Stewards Guide

WRITE IT DOWN

As a general rule it's a good idea to write down the grievance. Many contracts specify that this must be done in the first step of the machinery, but even if your contract doesn't you'll undoubtedly find you'll do a better job if you have a written record of the grievances you've handled.

One way in which the steward could keep records is to file a copy of the original grievance form. There are a lot of reasons for this:

1.   Workers aren't as likely to come to you with unimportant or unfounded complaints if they know they have to sign a statement putting it "on the record".

2.   It reduces disagreements over the facts in deciding the merits of the case to have them down clearly and simply in black and white.

3.   Once the decision is made you have a written record which can be used as a precedent when similar grievances arise at a later date. This is very important.

4.   The written record of these grievances is of invaluable help to the negotiating committee when the time to renew the contract rolls around.

5.   The difference between winning and losing an appeal in a grievance case may depend on the completeness and accuracy of what's written on the form. As you write out a grievance, remember that it may be negotiated by union representatives who know only what you tell them. They must argue intelligently for a fair settlement with the company. Your facts are their ammunition. Don't send negotiators in with wet powder!

6.   Written records are very useful to show unbelievers who say, "The union hasn't done anything."

Even when the beginning and end of a grievance are not far apart, it's worth a written record. So file a short report even when you settle it orally with the supervisor.

In writing up a grievance, check these points to make sure you've put in everything necessary:

1.   Who was involved? list the name, lodge number, badge or clock numbers, department, jobs of all workers and management representative.

2.   Why is it a grievance? Seniority by-pass? Pay shortage? Unjust treatment? Violation of past practices? Safety or health hazards, etc.?

3.   When did it happen? Date, time-Show date the grievance began-not the date it is written

4.   Where did it happen? Plant, department, section, etc.

5.   What settlement is wanted? Enforce contract, be put on job, adjust seniority, retroactive pay, made whole, etc.

6.   Signature of employee and steward.

7.   Disposition?

Keep written records short and to the point. Supporting information can be brought into the spoken argument of the case.

GO TO THE SUPERVISOR

Now, armed with your written grievance and accompanied by the aggrieved worker (unless there are special reasons why this should not be done) you're ready to go to the supervisor (in small facilities, the employer). When aggrieved workers are present the can see that the case is being presented in their best interest and thus if their case cannot be won, they can more easily accept an unfavorable decision without blaming you. When the outcome of a grievance may directly or indirectly involve or affect more than one worker, or may affect the contract, other union representatives should also be consulted to prevent the possibility of an individual settlement, which is contrary to the contract or union policy. The aggrieved workers also becomes a witness later if there is a dispute as to what went on in the conversion

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