Civil Service Supervisor Practice Exam 2026 – All-In-One Guide to Exam Success!

The aggrieved party in a grievance is identified as the employee filing the grievance within the bargaining unit. This individual feels wronged or dissatisfied due to a perceived violation of their rights, contractual agreements, or workplace policies. The grievance process is intended to address these concerns and seek a resolution that acknowledges the employee's situation.

In labor relations, a grievance typically relates to issues such as unfair treatment, violation of contracts, or unsafe working conditions. The employee, as the aggrieved party, initiates the grievance procedure to articulate their concerns and seek redress, often with the support of a union representative. This process is a critical mechanism that empowers employees to voice their grievances and ensures that their rights are protected within the framework of labor agreements.

The other choices reflect different roles within the grievance process but do not serve as the primary aggrieved party. Management, while involved in the resolution, is typically seen as the entity being challenged. The union representative acts as an advocate for the employee but does not experience the grievance directly. The entire employee group may share concerns, but it is the specific employee who has filed the grievance that is considered aggrieved.