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3 Emp. Resp. & Rts. J. 1 (1990)

handle is hein.journals/emprrj3 and id is 1 raw text is: Employee Responsibilities and Rights Journal, Vol. 3, No. 1, 1990 The Nonunion Grievance Procedure: A Viable System of Due Process? Richard B. Peterson1 and David Lewin2 This article reviews and critiques the literature covering the functions, structure, and viability of the nonunion grievance procedure. The authors give several arguments in support of their position that the benefits outweigh the costs of such a procedure for unorganized staff whether viewed in terms of society, the employee, or the labor market parties. Next the article briefly summarizes the empirical literature reporting on the operation of nonunion grievance procedures in a number of private-sector firms. These results are linked to the two conceptual models of an effective grievance procedure advanced by Yenney and Epstein. The authors, based on their assessment of organizational practice, identify several potential and real problems with the presently operating nonunion grievance systems in most American firms. Finally, the article concludes with a set of research propositions that systematically address both the current criticisms of the viability of such a procedure and whether most grievance procedures covering unorganized employees meet the standards of due process and organizational justice generally found in union grievance systems. KEY WORDS: nonunion grievance; due process; research propositions. INTRODUCTION It is not unusual for disputes to arise periodically between employees and management in the workplace. It is for this reason that where unions are present, one almost invariably finds a formal grievance procedure in the labor contract. In- deed, the representation afforded by a formal grievance procedure is one of the major attractions of a union. Virtually all labor agreements in the private, public, and non- profit sectors explicitly provide a procedure for resolving disagreements. With few exceptions, the final step in the procedure is binding arbitration by a neutral third party. In this article we provide a comprehensive survey of the existing literature. We are interested here in discussing a number of issues that are central to our under- 'Schools of Business Administration, University of Washington, Seattle, Washington 98195. 2Graduate School of Business, Columbia University, New York, New York 10027. 0892-7545/90/0300-0001$06.00/0 © 1990 Plenum Publishing Corporation

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