GRIEVANCE PROCESS EXPLAINED
The grievance procedure is the one of the most powerful articles of your union contract. It is the primary means of enforcing all the benefits and guarantees your union contract provides. However, only problems that are covered by your union contract can be resolved by the grievance process.
Any worksite problem covered by the union contract could be a grievance, but that doesn’t mean that the grievance process is necessarily always the best means to address your problem. Local 555 attempts to resolve all grievances as quickly as possible, but it is still a slow process that may not assist you as quickly as other means of resolution might.
1) If you have a work related problem, talk the situation over with your Shop Steward and/or Union Representative (“Rep”) to see if there’s a way to get the problem resolved. The contract will be reviewed and a meeting may be setup with your supervisor to discuss the situation. Bring up your issues immediately after they happen, since there are timelines for filing a grievance, if your situation warrants that action.
2) Protect yourself by keeping a copy of everything you turn into your employer. Keep notes about the occurrence of important events related to your problems at work; date and time that things happened, names and contact information of potential witnesses, and statements you or your employer have made.
3) Many work-related issues can be settled at the store level. When this is not possible, and if your Rep believes that your problem is grievable, they will file a grievance on your behalf. It is important that you provide the union with all relevant facts and documents as quickly as possible.
4) After we have received any relevant information and your employer’s response, we will evaluate your grievance to determine whether it is one that we believe we have a good chance of winning. If we need more information, the next step in the process under most contracts is to conduct a fact-finding hearing, which you are required to attend. At this hearing will typically be an employer representative, your Rep, and you. The purpose of the hearing is to exchange information regarding your grievance, and to request any additional information that has not yet been produced.
5) The Union will continue to attempt to resolve your situation informally with your employer. The vast majority of cases get resolved here.
6) The final step in the grievance procedure is arbitration. Arbitration is a hearing before a neutral third party whose decision is final and binding on the parties. Since arbitration is such a time and labor intensive process for everyone involved, the Union only proceeds to arbitration in cases we believe that we have a good chance of winning for the grievant. Preparing for arbitration involves the Union and employer meeting to choose an arbitrator, extensive preparation of you and any witnesses who will testify, and extensive research.
7) Once the arbitration is complete, the arbitrator generally has about 30 days to release their decision.
