confronted Jack and said Jack would be "dinged" for failing to follow procedures. Jack advised Phil of his conversation with Steve and Phil laughed and told Jack that the department had had bets on whether he would be at work the day after he had been crying and that because of his failure to attend, Phil and Steve had each won $50. Phil also said that if Jack filed a grievance he would be fired for insubordination. Jack filed a grievance with the union.

Body

a. What do you think will happen next? Why?

Jack rightfully filed a grievance because his rights, as an employee, have been apparently violated by low-level management at the plant (National Labor Relations Board, n.d.). The next step after Jack files his grievance with the union is the steward's meeting with a low-level supervisor (Service Employees International Union, CTW, CLC, n.d.). Here, the low-level supervisor will probably be Phil.

b. Discuss the important steps that might take place to resolve this issue.

It appears that the steward's meeting with Phil will not resolve the issue, as Phil reportedly believes that Jack is the problem. Consequently, the grievance will move to a second step: the steward's meeting with higher management, either for the finishing department itself or for the entire plant (Service Employees International Union, CTW, CLC, n.d.). If the second step does not resolve the problem, there can be another meeting with the plant's higher management, possibly with management of the entire plant, or a grievance "panel" to review Jack's grievance (Service Employees International Union, CTW, CLC, n.d.). If the first 3 steps do not resolve the grievance, Jack and the plant's representatives will go to arbitration, in which a disinterested 3rd party -- an arbitrator -- will review both sides of the grievance and settle the grievance (Service Employees International Union, CTW, CLC, n.d.).

c. If you were the HR manager in this plant, what would you do to get to the root of the issue? Why?

As the HR manager at this plant, I would already have security cameras placed in the work area, as well as recording equipment for all phone calls, and could review the tapes to determine what actually happened. Barring that, I would ask to meet with Jack face-to-face privately to discuss his concerns, ask him questions about the situation and ease his anxiety (Sage HRMS, 2012). Jack might well want his steward with him at that time, which I would readily accept in order to accommodate him as much as possible. After discussing the situation with Jack and/or the steward, I would bring in Eric, Phil and Steve separately, discuss the matter with each of them and make it clear that bullying will not be tolerated. Barring that, I would hold the grievance panel described in step 3 above. I would allow the steward and Jack to be present throughout the meeting. I would ask for Jack's version of events and the panel -- including me -- would question him. Then I would separately bring in Jack, Eric, Steve and Phil, have each give his version of the events and the panel -- including me -- would question each of them. I would also allow Jack to present other witnesses to the alleged bullying and the panel -- including me - would question them. Then the panel would make its determination.

3. Conclusion