red tape, green tape & grievance policy in local government leisha dehart-davis, unc-school of...
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![Page 1: Red Tape, Green Tape & Grievance Policy in Local Government Leisha DeHart-Davis, UNC-School of Government](https://reader035.vdocuments.us/reader035/viewer/2022062421/56649dc45503460f94ab6a33/html5/thumbnails/1.jpg)
Red Tape, Green Tape & Grievance Policy in Local GovernmentLeisha DeHart-Davis, UNC-School of Government
![Page 2: Red Tape, Green Tape & Grievance Policy in Local Government Leisha DeHart-Davis, UNC-School of Government](https://reader035.vdocuments.us/reader035/viewer/2022062421/56649dc45503460f94ab6a33/html5/thumbnails/2.jpg)
Research Overview
Importance of Grievance Policy Research Questions Research Design Results Recommendations Next Steps
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Importance of Grievance Policy
Manage legal risk Data Fairness Employee voice Potential conflict resolution
![Page 4: Red Tape, Green Tape & Grievance Policy in Local Government Leisha DeHart-Davis, UNC-School of Government](https://reader035.vdocuments.us/reader035/viewer/2022062421/56649dc45503460f94ab6a33/html5/thumbnails/4.jpg)
Research Questions
How common are grievance policies & rates?
How are grievance policies designed?
What factors influence grievance rates?
How do grievances affect local government organizations?
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Research Design
NC cities and counties Research-for-training swap Interviews Surveys– Online Qualtrics survey– 78% county response rate– 19% city response rate
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How Common Are Grievance Policies?
Almost all counties 84% of responding
cities – 40% have just cause
standard for termination
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How Many Grievances Were Filed?
Average 1%-2% of workforce grieves
Average 4 weeks to resolve
Wrongful termination most common
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How Are Grievance Policies Designed?
Retaliation protection Opportunity for employee
to provide evidence Maximum timeframes Purpose of grievance policy
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How Are Grievance Policies Designed?
Peer review committees (25%)
Mediation (62%) Bypass supervisor (62%)
![Page 10: Red Tape, Green Tape & Grievance Policy in Local Government Leisha DeHart-Davis, UNC-School of Government](https://reader035.vdocuments.us/reader035/viewer/2022062421/56649dc45503460f94ab6a33/html5/thumbnails/10.jpg)
![Page 11: Red Tape, Green Tape & Grievance Policy in Local Government Leisha DeHart-Davis, UNC-School of Government](https://reader035.vdocuments.us/reader035/viewer/2022062421/56649dc45503460f94ab6a33/html5/thumbnails/11.jpg)
Key Findings
Lack of basic HR data GrievanceTurnover Training – Upheld decisions– Departmental resolution
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Key Findings
Employee surveys/performance appraisalsgrievances
Grievance policies effective, sometimes not understood
Policy revisions correlate with perceptions of better grievance policies
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Grievable Issues in NC Local Government
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Grievance-Related Innovations
Mediation Ombuds Zero-Fault Grievances Employee-Driven Policy Design
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Recommendations
Collect HR data Periodically revise grievance policy Train Employee-centered workplace
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Limitations of the Research
Small sample and item response size Correlation≠causation Generalizability to union settings
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Questions Raised By Research
Are grievance processes really conflict resolvers?
Does mediation truly have no affect on grievance outcomes?
What key outlets for employee voice are most effective for reducing grievance?
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Questions About Research