112A Alternate Dispute Resolution

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Questions and Answers

What is the purpose of the 'Open Door' procedure?

To create a property right in employment at FMYN

To provide a formal procedure for employee grievances

To resolve disputes through legal action

To encourage employees to discuss problems with their supervisor or manager (correct)

What is the maximum time frame for management personnel to evaluate problems?

15 business days

5 business days (correct)

10 business days

3 business days

What happens if an employee is not satisfied with the resolution of an issue through their chain of command?

The employee may appeal to a higher authority

The employee must file a formal complaint

The employee must accept the decision of their supervisor

The employee may seek further resolution with the Human Resources Department (correct)

What is the result of the appeal procedure?

A resolution of the issue through an informal discussion Signup and view all the answers

Who can an employee report an issue to if they are employed within the Human Resources Department?

Another appropriate management employee Signup and view all the answers

What is the purpose of the alternate dispute resolution policy?

To resolve disputes through informal discussion Signup and view all the answers

What is the role of the Human Resources Department in the appeal procedure?

To evaluate problems and provide a resolution Signup and view all the answers

What is the consequence of the appeal procedure on the employment relationship of employees?

It has no impact on the employment relationship of employees Signup and view all the answers

What is the primary purpose of the Alternate Dispute Resolution procedure?

To resolve disputes through open two-way communications and foster harmonious employee relationships Signup and view all the answers

Who can an employee seek assistance from to answer questions and resolve problems?

Their supervisor Signup and view all the answers

What happens if an employee's supervisor cannot satisfactorily handle a situation?

The employee can seek resolution through their chain of command Signup and view all the answers

What is the limitation of the informal grievance procedure?

Introductory employees terminated within their introductory period and temporary employees may not appeal involuntary termination Signup and view all the answers

When can non-employees be involved in the grievance process?

In circumstances where there is a conflict of interest or other pragmatic reasons aimed at protecting the legitimacy of the grievance process Signup and view all the answers

What is not subject to the informal or formal grievance procedures?

Problems related to FMYN's right to establish or change business or personnel policies Signup and view all the answers

What is an example of an appealable application of a policy?

The scheduling of personal time off based on length of service Signup and view all the answers

What is the goal of the Nation's policy?

To foster sound employee/management relations through communication and prompt resolution of work-related problems Signup and view all the answers

Study Notes

Alternate Dispute Resolution Policy

The policy aims to resolve disputes through open two-way communication, particularly with regard to informal grievance procedures.
The Nation strives to foster sound employee/management relations through communication and prompt resolution of work-related problems.

Appeal Procedure

Employees can appeal if they were not allowed to schedule personal time off based on service credits.

Informal "Open Door" Procedure

Problems related to personnel policies and procedures are settled through an informal discussion with the immediate supervisor or through the chain of command.
Employees can report issues to the Human Resources Department if they are not resolved through their chain of command.
Management personnel evaluate problems in a timely manner, not to exceed five (5) business days, and take appropriate action.

Limitations

Introductory employees terminated within their introductory period and temporary employees may not appeal involuntary termination.
Problems, grievances, or complaints relating to FMYN's right to establish or change business or personnel policies, practices, rules, or regulations are not subject to the informal or formal procedures.
FMYN policy is not appealable, but the application of that policy is.

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Description

This policy outlines the procedures for resolving disputes through open two-way communications. It ensures harmonious employee relationships and proper application of existing policies and procedures.