The appeal procedure sets out the rules and methods governing the documentation, presentation and resolution of labour disputes. The steps of the meeting are usually defined in the contract between the union and management. The first step in many proceedings is to determine where the complaint began, for example with a line manager or a direct report, who must then determine with the union representative whether the complaint is valid or not. In cases where the complaint is not resolved, the case is escalated to the next level. There is no need for formal appeal procedures; It can actually prevent people from coming forward. Although it is all businesses, the skills of human relations become much more important for those who have a union environment in which management and workers must work together. Conflicts in these situations can lead to major problems on both sides, such as complaints and strikes. The use of effective skills in human relations can reduce conflict and increase productivity in a union environment. The purpose of a union is to give collective bargaining power to a group of individuals. For example, instead of someone negotiating wages, a union gives people the power to negotiate as a group, which is a departure from the traditional power model. Issues that can be negotiated include wages, health care, working time and other workplace-related issues. People often choose to form a union when they feel that the organization or management of the organization is unfair. Some people also think that union membership means higher wages and better benefits.

As a general rule, a breach of the terms of the contract or the execution of an offence results in a complaint. The process is specific to each contract, which is why we will discuss the process in general. A complaint is usually initiated by an employee and then dealt with by union representatives. Most contracts define how the complaint should be brought, the steps to be taken to complete the process and the identification of representatives of both parties who will hear the complaint. Normally, the human relations department is involved in most of the steps in this process. The basic process is shown in Figure 11.8 “A Sample Grievance Process.”