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It explains how grievance and discipline systems create an equitable process for handling complaints and unacceptable behavior. The manual covers why procedures matter in union and nonunion settings, how managers and supervisors should respond, and how formal grievance processes support due process, communication, and sensitivity to employee concerns.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/aphri-certificate-preparation-module-4-employee-relations/144146/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/aphri-certificate-preparation-module-4-employee-relations/144146.png","ImageObject",300,407,{"name":92,"@type":93},"Clementine","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-21","2026-08-25",true,{"@type":102,"interactionType":103,"userInteractionCount":52},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What does “employee relations” include in this manual?","Question",{"text":112,"@type":113},"Employee relations covers the working relationship between employer and employees, including each party’s rights, how decisions are made, and how problems are resolved. In union companies, this function is also called labor or industrial relations.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Why are grievance and discipline systems described as parallel processes?",{"text":117,"@type":113},"If the supervisor is responsible (for example, in cases like sexual harassment), the employee should be able to appeal to a higher official to receive a fair hearing.",{"name":119,"@type":110,"acceptedAnswer":120},"What is the purpose of formal grievance procedures for top management and employees?",{"text":121,"@type":113},"Formal grievance procedures increase upward communication so top management becomes more sensitive to employee feelings. Knowing a formal system exists can also make employees feel better because their concerns are listened to and understood.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},144146,1787698449,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":52,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":129,"read_time":144},1374391974564,"https://ap-avatar.wpscdn.com/avatar/14000253aa45c000a9e?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779874745381141002","aPHRi® Certificate Preparation  \nTrainee Manual  \nModule 4-Employee Relations  \naPHRiTM is a registered trademark of HR Certification Institute, used under permission of HRCI. All rights reserved.  \naPHRi® Certificate Preparation – Trainee Manual  \nTable of Contents  \nPart Five: Employee Relations ................................................................................................................................3  \n5.1 Grievance and Complaint Systems ..............................................................................................3  \n5.2 Employee Discipline Systems ..................................................................................................... 11  \n5.3 Workforce Behavior Problems................................................................................................... 14  \n5.4 Organizational Exit ..................................................................................................................... 21  \n5.5 Alternative Work Schedules ......................................................................................................26  \nPart Five: Employee Relations  \nThe term \"employee relations\" refers to the working relationship between the employer and employees, and encompasses the rights of each party, how decisions are made, and how problems are resolved. In union companies, this function is also called labor relations or industrial relations.  \nDisagreements and conflicts are certain to arise in the normal course of a working association. Unless a peaceful process exists for handling these problems, they can result in violent and disruptive conflict.  \nTwo parallel processes, grievance, and discipline provide a fair and equitable working relationship for employers and employees. Grievance systems protect employees from unfair and capricious actions and provide for due process in the handling of employee complaints. Discipline systems protect employers from problem employees and provide a process for helping employees who are willing to be helped. Both processes, grievances, and discipline are needed in every organization, regardless of the presence or absence of a labor union.  \n5.1 Grievance and Complaint Systems  \nEvery organization ought to have both a grievance procedure and a discipline procedure. Discipline procedures are needed to connect unacceptable behavior and to protect the company. Grievance and complaint procedures are needed to protect employees from inconsistent and unfair treatment. Both procedures are valuable in both union and nonunion companies. Some managers, especially those in nonunion companies, think grievance or discipline procedures are unnecessary, and they rely on the skills of their supervisors to handle employee complaints and to correct problem behavior. However, many supervisors do not have adequate interpersonal skills to resolve employee complaints. Furthermore, if a supervisor is the cause of the unfair treatment (such as sexual harassment), the employee cannot take the problem back to the supervisor and expect a fair hearing. In such a situation, a higher official is needed so that the employees can appeal the case.  \nGrievance procedures provide a systematic process for hearing and evaluating the complaints of employees and tend to be more highly developed in union companies than in nonunion companies because they ax specified in the labor agreement. These procedures protect the rights of employees and eliminate the need for strikes or slowdowns every time a disagreement occurs about the labor contract Disagreements are almost inevitable regardless of how well the agreement was written. Even well-written labor agreements leave some issues open to interpretation since the negotiators cannot anticipate all future conflicts.  \nFormal grievance procedures increase upward communication in organizations and make top management decisions more sensitive to employee feelings. As grievances are expressed, top management ","cbCaidSdbcmzCaAM","https://ap.wps.com/l/cbCaidSdbcmzCaAM","pdf",753665,36,"English","# Part Five: Employee Relations\n## 5.1 Grievance and Complaint Systems\n## 5.2 Employee Discipline Systems\n## 5.3 Workforce Behavior Problems\n## 5.4 Organizational Exit\n## 5.5 Alternative Work Schedules","[{\"question\":\"What does “employee relations” include in this manual?\",\"answer\":\"Employee relations covers the working relationship between employer and employees, including each party’s rights, how decisions are made, and how problems are resolved. In union companies, this function is also called labor or industrial relations.\"},{\"question\":\"Why are grievance and discipline systems described as parallel processes?\",\"answer\":\"If the supervisor is responsible (for example, in cases like sexual harassment), the employee should be able to appeal to a higher official to receive a fair hearing.\"},{\"question\":\"What is the purpose of formal grievance procedures for top management and employees?\",\"answer\":\"Formal grievance procedures increase upward communication so top management becomes more sensitive to employee feelings. Knowing a formal system exists can also make employees feel better because their concerns are listened to and understood.\"}]","aPHRi Certificate Preparation - Module 4 - Employee Relations | PDF",91]