The grievance process is extremely important. It ensures that the rights secured by Local 812’s contracts with employers are respected and enforced.

Broadly defined, a grievance is a complaint by the union and its members against an employer, or visa versa, on matters relating to wages, hours, or working conditions of employment, including the meaning, interpretation, application or violation of a Local 812 contract.

Not every complaint is a grievance and the Shop Stewards can provide counsel to the aggrieved employee as to whether his or her complaint is appropriate for the grievance process.

The grievance process begins when the aggrieved party files a grievance pursuant to the terms of the Local 812 contract with his or her employer, typically with his or her front-line supervisor. The grievant should demand a written response to the grievance explaining why management disagrees with the grievant.

If management is initiating the grievance process by disciplining an employee, that employee should demand representation by a Shop Steward in the meeting and should not exit the meeting until he or she prepares a written response to the disciplinary write-up and submits it to management.

If satisfactory settlement of the grievance is not reached, the grievant can advance the grievance to the next stage of the grievance process, as set forth in the applicable Local 812 contract.

The grievant should consult with and involve a Shop Steward throughout the grievance process, and should strongly consider any counsel that the Shop Steward provides regarding the grievant’ s complaint. Our Shop Stewards are trained on how to deal with grievances and can be a tremendous resource to both the grievant and the Union, should the Union’s involvement in the grievance become necessary down the line.




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