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Do You Have a Gripe or a Grievance?

A grievance is a violation of the union contract, state or federal laws, or your Employer's policies and procedures.

If you believe your rights have been violated, follow the steps below:

Note especially the time limits for the filing of grievances, which may be contained within the grievance procedure. Also note whether or not the grievance must be filed in writing and with whom the grievance must be filed.

Depending upon the requirements of the grievance procedure contained in your contract, write up the grievance either on a grievance form (speak with your shop steward to request a form), or on a regular piece of paper, or present it verbally if allowed by your contract, being careful to utilize the word "grievance" so there is no confusion that you are presenting a grievance, even if it is done verbally. If there is a shop steward(s) at your worksite, s/he can assist you in preparing the written grievance, or be present when you present your grievance verbally.

In presenting the grievance either in writing or verbally, you should be sure your grievance contains the following three elements:

1. A brief description of the situation that gave rise to the grievance; and
2. A statement of what you want as a remedy to the grievance.
3. You should also request that a copy of the Employer's response, if it is to be in writing, should be forwarded to your union representative. If you wish the Employer to respond in a meeting with your union representative present, you should state so in your grievance when it is presented.

Submit the grievance to your immediate supervisor (or to whomever is designated for the receipt); keep a copy for yourself and forward a copy of anything in writing to your union representative. If you presented the grievance verbally, make a written record of what you said and who was present during the discussion and forward a copy of this to your union representative.

Your grievance procedure will state whether or not your Employer is obligated to respond in writing, verbally, or at a meeting. It will also state the time limits for this response. When you receive a response, notify your union representative. If you do not receive a response within the appropriate time limits, notify your union representative.


Know Your Rights (know what You CAN Do and Management CANNOT)

Know Your Rights On The Job

Weingarten Rights
If you are called into a meeting that could lead to discipline, know your rights under the law! (Bosnian; Chinese; English; French; Polish; Portugese; Russian; Spanish; Vietnamese version of your Weingarten Rights)

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