New York City is not only one of the largest cities in the United States but also in the world. In addition to this, the city is a major economic hub. Based on these two premises, industrial relations in New York are significant importance to the whole world. However, the scope shall be limited to the City’s policy on disciplinary and grievances processes especially among employees. This policy is enshrined in the New York State Civil Service Law and serves to uphold the city’s relentless commitment to upholding a work place culture that ensures a mutually benefiting relationship between employers and their employees. Below is a summary of some of the key stipulations of the policy on disciplinary and grievances processes and consequent critic of these provisions.
First, the policy indicates that an employee can be suspended without pay for a period not exceeding 30days prior to a hearing. In practise, this is not the case as a result of the limited resources available to employers. As a result, employers are forced to reinstate errant employees to work after the expiration of the 30day period if the hearing has not been convened yet. This provision is not only discriminatory to business owners but also gives them the extra job of finding duties to assign to the errant employees that would not jeopardize their entire operation. In addition to this, civil service employees who have been charged for misconduct at the work place and a presented by either legal counsel or a union present a lot of challenges for the employer. These kinds of arbitration cases are normally delayed as a result of the simple fact that the employees’ representatives failed to attend the hearings. These delays not only impact the employer but also the employee because both of them have to disrupt their professional lives for a longer period of time than stipulated by law. It is therefore imperative for the unions and the city to work hand in hand to expedite the grievances and disciplinary processes in New York City.
This information was retrieved from New York City’s official website; http://www.nyc.gov/html/ops/downloads/pdf/workforce_reform_task_force_report.pdf. It was very useful in the sense it gave an opportunity to apply theoretical concepts on a real life problem thereby increasing my practicality. In addition to this, the information revealed that the city has one of the best grievances and disciplinary framework, however this need to be revised so that the policy is mutually benefiting to all stakeholders and the process is more efficient. Finally this information also relate to the information acquired in class because it reveals a city’s personnel policy and its implications on businesses within the city.
Works Cited
New York City Workforce Reform Task Force. Report and Recommendations. 7 January 2011. 16 November 2012
