I am glad that you mentioned this issue. If you look carefully, in terms of Employees' Service Rules, the "Airline WORLD" tends to vary from any other industry. When it comes to grievances, my company has always made it a priority to address employees' opinions regarding any work-related complaints that are hindering their progress. Even if disciplinary action is essential, a committee is formed to handle it. The increments often make up for what is not being given financially. Performance Management is also something we prioritize, but I have proposed a new Performance Review process for the yearly assessment and have kept management for the Probationary Period completion.
Another factor to consider is that HRD was introduced by companies in the Aviation sector much later than in any other industry.
Recently, Iata has initiated a training program based on HR in Aviation due to the growth of this department in aviation, which has become an essential requirement. With the expansion, it becomes quite strenuous for the Administration Department to understand employee needs; hence, HR was introduced. However, what still needs to be addressed are the differences between the general guidelines in response to employee relationships, which are not the same as those in a normal organization.
Thanks.
By the way, I am providing a Grievance procedure that your wife can read and integrate into her company in relation to the Service rules of an AIRLINE EMPLOYEE.
Take care.