Local Union Leaders'' Satisfaction with Grievance Procedures

We develop a model of local union leaders' satisfaction with their grievance procedures drawing from the job characteristics model and agency theory. The model is tested with OLS regression and LISREL estimates based on a survey of local union leaders in British Columbia. Results show that local union leaders are more satisfied with their grievance procedures when local officials have more autonomy in decision making; their local size is smaller; the grievance filing rate is low; grievance issues are perceived as important; the grievance resolution rate is high; a greater proportion of grievances are settled in the early steps; and the union success rate is high. In addition, grievance procedure satisfaction is multi-faceted and each facet has its own unique variance and a different combination of significant predictors.     

Local union leaders’ satisfaction with grievance procedures

We develop a model of local union leaders’ satisfaction with their grievance proce-dures drawing from the job characteristics model and agency theory. The model is tested with OLS regression and LISREL estimates based on a survey of local union leaders in British Columbia. Results show that local union leaders are more satisfied with their grievance procedures when local officials have more autonomy in decision making; their local size is smaller; the grievance filing rate is low; grievance issues are perceived as important; the grievance resolution rate is high; a greater propor-tion of grievances are settled in the early steps; and the union success rate is high. In addition, grievance procedure satisfaction is multifaceted and each facet has its own unique variance and a different combination of significant predictors. This research was supported by a grant from the Social Sciences and Humanities Research Council of Canada. We thank Dev Jennings for his helpful comments on an earlier version.     

The management of managers: Disputing in an executive hierarchy

This paper focuses on the relationship between organizational rank and respectability and the way top managers handle their interpersonal grievances, conflicts, and disputes in an executive hierarchy. Formal grievance procedures are rarely used. Downward grievances (from a superior to a subordinate) are often settled unilaterally by the superior. Upward grievances are typically handled covertly by subordinates. Titular equals opt for a range of covert and confrontational tactics, many of which evolve into disputes and are settled by a common superior. Respectability within the executive ranks appears to enhance the ability of superiors to impose outcomes on grievances, conflicts, and disputes between and within subordinates, to decrease the hostility of upward grievances, and to decrease vulnerability of subordinates to sanctions by their superiors.An earlier version of this paper was presented at the Annual Meeting of the Law and Society Association, Washington, DC, June 1987.     

Grievance initiation: A literature survey and suggestions for future research

The correlates of grievance initiation are described within the context of categories of relevant factors suggested by the literature. The categories include environmental, management, union, union-management interaction, and employee factors. In the environmental category, the literature indicates that technology effects provide substantial promise for the explanation of grievances. Several important correlates of grievance activity are described in each of the other categories. Suggested methodological improvements for future research include expanded sets of control variables, multiple industry data sets, greater attention to grievance types, and the use of causal analytical techniques in longitudinal studies. Future research should provide a better understanding of the effects of several variables, including technology, methods of grievance resolution, workgroup cohesion, and fair representation requirements. It should also identify relationships that are specific to different issues. The authors wish to acknowledge the assistance of Jack Fiorito, I. B. Helburn, Tim Keaveny, R. Dennis Middlemist, Robert C. Rodgers, and anonymous reviewers.     

The political effects of grievance handling by stewards in a local union

This study develops and tests three long-standing propositions about the relationship between grievance-handling behavior and political outcomes in a local union: (1) more favorable grievance handling enhances the steward’s likelihood of re-election; (2) the more the political support obtained in an election, the greater the steward’s ability to affect grievance outcomes favorably; and (3) as the relationship between management and the union evolves, grievance handling becomes more efficient and effective. Data on grievances and election results of Ford-UAW Local 400 from the 1950s were used to test hypotheses derived from these propositions; most received substantial, significant support.     

Eternal legitimacy of New Zealand trade unions: An update

This paper examines the current state of play in New Zealand’s industrial relations policy following the first general election under a system of proportional representation. The implications of the new Coalition Government’s policy statements are examined in light of the current outcomes under the Employment Contracts Act. It is concluded that radical reforms, and therefore radical changes, are unlikely. With the exception of the role of the Employment Court, institutional arrangements and bargaining outcomes under the Employment Contracts Act have become reasonably stable and are unlikely to be radically altered. The role of the Employment Court and to a lesser extent the Employment Tribunal is under threat and a more gradual move towards further liberalization of the labor market through changes to personal grievance procedures and bargaining process requirements cannot be ruled out. This research was funded by a grant from Public Good Science Fund administered by the Foundation for Research, Science and Technology (FRST Contract: VUW F514).     

Consequences of work force reduction: Some employer and union evidence

Despite the popularity of workforce cutbacks in the 1990s, largescale empirical stud-ies at the bargaining unit level are rare. I explore some of the consequences of per-manent work force reduction using data from both employer and union respondents. About 56 percent of employer participants and 57 percent of local union officials reported a permanent reduction of bargaining unit employees. In comparing bargain-ing units that experienced a permanent reduction of union members, results obtained from both employers and union officials indicated a significant negative impact on over-all employee satisfaction and labor climate. Additional analyses with union respon-dents revealed that the reduction of bargaining unit employees was also associated with a higher rate of grievances and absenteeism and poorer relations between union members and their supervisors.     

Beards and Bloomers: Flight Attendants,Grievances and Embodied Labour in the Canadian Airline Industry, 1960s–1980s

This paper examines union grievances dealing with the body, appearance and demeanour fought by the Canadian Air Line Flight Attendants Association, on behalf of its female and male members over a 30‐year period. Taking a historical, materialist‐feminist approach, we examine how workers used the grievance system to resist regulations they believed contradicted their right to dignified labour. We ask how and why bodily regulation differed for men and women, and how this changed over time, as the union merged its male and female job occupations. Using arbitrated grievances, union records and discussion of these issues in the mass media, we show how both feminism and service union activism encouraged flight attendant resistance to airlines’ efforts to regulate the appropriate body and attire for male and female workers. The use of labour law offered workers some respite from regulation, but did not facilitate fundamental questions about the power of management to ‘dress’ its workers.     

Obscured Inequalities in Mechanisms for Managing Workplace Disputes

Although the law gives workers a variety of rights, actually implementing them is a battle in itself. When settling workplace disputes outside the courtroom, the dispute is met with a mandate to compromise, often ignoring the parties' rights. If dispute resolution occurs within the workplace, employees often face an even more uneven playing field when confronting their employers, who enjoy greater experience, the appearance of legitimacy, and substantial experience with many such grievances. Moreover, the hierarchical organization of the workplace further hampers employees' abilities to effectively resolve their disputes if they are able to raise the grievance at all.     

Unionism and employment conflict resolution: Rethinking collective voice and its consequences

IX. Conclusions and Overall Assessment The central proposition advanced by F&;M is that the collective voice/response face of unionism more than counterbalances the monopoly face of unionism. Following this reasoning, it may be concluded that union workers would remain unionized and nonunion workers would become unionized. But what if the collective voice/response face of unionism does not more than counterbalance (let alone “dominate”) the monopoly face of unionism? Suppose that, consistent with the evidence presented herein, the exercise of voice in the employment relationship leads to further deterioration of the employment relationship rather than to the effective redress of worker grievances? In this circumstance, existing unions would lose members, and unorganized workers would choose not to become union members. Supposition aside, there is no question that unionization continues to decline sharply. When F&;M's book first appeared, about one in five private sector workers belonged to a union; today, less than one in eight private sector workers belongs to a union. But while F&;M and, later, Freeman and Rogers (1999), attributed the decline in unionization to employer/management opposition and weak labor law, some of this decline can be attributed to worker resistance. Such resistance may stem, in turn and following F&;M, from recognition of the net negative consequences of unionism's monopoly face, but also, and contrary to F&;M, from recognition of the net negative consequences of unionism's collective voice/response face. If workers judged unions' voice response face, in particular, grievance procedures, to be effective in redressing worker grievances, more union workers would likely remain union members and more unorganized workers would join unions — even in the “face” of employer opposition. While there is little question that there are widely varying types of real-world employment relationships or that unions are best suited to protecting worker interests in certain of these (usually highly adversarial) relationships, the fact that workers as a whole decreasingly choose to become union members suggests that they do not perceive union voice to be effective in redressing deteriorated employment relationships or to be more effective in this respect than nonunion voice options. Such reasoning is consistent with the picture sketched in this paper — a different picture from that forwarded by F&;M — of unionism and grievance procedures as largely reactive, adversarial-oriented mechanisms for dealing with workplace conflict resolution, especially in a pluralist, mixed-motive type of employment relationship.     

Measures of success in American sociology

This research examines two measures of success in American sociology: publication in major sociological journals and election to the presidency of the American Sociological Association (ASA). Variables considered include the total number of publications in major journals, total number of citations, number of books written, graduate institutions, and year of doctoral degree. The productivity of authors is found to be consistent with the pattern first suggested by Lotka. Publication in top journals is a relatively open process with a large number of different authors publishing over a 20-year period and considerable circulation of top publishing authors in adjacent decades. Top publishers and ASA presidents appear to follow different career paths. ASA presidents tend to receive their doctorates from more elite institutions, publish substantially more books, and place fewer articles in the major journals than do cohorts of top publishing authors.     

The Interaction of Grievances and Structures in Social Movement Analysis: The Case of JUST*

Drawing upon insights from the social movement literature as well as leadership experience in a successful social movement organization, this paper suggests aspects of a framework for integrating traditional and contemporary approaches. The case history of JUST (Johnstowners United to Stop anoiuci Tragedy) is used to illustrate the interaction of grievances and structures in the career of a social movement organization. In addition to helping fill a lacuna in the literature on the internal dynamics of such organizations, this analysis also demonstrates the importance of the nature of the grievance as well as the target group's structural entrenchment. The paper focuses upon a relatively anomalous case for U.S. social movement organizations: an SMO which was successful despite displacement goals. The final section of the paper includes a summary diagram of the factors involved in JUSTs successful protest effort as well as broader generalizations suggesting the conditions under which grievances or infrastructures are more salient in explaining social movement phenomena.     

An analysis of multi-union elections involving incumbent unions

This article investigates the extent and outcomes of multi-union elections involving incumbent unions between 1974 and 1986. During this 13 year period a total of 1423 raid elections (an average of 109 per year) were conducted. The data reveal that the number of raid elections is declining and that unions, as opposed to no-union, continue to be victorious in the majority of cases, although there is considerable regional, industrial, union, and bargaining unit size variance in union victory rates.     

Legal Adaptation Among Vietanmese Refugees in the United States: How International Migrants Litigate Civil Grievances During the Resettlement Process1

This article examines an overlooked dimension of adaptation among international migrants: how they use the host society's legal system to seek redress for grievances that arise during the resettlement process. The article terms this process legal adaptation and focuses on foreign‐born plaintiffs in civil litigation. A sample (N=137) of state and federal civil cases with at least one Vietnamese litigant is used to analyze the temporal patterns in legal adaptation among Vietnamese refugees from 1975 to 1994. Several aspects of Vietnamese litigation match their macro‐level resettlement process, such as civil rights and intraethnic litigation occurring later than other types of cases. But civil suits with a Vietnamese plaintiff and a native defendant tended to occur earlier than civil suits with a native plaintiff and a Vietnamese defendant. The article identifies the role of legal organizations and international grievances as the sources of Vietnamese refugees' rapid legal adaptation.

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Production and extrapolation of meaning in the environmental justice movement

We analyze the structural determinants of social construction processes in the environmental justice movement. We argue that initial structural conditions legitimated environmental grievances that were transformed in the 1980s into a sense of environmental injustice. Environmental injustice was produced through perceptions of: the Love Canal and Three Mile Island disasters; the Reagan administration's environmental deregulation; and continuing discoveries of contaminated communities. In the extrapolation of meaning, the grievance of environmental injustice evolved into the goal of environmental justice through interaction between grassroots environmental activists and national civil rights leaders.     

The influence of cooperative programs on union-management relations,flexibility, and other labor relations outcomes

There has been considerable interest recently in joint union-management committees as a means of promoting union-management cooperation. At the same time, many unionized firms have been experimenting with quality of worklife and other workplace-level programs aimed at the average employee in the bargaining unit. Survey data were obtained concerning firms’ actual experiences with these programs with regard to union officer-management relations, grievances and the ability to resolve them informally, labor flexibility, absenteeism, and turnover. There is no indication that the workplace-level programs impede union-management cooperation. Instead, they generally have positive effects on the union-management relations outcomes examined, although those effects generally are smaller than those of the joint committees.     

Sport and disability: Pistorius does not fit with the categories

Oscar Pistorius presents a major issue to sports organisations, as exposed in the media. First and foremost, media wrongly perceive him as the first disabled athlete to participate in the Olympic Games. Second, they openly question the legitimacy of his participation mainly based on the inequity introduced by his prosthetic legs. Content analysis, in English and French, of written press, International Association of Athletics Federations (IAAF) and Court of Arbitration for Sport (CAS) texts, from 2004 to 2012, confirms that Pistorius presents a new puzzle to sports organizations. This is partly because they are not able to determine whether his performances are a result of his body strength or if they are biased by his artificial limbs. Furthermore, when he is competing against able-bodied athletes, sports organizsations put him in a ‘monstrous’ position. Similarly, while categorising him as an ‘athlete’ they do not grant him the characteristic feature of this category: certified comparability of performances to ultimately establish ranks.     

Everyday forms of employee resistance

Drawing on empirical material collected from over 250 individuals employed in a variety of short-term positions, this article examines how temporary employees pursue grievances against their employing organizations. The findings indicate that temporary employees generally respond to offensive behavior on the part of their employers in nonaggressive ways. Gossip, toleration, and resignation are popular, while occasionally grievances are expressed by theft, sabotage, or noncooperation. Collective responses, formal complaints, and legal action are rare. These restrained responses are traced not to the severity of injustices but to the social environment associated with temporary employment, where workers are loosely tied to their organizations and one another. This research may help explain the decline of organized resistance in the contemporary workplace.An earlier version of this paper was presented at the 1990 American Sociological Association meeting in Washington, DC.     

A History and Analysis of Radical Activism in Sociology, 1967–1969, with Special Reference to the Sociology Liberation Movement,the Black Caucus,the Executive Council,the War in Vietnam and a Few Other Things*

Radical activism in sociology can be explained as reaction against developments in American society, university structure, social theory and the American Sociology Association. Beginning in 1967 with a controversy over a Vietnam resolution, it has grown to include organized opposition through the Sociology Liberation Movement and the separation of the Black Sociologists Association. The assumptions behind sociology as an academic field and an occupation, have been and are being tested and found erroneous by an increasing number of sociologists.     

The state of American Sociology

Sociology appears to be one of the most internally divided disciplines, if not the most. Departmental struggles, which have led to sociologists complaining to administrators about each other, have put the field in bad repute among campus officials and have endangered its survival in some schools. The American Sociological Society and American Sociological Association have been among the most conflict-ridden associations in academe for generations. Severe internecine struggles have a long history in the field. It may be suggested that they are related to the propensity of the field to attract social reformers and political activists. But hard evidence indicates sociology graduate students are among the weakest, as judged by test scores.This is an elaboration of an American Sociological Association presidential presentation to a plenary session of the Southern Sociological Association on April 2, 1993.