Grievance Handling

1
Grievance Handling

• Effectively Representing Your Members

2
What is a Grievance

• A workplace violation
• A dispute between the union or a unit member and
  management

3
Is it a Gripe or A Grievance

• Grounds for a grievance
• The contract
• The Law Education Codes
• District Rules and policies
• Past Practices

4
The Crucial Ws of Grievance Investigations

• Who
• When
• Where
• What
• Why

5
Crucial Ws (cont.)

• WHO is involved
• WHEN did it happen
• WHERE did it happen
• WHAT happened (EXACTLY)

6
Crucial Ws Continued

• WHY is it grievable
• WHEN must the grievance be filed
• WHAT are the deadline dates
• WHAT must be done to make the grievant WHOLE

7
Guidelines for writing Grievances

• The Situation
• Who, what, when where
• The Contention
• Why is it grievable
• The Remedy
• What is needed to remedy the situation

8
Grievance LevelsInformal

• An initial attempt to solve the problem at the
  lowest level.
• Usually consists of an informal meeting with the
  grievant,steward and management.

9
Grievance LevelsFormal

• Usually steps 1 thru 4 (depending on contract).
• Must be in writing.
• Includes through the Board level.

10
Grievance LevelsArbitration/Civil Court

• Types of arbitration
• Binding
• Recommendary
• Civil Court
• Alternative forum of redress

11
Duty of Fair RepresentationA Legal Responsibility

• Union has a duty to represent all people included
  in the unit, regardless of membership.
• Union has a duty to investigate all grievance
  requests fairly.
• Union must have a basis for not pursuing a
  grievance.