Connecticut Grievances laws & HR compliance analysis

Connecticut Grievances: What you need to know

A grievance is a complaint by an employee or a group of employees about an alleged violation, misinterpretation, or inequitable application of a union contract or, in a nonunion environment, any personnel policies or rules or regulations. A grievance procedure is a way of attempting to solve such disputes.
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In a unionized workplace, the handling of employee grievances is regulated by the terms of the collective bargaining agreement. However, even in a nonunion workplace, grievances can be subject to regulation under the National Labor Relations Act (NLRA), or under state law, The Connecticut Labor Relations Act (CT Gen. Stat. Sec. 31-101, Sec. 5-270).
In an effort to control legal costs and to stem the proliferation of employee lawsuits, many employers utilize various methods of Alternative Dispute Resolution (ADR). Among the more common forms of ADR are mediation and arbitration. Many states have arbitration and/or mediation statutes. Where it applies, the Federal Arbitration Act (FAA) preempts contrary state laws that limit or bar agreements to arbitrate. The U.S. Supreme Court has ruled that, for a contract involving interstate commerce, the FAA also preempts state law that would give jurisdiction to a court or agency rather than to the arbitrator. The majority of employment relationships involve interstate commerce (Preston v. Ferrer, 128 S.Ct. 978 (2008)).
In Connecticut, arbitration agreements are valid and enforceable (CT Gen. Stat. Sec. 52-408). However, agreements to arbitrate must be explicit. An informal agreement, where the parties never agree on any of the terms for arbitration, is unenforceable. Further, oral communications cannot provide the missing terms necessary ...

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Connecticut Grievances Resources

Type Title
Policies Grievance Handling (Strict)
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