A supervisor who believes an employee's grievance is not a contractual violation should: accept the employee's grievance, and then answer the grievance in accordance with provisions of the labor agreement. assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and the labor agreement. refuse to accept the employee's grievance. consult with the union shop steward and demand proof of a contractual violation. consult with the company's labor attorney before accepting the grievance.

Question

Cordell Golden

Business

20 May, 00:00

A supervisor who believes an employee's grievance is not a contractual violation should: accept the employee's grievance, and then answer the grievance in accordance with provisions of the labor agreement. assist the employee in writing the grievance so that it conforms to the specifications of the grievance form and the labor agreement. refuse to accept the employee's grievance. consult with the union shop steward and demand proof of a contractual violation. consult with the company's labor attorney before accepting the grievance.

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Zachery Stevens · Answer 1

In labor relations, a supervisor who is of the opinion that an employee's grievance is not a violation of his contract should admit the grievances of the employee, and then respond to the grievances in accordance with provisions of the labor agreement.