Browning Department Stores is a large national retail chain with 2,000 stores lo

Browning Department Stores is a large national retail chain with 2,000 stores located in 25 states in the United States. The corporate office for Browning is based in Phoenix, Arizona, which houses a centralized Human Resources (HR) Department. There are HR managers based in regional areas that handle local employee relations matters. All of the regional stores are unionized. The collective bargaining agreement applies to all locations and contains a formal grievance process.
Bob Johnson has been a stockroom employee at Browning for one year with a clean record and good performance. However, on Monday morning his supervisor, John Mack, noticed that Bob was not himself. His appearance was disheveled, his eyes were bloodshot, and his speech was slurred, and there was a suspicious smell on his breath. John immediately took Bob into the back room, questioned him, and determined that Bob was impaired. John suspended Bob without pay pending investigation and sent him home. An hour later, John received a visit from the Union Steward with a grievance on Bob’s behalf. The Union Steward cited supervisor violations due to the lack of union representation in the meeting (Weingarten rights) and noted the inappropriate suspension from work that occurred without pay. As the HR manager for the region, you just received a phone call from the supervisor, John Mack, advising you of the situation. You immediately drive to the store location to investigate and meet with the parties.
Given this scenario, write an analysis that addresses the following:
-Describe the purpose of a grievance process and the stages of a typical grievance process that might be found in a collective bargaining agreement between the company and the union.
-Analyze how you would approach the situation with the supervisor and the union steward at the initial stage of the grievance process. Identify issues relevant to the situation and provide recommendations for actions that should be taken.
-Assuming that the grievance is escalated to the second stage of the grievance process, evaluate: (a) the role of a union-management committee, (b) who would typically be included on the committee, (c) arguments that could be presented from both sides, and (d) options that the committee might discuss to resolve the grievance.
-Assuming the options presented are not acceptable to either side, pretend that the grievance is advanced to the third stage of the process. Then, recommend and discuss two strategies that might be considered using alternate dispute-resolution methods.