Stewards Guide

USE A POSITIVE FRIENDLY APPROACH

Only people who are not sure of themselves feel the need of putting up a front and being overly aggressive, domineering, and belligerent. You have nothing to fear; you are fully protected by your contract in what you are doing. So, keep your head, your temper, and your sense of humor. Be positive and friendly in your approach, not disagreeable and on the defensive.

You explain to the supervisor the grievance you want to discuss. Make sure he or she has a copy of the contract so you can point out the clause that had been violated in this case. It's a good idea to listen to the supervisor's side of the case first, particularly if you're not sure you have a full picture of the situation.

BE A GOOD LISTENER AND DISAGREE AMIABLY

Being a good listener and not just making a speech in order to impress the supervisor is a pretty good rule to remember. Then present your side of the case, well supported by all the facts you've gathered and checked. If possible have in mind beforehand a definite plan of settlement. When you must disagree with what the supervisor maintains, do it with dignity. Remember, the grievance machinery is based on the principle of helping solve peacefully and fairly the problems that come up in order to produce a smooth running ship with the best possible working conditions.

NO EMPTY THREATS

Don't get upset and make empty threats that both you and the supervisor know you can't carry out. Angrily saying that you'll call a strike immediately if the supervisor doesn't settle the grievance on your terms is absurd-and may be illegal according to the contract. If you and the supervisor can't come to an agreement there are further steps to be followed before the question of a strike even comes up. If the contract provides for arbitration, the question of a strike is out of the picture entirely.

TRY TO SETTLE AT FIRST STAGE

You should exert every effort to come to an agreement at this first stage. It's better for all concerned and fewer hard feelings will result. Higher company officials are generally reluctant to overrule a decision made by a subordinate. Then too, you don't want to bog down your top union committee by passing on to it small grievances which could be better handled by you and the supervisor, who are in actual contact with the situation. The top committee should be left to devote more time to matters of greater importance.

However, be careful not to force the supervisor (or any other company official) to make a premature denial or snap judgment. It's human nature, once a person has committed himself, to go to great lengths to defend his/her position, regardless of later evidence to the contrary. Your attitude and the way you handle the matter has a lot to do with supervisor's keeping a fairly open mind until the question has been fully discussed and all the facts looked into.

If you definitely can't reach an agreement be sure to follow through on the matter immediately-don't stall-forward the grievance to your Chief Steward or Plant Grievance Committee to work on.

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