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 “W”s of Grievance Investigations Who When Where What Why

5. Crucial “W”s (cont.) • WHO is involved • WHEN did it happen • WHERE did it happen • WHAT happened (EXACTLY)

6. Crucial “W”s 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.