Instruct: Given a question, retrieve relevant documents that can help answer the question.
Query: What is a grievance at work?
A grievance is a formal complaint that is raised by an employee towards an employer within the workplace. There are many reasons as to why a grievance can be raised, and also many ways to go about dealing with such a scenario. Reasons for filing a grievance in the workplace can be as a result of, but not limited to, a breach of the terms and conditions of an employment contract, raises and promotions, or lack thereof, as well as harassment and employment discrimination.[1]
Local 14 of the UPIU faced demands which, on the face of it, seemed unbelievable. Among IP's demands were the elimination of overtime pay on Sunday, no more Christmas Day holiday, the elimination of 156 jobs, the contracting out of all maintenance work which would have eliminated 350 jobs and what amounted to the elimination of the grievance procedure.
Grievance or Grievances may also refer to:
As seen, the Tamil Tigers did not start violent conflict due to greed. It was grievances such as a perceived disadvantage over education possibilities, work opportunities, language use and economic prospects that increased the ethnic tensions between the two groups and drove the Tamil Tigers to start a war. 
World Bank economists Paul Collier and Anke Hoeffler compare two dimensions of incentives:
Vollier and Hoeffler find that the model based on grievance variables systematically fails to predict past conflicts, while the model based on greed performs well. The authors posit that the high cost of risk to society is not taken into account seriously by the grievance model: individuals are fundamentally risk-adverse. However, they allow that conflicts create grievances, which in turn can become risk factors. Contrary to established beliefs, they also find that a multiplicity of ethnic communities make society safer, since individuals will be automatically more cautious, at the opposite of the grievance model predictions. Finally, the authors also note that the grievances expressed by members of the diaspora of a community in turmoil has an important on the continuation of violence. Both greed and grievance thus need to be included in the reflection.
David Keen is one of the major critics of greed vs. grievance theory, defined primarily by Paul Collier, and argues the point that a conflict, although he cannot define it, cannot be pinpointed to simply one motive. He believes that conflicts are much more complex and thus should not be analyzed through simplified methods. He disagrees with the quantitative research methods of Collier and believes a stronger emphasis should be put on personal data and human perspective of the people in conflict. This isn't necessarily a complete dismissal of the greed vs. grievance theory, but rather a critique on its polarity and methods of data collection. 
Beyond Keen, several other authors have introduced works that either disprove greed vs. grievance theory with empirical data, or dismiss its ultimate conclusion. Authors such as Cristina Bodea and Ibrahim Elbadawi, who co-wrote the entry, "Riots, coups and civil war: Revisiting the greed and grievance debate", argue that empirical data can disprove many of the proponents of greed theory and make the idea "irrelevant". They examine a myriad of factors and conclude that too many factors come into play with conflict, which cannot be confined to simply greed or grievance. 
Anthony Vinci makes a strong argument that, "fungible concept of power and the primary motivation of survival provide superior explanations of armed group motivation and, more broadly, the conduct of internal conflicts".
The Convention drew up two documents, the Claim of Right, which listed the alleged misdoings of James VII and indicated what they expected from William II, and the Article of Grievances, which sought to reduce the powers of the monarchy. It is not clear if the offer of the crown to William and Mary was conditional upon acceptances of the Claim of Right and Articles of Grievances. The coronation oath was changed to accept the new position of a Presbyterian Kirk. William was reluctant to consider the Grievances but accepted both documents at his admission to power in Scotland on 11 May 1689.
After working at Winston-Salem for six weeks, the plaintiffs were alternately laid off and recalled several times. Some of the laid off truckers were stripped of their special seniority rights. The plaintiffs filed a grievance with the union, alleging that McLean had breached the collective bargaining agreement by giving inactive employees preference over them. The grievance committee ordered McLean to recall the plaintiffs and lay off the inactive drivers who had been recalled, and to recognize plaintiffs' special seniority rights until the inactive employees were recalled properly. McLean obeyed the order of the grievance committee at first, but then recalled the inactive employees, causing them to gain seniority status over the plaintiffs. In the next round of layoffs, this meant that the plaintiffs were laid off first. Plaintiffs then filed another grievance with the union, alleging that McLean's actions were intended to circumvent the grievance committee's initial order. But the grievance committee held that McLean had acted legitimately. This pattern of temporary layoffs and recalls continued, prompting plaintiffs to file another grievance, but the union did not refer the third grievance to a grievance committee, instead ruling that the relevant issues had already been decided.
On May 1, 1891, the miners of What Cheer and many other mining towns went on strike for the eight-hour day. 1000 men walked off the job in What Cheer, but returned to work defeated on June 16. On August 15, 1896, the miners struck again over several small grievances. The strike lasted 10 to 12 weeks. Local 841 of the United Mine Workers union was organized in What Cheer in 1897, and in 1902, it had 200 members.
Jimmy Chanh Lam, 38, was born in Thailand and moved with his family to the U.S. when he was a baby. He was an 18-year veteran of UPS. Lam had to work three shifts that were nine-and-a-half hours in March, and Lam filed an overtime grievance with his work staff. According to a Teamsters Local 2785 union representative, the overtime grievance was not unusual. Lam was described by his coworkers as a "loner" who never displayed a temper. 
Dispute mechanisms are an increasingly effective tool for establishing communication channels between businesses and communities. When successful, they offer a trusted way for local peoples or communities to voice and resolve concerns related to development projects, while providing companies with transparent, effective ways to address community concerns. According to a publication by the Compliance Advisor/Ombudsman of the World Bank Group, "locally-based grievance resolution mechanism(s) provide a promising avenue by offering a reliable structure and set of approaches where local people and the company can find effective solutions together." Generally, it is agreed that a well-functioning grievance mechanism should:According to the Business and Human Rights SRSG, such mechanisms must at a minimum be:Well-designed grievance mechanisms have multiple and sometimes divergent points of application, but are typically used by monitoring, auditing, project oversight, supply chain management, and stakeholder engagement. Grievance mechanisms can deal with most kinds of grievances (bar those raising criminal liability), including – but by no means limited to – those that reflect substantive human/labour rights concerns. As such, rights-compatible mechanisms must work to integrate human rights norms and standards into their processes and are based on principles of non-discrimination, equity, accountability, empowerment and participation.
The new Hall Government was formed in October 1879 and promptly introduced more legislation to deal with the "Parihaka question". On 19 December the Confiscated Land Inquiry and Maori Prisoners' Trials Act was passed into law. The Act provided for an "inquiry into alleged grievances of Aboriginal Natives in relation to certain lands taken by the Crown"—the confiscated territory in Taranaki—and it also enabled the Governor to postpone the trials of the Māori prisoners, who had been scheduled to appear at the Supreme Court in Wellington in late December. John Bryce, the new Native Minister, told Parliament he did not attach much importance to the idea of inquiring into Māori grievances; Sheehan, his predecessor, admitted there were many unfulfilled promises and that the west coast people had enough grievances to justify what they had done, but said it was in their interests to suffer "mild confinement" until the government had settled the question.
Gunnysacking is used in conflict resolution, referring to the act of "storing up" grievances acquired in the course of a relationship without systematically resolving them. 'When grievances simmer, they build and build in intensity until there's an explosion; when they are aired and worked out, it takes the pressure off'.
Beyond Keen, several other authors have introduced works that either disprove greed vs. grievance theory with empirical data, or dismiss its ultimate conclusion. Authors such as Cristina Bodea and Ibrahim Elbadawi, who co-wrote the entry, "Riots, coups and civil war: Revisiting the greed and grievance debate", argue that empirical data can disprove many of the proponents of greed theory and make the idea "irrelevant".[16] They examine a myriad of factors and conclude that too many factors come into play with conflict, which cannot be confined to simply greed or grievance.
Public Grievances Redressal is one of the flagship initiatives for the reformation in governance started by Central government through addressing the grievances of general public.
It was created in June 2007 by DARPG(Department of Administrative Reforms & Public Grievances). Under the public grievance mechanism any citizen of India can raise their problems, grievance or pleas to the central govt and state government Ministries and Departments. Grievance can be submitted to all important portfolio ministers and Departments. The system has been designed in-house by the PMO team with the help of National Informatics Centre.It has a telephonic feedback feature also.
All songs feature Johnston on vocals and piano, except for "Premarital Sex" where he plays organ. The opening track, "Grievances", introduces themes that reoccur throughout Johnston's career. He sings about his unrequited love to "the librarian", which refers to a girl named Laurie Allen who has functioned as a muse in many of Johnston's songs. This has been described as the quintessential Daniel Johnston song, including by Johnston himself. Not only the lyrical but also the musical theme of the song has been alluded to in later works. The word "grievances" has also been reused in other song titles, like on "More Songs of Pain"s "Mabel's Grievances" and "Yip/Jump Music"s "Don't Let the Sun Go Down on Your Grievances".
This way the employee will become aware that he needs to improve and focus rather than being blissfully unaware that he is under performing. ... You should also extend the probationary period to give the employee an opportunity to improve. If after the extended probationary period the employee has still not improved you have the option of dismissing him.
Steve Punter, managing director of Staff Training Associates, gives the following advice to new employees:
What the new employee needs to know is that, if there is a probationary period, then it must be written in the contract of employment – it cannot be done verbally. Also in the agreement – or in some other document linked to it – has to be what the employer will do if the new person doesn't work out in the new job... the whole process has to be transparent, upfront and documented so the employee knows exactly where they stand. [N]ew starters need to demonstrate they can do the job they have been hired for. Or there could be grounds for dismissal. If someone is having trouble in their new job then they have to tell their employer or manager as soon as possible. People should not be frightened of revealing that they are having difficulty. And the reason for this is that the employer has a legal obligation to do their best for their employee. ... Employers [should] meet their new employee at the end of the first week in the new job and, if there are any issues, then they should be raised as soon as possible – not on the day the employer decides they want to dismiss them. Issues have to be addressed as they become apparent. All staff are entitled to warnings, performance counselling and to have access to advice.
Employees, who wish to do something about a reduction in the terms of their employment as a result of an unjustifiable action by their employer, may file a personal grievance for disadvantage under section 103(1)b of the ERA. Usually, employees who are still working for their employer file a personal grievance for disadvantage. Employees who have been fired or who have quit, would file a personal grievance for unjustified dismissal or constructive dismissal, respectively.
While there are benefits for employees, management benefits from the presence of a grievance process as well. As Sean C. Doyle states in his work titled, The Grievance Procedure: The Heart of the Collective Agreement, this is due to the fact that, "the process represents an excellent means for achieving consistency in policy formulation and application and can ensure compliance with corporate policy by middle management and supervisors since their decisions are subject to the grievance procedure and will be reviewed by their superiors".[2] To be more specific, the grievance process often encourages the workplace contract to be quite specific, therefore it will encompass several events that can occur on a day-to-day basis. This creates clear expectations on both the part of an employee and employer, with the hope of a quick, but fair resolution.[2]
The Grievance Studies affair, also referred to as "hoax" or the "Sokal Squared" scandal (in reference to a similar 1996 hoax), was the project of a team of three authors (James A. Lindsay, Peter Boghossian, and Helen Pluckrose) to create bogus academic papers and submit them to academic journals in the areas of cultural, queer, race, gender, fat, and sexuality studies. The authors' intent was to expose problems in grievance studies, a term they apply to a subcategory of these academic areas, in which "poor science is undermining the real and important work being done elsewhere."
There are many works that rebut the idea of greed vs. grievance. Authors set up alternative ideas that need to be introduced and explored. Even the staunchest proponents of the Greed vs. Grievance theory believe that other outside forces (beyond the greed and/or grievance) can have an effect on conflict, which makes the critiques all the more vital in understanding the theory itself. One of the most prevalent authors in rebutting greed vs. grievance is author David Keen, in his book "Complex Emergencies".
David Keen, a professor at the Development Studies Institute at the London School of Economics, has several innovative and new ideas regarding the ideas of war. His work is considered by many to be one of the leading arguments against greed vs. grievance theory. His ideas look into the specifics of complex emergencies, which is a term officially defined by the InterAgency Standing Committee (IASC) as:
"A multifaceted humanitarian crisis in a country, region or society where there is a total or considerable breakdown of authority resulting from internal or external conflict and which requires a multi-sectoral, international response that goes beyond the mandate or capacity of any single agency and/or the ongoing UN country program. Such emergencies have, in particular, a devastating effect on children and women and call for a complex range of responses."
Keen discusses how a conflict can never be simply a greed scenario. His definition of a "complex emergency" demonstrates this broader term and all of its various implications. 
In his book, Keen goes into several different conflict scenarios, such as 'war', 'famine', and 'information', and then sets up an argument against the idea of greed. He believes that although a conflict, whether it be the 'War on Terror' or the conflict in Sierra Leone, may be centered around some concept of greed or grievance, this can never solely explain a conflict. Although seemingly obvious, Keen looks to demonstrate that, "the aims in a war are complex". He does not believe that greed and grievance can be examined separately, but rather that they are partner terms that must be implemented in a complementary way. For example, when Keen discusses the conflict in Sudan, he says, " the grievances of northern pastoralists were useful for a government trying to get its hands on oil in areas that famine and militia attacks helped to depopulate; meanwhile, the 'greed' of the Arab militias themselves (for labour, cattle and land) was itself intimately linked to their grievances". He makes it clear that it is necessary to first spend ample time defining the type of conflict at hand because the differences between genocide and a civil war are substantial, so it is necessary to diagnose the incentives and solutions for the conflict with a mix of multiple theories. 
Keen specifically critiques Paul Collier, a leading expert in greed vs. grievance theory, by claiming that Collier became too comfortable with "numbers", and needed to rely more on the actual opinions of people involved in conflicts. He spoke of Collier's work and said, "This is where econometrics tips over into arrogance and starts closing down the possibility of a genuine understanding of conflicts or, by extension, of a political settlement that addresses underlying grievances". He doesn't believe that it can be dismissed so easily. He was documented saying, "It also annoys me that a lot of the 'scientific air' of the Collier work is quite bogus as the selection of proxies is so arbitrary", which demonstrated a distinct attack on Collier's work, which emphasizes quantitative data.
In contrast to the lighter tone developed on Astraea, their fourth album "Grievances" frentic and dark in it composition- utilising pianos and violins for a darker character. Their fifth album "Time Will Die And Love Will Bury It"- described by James Spence- "Continues in the vein of Grievances' darkness – but shouldn't be used to judge what all our new material sounds like."
Former NEMSA member Edward Gavin, Jr. filed a lawsuit against NEMSA in 2011 claiming NEMSA had breached its duty of fair representation owed to Gavin under law. Gavin alleges "On July 8, 2011 Mr. Gavin found out that at the Step Two grievance hearing he had briefly attended, NEMSA had withdrawn his grievance rather than allowing a decision to be made. The withdrawal of the grievance at the Step Two stage of the grievance process prevented the grievance from being taken to Step Three of the process, arbitration. As a result of the grievance being withdrawn by NEMSA, Mr. Gavin lost the opportunity to have the NEMSA stewards decide whether to take the grievance to arbitration, he lost the opportunity to appeal any decision by NEMSA not to take the grievance over his termination taken to arbitration, he lost the opportunity to have his grievance taken to arbitration, and he lost the opportunity to contest the termination of his employment. The NEMSA representatives had lied to Mr. Galvin after the Step Two hearing, when they led him to believe that the grievance hearing had been litigated to conclusion and awaited a decision. Mr. Gavin had never agreed to the withdrawal of the grievance.
Vedder took inspiration from the 1999 WTO protests in Seattle, Washington when writing "Grievance". When speaking about "Grievance" in an interview, Vedder stated:
I think technology went wrong somewhere. It just went into the wrong direction. Instead of helping us and freeing us, it seems to enslave us. That's what I talk about in "Grievance", about the dangers and what a lot of people don't see or don't want to see. There's the line, "For every tool they lend us a loss of independence" and it's true. Everything happens so fast. The technology is supposed to make everything simple, easy. It tries to make us believe that it's some sort of freedom we have. Of course, it's easy and comfortable if you can do all your shopping via the internet, if you don't need to leave the house to do anything. But, on the other hand, what is going to happen? You lose touch with people. You don't meet new people except on the internet and whatever you do can be traced. They know everything about you; they know what you buy; they know which papers you read, how long you stay on a page and they look at your statistics and they're going to offer you the products they think you might buy – most of them you don't really need anyway. What is going to happen to individuality?
In addition, the industrial riots, while triggered by the oil rig incident, were also reflective of the growing discontent and grievances among Vietnam's rapidly growing industrial workforce. Sociological studies on riots have highlighted that the motivation behind riots typically stems from several grievances, and goes far beyond the initial resentment that has sparked the riot. In the case of the industrial riots in Vietnam, anti-China sentiment was also conflated with grievances among Vietnamese workers, who believe that they were exploited and subjected to harsh working conditions imposed by their foreign employers. 
After the 2015 season, Bryant filed a grievance against the Cubs for delaying his call-up to the majors for the purpose of delaying his free agency. About the grievance Bryant said, "For me it’s just important to continue to go out there and do what I do, so that I can help the team in any way possible in where we’re at today," Bryant added, "It's just important for me to not even worry about it right now because it takes away from so much of what we have going this year. And that was last year’s news." , the grievance had yet to reach a hearing.