WINNIPEG -- Winnipeg’s police union has won a grievance against the city over changes to the pension plan. If you probe the worker, you might learn that, in fact, Joe has been giving other workers preferential treatment, a fact which can be used to win a grievance. As a Union representative, it’s your job to make sure stewards and members understand their contract and know how to enforce it. The first steps of the grievance procedure are probably the most important. Written for union stewards, officers, and members, this handbook provides methods for defining and categorizing past practices that will help you identify violations, present grievances, and win arbitrations. The first two steps of the grievance procedure are where most grievances get settled. The Teamsters Union has always fought hard for strong contracts for our members. Union Grievance Procedures Editor's Note: Understand and abide by the CBA to avoid union grievances.
Under the National Labor Relations Act, and many Teamster contracts, the union has the right to file an information request and get documents from the employer that are pertinent to the union’s investigation of a grievance. Members rely on the union through these contracts to guarantee wages and benefits as well as to protect their rights at work. When you first learn of the grievance, you act like a detective.
Test for a grievance. Winning is its own reward. A statement like “Joe has always had it in for me” is an opinion and usually of no use in a grievance. Overview: Employers with a unionized workforce are bound by special considerations when it comes to dealing with their employees, typically outlined in a collective bargaining agreement (CBA). Hitting management with a reasonable, but detailed, information request is one way to make management pay the price for not responding to a grievance. UNION GRIEVANCE STEP ONE & STEP TWO PROCESS GUIDELINES FOR FS MANAGEMENT Both the UW‐WFSE and the UW‐SEIU 925 Collective Bargaining Agreements have an outlined grievance process. This document is meant to be a guide, not all inclusive.
Please refer to the current Collective Bargaining Agreement(s) for a A glossary and detailed index make this an easy-to-use handbook.
You question witnesses and gather evidence to make sure there is a grievance. You already know the five tests for a grievance. If they stall things because they think they can win, there's not much you can do. But when they do it just out of spite and personal animosity, maybe you could have prevented it by keeping the grievance process strictly professional and not a grudge match between two individuals. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case. 2. Then comes a crucial decision. Often times “problems” get settled by just having the If you want to win your grievance, you need to know what argument to use and how to support your claim To be a good steward you need to be part detective and part lawyer.
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