presentation slide handout
TRANSCRIPT
GRIEVANCE WRITING WORKSHOP
PRESENTATION SLIDE
HANDOUT
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2 • Make sure that your audio is muted.
REMINDERS
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3 • Make sure that your audio is muted.
• If you have questions, use the chat button.
REMINDERS
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4 • Make sure that your audio is muted.
• If you have questions, use the chat button.
• Question and Answer opportunities.
REMINDERS
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Navigating the 5 Steps of Grievance Handling
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Navigating the 5 Steps of Grievance Handling
1. Identification
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Navigating the 5 Steps of Grievance Handling
1. Identification
2. Investigation
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Navigating the 5 Steps of Grievance Handling
1. Identification
2. Investigation
3. Documentation
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Navigating the 5 Steps of Grievance Handling
1. Identification
2. Investigation
3. Documentation
4. Preparation
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10 Navigating the 5 Steps of Grievance Handling
1. Identification
2. Investigation
3. Documentation
4. Preparation
5. Presentation
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Navigating the 5 Steps of Grievance Handling
NOTE:
These steps are designed to be followed in order, but Investigation and Documentation should continue all the way through arbitration.
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1. Identification
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13 1. Identification
What is a Grievance?
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14 1. Identification
What is a Grievance?
What does your Contract say?
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1. Identification
What is a Grievance?
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16 1. Identification
What is a Grievance?
What does your Contract say?
“…a dispute that arises over the interpretation or application of this Agreement…”
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17 1. Identification
What is a Grievance?
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1. Identification
What is a Grievance?
• A work rule or regulation
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19 1. Identification
What is a Grievance?
• A work rule or regulation• A policy or Procedure
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20 1. Identification
What is a Grievance?
• A work rule or regulation• A policy or Procedure• Any Federal, State, County or
Municipal Law
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1. Identification
What is a Grievance?
• A work rule or regulation• A policy or Procedure• Any Federal, State, County or
Municipal Law• Any Health and Safety Regulation
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22 1. Identification
What is a Grievance?
• A work rule or regulation• A policy or Procedure• Any Federal, State, County or
Municipal Law• Any Health and Safety Regulation• Past Practice
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2. Investigation
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2. Investigation
Ask questions beginning with the 5 W’s
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2. Investigation
Ask questions beginning with the 5 W’s
• Who
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2. Investigation
Ask questions beginning with the 5 W’s
• Who• What
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2. Investigation
Ask questions beginning with the 5 W’s
• Who• What• When
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2. Investigation
Ask questions beginning with the 5 W’s
• Who• What• When• Where, and
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2. Investigation
Ask questions beginning with the 5 W’s
• Who• What• When• Where, and• Why
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2. Investigation
Ask questions beginning with the 5 W’s
• Who• What• When• Where, and• Why
Get as much information as possible.
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2. Investigation
Reserved for video clip #1
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2. Investigation
WHAT DOES SUE DO NEXT?
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2. Investigation
Talk with witnesses or people with knowledge of the events separately.
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2. Investigation
Talk with witnesses or people with knowledge of the events separately.
This will help rule out inconsistencies.
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2. Investigation
Talk with witnesses or people with knowledge of the events separately.
This will help rule out inconsistencies.
Collect as much information as you can.
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2. Investigation
Video Clip #2
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3. Documentation
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3. Documentation
You have identified the grievance;
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3. Documentation
You have identified the grievance;
You have talked to those who might have information.
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3. Documentation
You have identified the grievance;
You have talked to those who might have information.
Now, it’s time to DOCUMENT!
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3. Documentation
Video Clip #3
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✓ What Happened?
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✓ What Happened?✓ Who was Involved?
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✓ What Happened?✓ Who was Involved?✓ When did it occur?
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✓ What happened?✓ Who was involved?✓ When did it occur?✓ Where did it occur?
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✓ What Happened?✓ Who was Involved?✓ When did it occur?✓ Where did it occur?✓ Why is it a grievance?
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✓ What Happened?✓ Who was Involved?✓ When did it occur?✓ Where did it occur?✓ Why is it a grievance?✓ What adjustment is required?
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✓ What Happened?✓ Who was Involved?✓ When did it occur?✓ Where did it occur?✓ Why is it a grievance?✓ What adjustment is required?✓ Additional Comments
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Get the facts from the Grievant in their own words.
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Get the facts from the Grievant in their own words.
Remember, memories fade with time.
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Get the facts from the Grievant in their own words.
These documents are for the Union not the Employer.
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3. DocumentationWhen you have determined what information you need, request it from the Employer.
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3. DocumentationWhen you have determined what information you need, request it from the Employer.
Both the Michigan Employment Relations Act (MERC-public) and the National Labor Relations Act (NLRA-private) require that an employer provide information necessary to administer the Contract.
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3. DocumentationInformation that can be requested:
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3. DocumentationInformation that can be requested:
• Attendance Records
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)• Disciplinary records
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)• Disciplinary records• Payroll records
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)• Disciplinary records• Payroll records• Equipment specifications
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)• Disciplinary records• Payroll records• Equipment specifications• Performance evaluations
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheet (MSDS)• Disciplinary records• Payroll records• Equipment specifications• Performance evaluations• Inspection records
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3. DocumentationInformation that can be requested:
• Attendance Records• Material Safety Data Sheets (MSDS)• Disciplinary records• Payroll records• Equipment specifications• Performance evaluations• Inspection records• Personnel files• Job assignment records• Job descriptions• Seniority lists• And more…
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Which Grievance Form Do I Use?
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66 What does the contract say?
Which Grievance Form Do I Use?
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67 What does the contract say?
It may say nothing
Which Grievance Form Do I Use?
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68 What does the contract say?
It may say nothingIt may be specific
Which Grievance Form Do I Use?
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69 What does the contract say?
It may say nothingIt may be specific
Example:Grievance Form. The grievance form shall be prepared by the Union in a form that coincides with the Grievance Procedure established in this Agreement.
Which Grievance Form Do I Use?
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70 The AFSCME International Form
Will work with any grievance procedure as a new document is used for each step (indicated in the upper right corner).
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71 The AFSCME International Form
Will work with any grievance procedure as a new document is used for each step (indicated in the upper right corner).
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72 The Council 25 Grievance Form
Has three steps and may not work as well for longer procedures.
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73 The Council 25 Grievance Form
Has three steps and may not work as well for longer procedures.
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77 Breakout Rooms:
• As a group discuss the information provided in the “City of Somewhere Investigation Packet”
• Determine where the Employer violated the Contract, if indeed there has been a violation.
• Appoint an individual from your group to report out when we resume.
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78 Discussion:
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79 Discussion:
✓Was there a violation of the Contract?
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80 Discussion:
✓Was there a violation of the Contract?
✓What was violated?
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81 Discussion:
✓Was there a violation of the Contract?
✓What was violated?
✓What is the remedy?
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82 Discussion:
✓Was there a violation of the Contract?
✓What was violated?
✓What is the remedy?
Let’s take a POLL
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83 An example
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An example
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85 Best Practice
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Best Practice
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TIME LIMITS!
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“Grievances not advance by the Union within the limits provided herein, shall be deemed settled based on the employers last answer.”
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“Grievances not advance by the Union within the limits provided herein, shall be deemed settled based on the employers last answer.”
If you’re late …
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“Grievances not advance by the Union within the limits provided herein, shall be deemed settled based on the employers last answer.”
If you’re late … YOU’RE DENIED!
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How is this different from any other grievances?
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How is this different from any other grievances?
What does your Contract say”
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Typically, it will provide the sequence in which an appeal of the employer’s application of discipline will be handled.
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Make sure you know what the time limits are, they will likely be different that the time limits provided in the grievance procedure.
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4 . P r e p a r a t i o n
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
• Determine the importance and relevance of each fact and piece of information.
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
• Determine the importance and relevance of each fact and piece of information.
• Distinguish between allegations and opinions on the one hand and facts on the other.
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
• Determine the importance and relevance of each fact and piece of information.
• Distinguish between allegations and opinions on the one hand and facts on the other.
• Research the local’s grievance file for any past grievances on similar situations.
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
• Determine the importance and relevance of each fact and piece of information.
• Distinguish between allegations and opinions on the one hand and facts on the other.
• Research the local’s grievance file for any past grievances on similar situations.
• Discuss the grievance with other stewards or officers to gain their insights on the case.
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4 . P r e p a r a t i o n
• Review all your evidence; fill in any gaps you discover.
• Determine the importance and relevance of each fact and piece of information.
• Distinguish between allegations and opinions on the one hand and facts on the other.
• Research the local’s grievance file for any past grievances on similar situations.
• Discuss the grievance with other stewards or officers to gain their insights on the case.
• Write the grievance.
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4 . P r e p a r a t i o n
• Prepare the grievant for the grievance meeting with management; remember, the grievant may have never filed a grievance before and will not know what to expect in a grievance meeting.
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4 . P r e p a r a t i o n
• Prepare the grievant for the grievance meeting with management; remember, the grievant may have never filed a grievance before and will not know what to expect in a grievance meeting.
• Describe the setting, who will be there, and how the grievance will be presented.
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4 . P r e p a r a t i o n
• Prepare the grievant for the grievance meeting with management; remember, the grievant may have never filed a grievance before and will not know what to expect in a grievance meeting.
• Describe the setting, who will be there, and how the grievance will be presented.
• Review with the grievant what he/she will and will not say during the meeting. Some stewards roleplay the hearing with the grievant.
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4 . P r e p a r a t i o n
• Prepare the grievant for the grievance meeting with management; remember, the grievant may have never filed a grievance before and will not know what to expect in a grievance meeting.
• Describe the setting, who will be there, and how the grievance will be presented.
• Review with the grievant what he/she will and will not say during the meeting. Some stewards roleplay the hearing with the grievant.
• Anticipate management’s arguments, questions and point of view; know how you and the grievant will respond to each of these.
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4 . P r e p a r a t i o n
• Prepare the grievant for the grievance meeting with management; remember, the grievant may have never filed a grievance before and will not know what to expect in a grievance meeting.
• Describe the setting, who will be there, and how the grievance will be presented.
• Review with the grievant what he/she will and will not say during the meeting. Some stewards roleplay the hearing with the grievant.
• Anticipate management’s arguments, questions and point of view; know how you and the grievant will respond to each of these.
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5 . P r e s e n t a t i o n
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5 . P r e s e n t a t i o n
• Be positive. Use a friendly down-to-business approach, without making threats. Avoid bluffing your way through a grievance.
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5 . P r e s e n t a t i o n
• Be positive. Use a friendly down-to-business approach, without making threats. Avoid bluffing your way through a grievance.
• Stick to the subject of the grievance; don’t allow the discussion to be sidetracked on other issues, past problems or irrelevant topics.
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5 . P r e s e n t a t i o n
• Be positive. Use a friendly down-to-business approach, without making threats. Avoid bluffing your way through a grievance.
• Stick to the subject of the grievance; don’t allow the discussion to be sidetracked on other issues, past problems or irrelevant topics.
• Focus on the issues, not the person or personalities.
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5 . P r e s e n t a t i o n
• Be positive. Use a friendly down-to-business approach, without making threats. Avoid bluffing your way through a grievance.
• Stick to the subject of the grievance; don’t allow the discussion to be sidetracked on other issues, past problems or irrelevant topics.
• Focus on the issues, not the person or personalities.
• Remain calm, cool and collected. Avoid being angry, belligerent or hostile.
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5 . P r e s e n t a t i o n
• Be positive. Use a friendly down-to-business approach, without making threats. Avoid bluffing your way through a grievance.
• Stick to the subject of the grievance; don’t allow the discussion to be sidetracked on other issues, past problems or irrelevant topics.
• Focus on the issues, not the person or personalities.
• Remain calm, cool and collected. Avoid being angry, belligerent or hostile.
• Keep notes of what is said during the meeting.
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5 . P r e s e n t a t i o n
• Listen for the main point of management’s argument and for possible openings to resolve the grievance. Don’t argue with the grievant during the meeting; if need be, ask for a caucus and step outside the room to iron out differences and clear up any confusion.
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5 . P r e s e n t a t i o n
• Listen for the main point of management’s argument and for possible openings to resolve the grievance. Don’t argue with the grievant during the meeting; if need be, ask for a caucus and step outside the room to iron out differences and clear up any confusion.
• Resolve each grievance at the lowest possible step. Remember your objective: a fair settlement at the lowest possible level. If management is not willing to fairly resolve the case, be prepared to appeal to the next step.
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5 . P r e s e n t a t i o n
• Listen for the main point of management’s argument and for possible openings to resolve the grievance. Don’t argue with the grievant during the meeting; if need be, ask for a caucus and step outside the room to iron out differences and clear up any confusion.
• Resolve each grievance at the lowest possible step. Remember your objective: a fair settlement at the lowest possible level. If management is not willing to fairly resolve the case, be prepared to appeal to the next step.
• Avoid swapping one grievance for another, meaning where the union wins one, management wins one. Each case should be decided on its merits.
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5 . P r e s e n t a t i o n
• Give your understanding of what, if any, resolution was reached or what will happen next after the conclusion of the meeting. This helps avoid misunderstandings later.
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5 . P r e s e n t a t i o n
• Give your understanding of what, if any, resolution was reached or what will happen next after the conclusion of the meeting. This helps avoid misunderstandings later.
• Get every grievance settlement in writing. Make sure that management’s verbal assurances are documented.
Questions?
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120 Arbitration SubmissionBe Prepared
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121 Arbitration Submission
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122
KEEP US INFORMED!
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123
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✓ Grievance Chain
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✓ Grievance Chain✓ Grievant Statement
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✓ Grievance Chain✓ Grievant Statement✓ Contact Details
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✓ Grievance Chain✓ Grievant Statement✓ Contact Details✓ Submission Form
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✓ Grievance Chain✓ Grievant Statement✓ Contact Details✓ Submission Form✓ Responsibility Form
A seniority list should be included
Every submission should have a minimum of these documents!
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Information necessary for Council 25 to contact:
• Local
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130
Information necessary for Council 25 to contact:
• Local• Chapter Chairperson
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Information necessary for Council 25 to contact:
• Local• Chapter Chairperson• Grievant
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132
Information necessary for Council 25 to contact:
• Local• Chapter Chairperson• Grievant• Employer
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133 Thank You
forparticipating,
we think your READY!
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