Alaska Grievance Pursuant to a Union Contract

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Description

A grievance is usually defined in each contract between a union and management. Generally, a grievance is defined as a breach or violation of the contract by the employer.


Types of Grievances


1. Contract violations. These are grievances that involve a violation of a specific part of the contract. They include such matters as seniority, hours or work, staffing, wages, vacation scheduling, and disciplinary action without just cause. Examples include:

* Disciplining an employee without just cause;

* Laying off an employee who should not be laid off because of his/her seniority;

* Wrongfully refusing to grant a vacation request.


2. Past Practice or Policy violations. No contract can cover every practice or policy on the job. A practice or policy that has been in place for an extended period of time and accepted by both parties either orally, in writing, or impliedly may be the basis for a grievance if it is violated.


3. Violations of the Law. Laws written to protect workers are deemed to be part of the contract, and failure to comply with municipal, state, or federal laws may therefore also be grounds for a grievance.

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FAQ

An employer and a union are required to negotiate any subject that relates to wages, benefits or other terms and conditions of employment. As a result, both parties must discuss and reach an agreement on each of those terms. If the parties are unable to reach an amicable agreement, then negotiations may reach impasse.

The vast majority of union-employer contract disputes are resolved in a grievance procedure, and most of the rest are disposed of routinely through arbitration. Occasionally, a party will resist arbitration or will refuse to comply with an arbitrator's award.

A grievance may be withdrawn at any time, by an Employee or the Union, by advising the Employer's designated representative at the Step at which the grievance exists. This withdrawal shall be confirmed in writing.

The Grievance Chairperson may be designated to investigate and discuss grievances with Department Supervisors and/or Department Stewards prior to reducing the grievance to writing.

A grievance procedure is a formal way for an employee to raise a problem or complaint to their employer. The employee can raise a grievance if: they feel raising it informally has not worked. they do not want it dealt with informally. it's a very serious issue, for example sexual harassment or 'whistleblowing'

What are my rights? A union owes a duty of fair representation to all of the workers it represents. This duty requires that the union act fairly, impartially, and without ill will or discrimination when pursuing a worker's grievance or when negotiating a new contract with the employer.

Five Steps To Winning GrievancesListen carefully to the facts from the worker. Listening is a lot harder than most people realize.Test for a grievance. You already know the five tests for a grievance.Investigate thoroughly.Write the grievance.Present the grievance in a firm but polite manner.

Conciliation: the settlement of disputes over interests, disagreements over the termination of work relationships, or disputes between trade unions within one company only. It is done through deliberations mediated by one or more neutral conciliators.

You should listen to the employee's or union's grievance and make sure of the facts. Do try to make the decision fairly. Do try to be reasonable. Do take the action you believe should be taken based upon the individual circumstances involved.

Collective bargaining is the process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family, and more.

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Alaska Grievance Pursuant to a Union Contract