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.
Georgia Grievance Pursuant to a Union Contract refers to a formal process that allows an employee or group of employees to raise concerns or complaints related to their employment rights or conditions, as outlined in a collective bargaining agreement (union contract). This process is designed to resolve disputes and to ensure that the terms and provisions of the contract are being followed by both the employer and the employees. The grievance procedure provides a structured framework for addressing issues and conflicts that may arise within the workplace. The process typically involves multiple steps, each serving as an opportunity to resolve the matter at different levels. These steps usually include filing a written complaint or grievance, followed by hearings, investigations, and negotiations involving representatives from the union, management, and potentially a neutral third party. The specific types of grievances that fall under the Georgia Grievance Pursuant to a Union Contract can vary based on the circumstances and provisions included within the collective bargaining agreement. Common types of grievances may include disputes or concerns related to wages, working hours, promotions, discipline, termination, workplace safety, discrimination, harassment, benefits, job assignments, or any other violation of the rights or terms agreed upon in the union contract. Depending on the situation and the nature of the grievance, there may be different levels or stages to address the issue. These levels often range from initial discussions with immediate supervisors or managers, progressing to grievance committee hearings, and potentially final arbitration or mediation if the matter remains unresolved. Each level allows for a thorough review and consideration of the facts, evidence, and arguments presented by both parties involved. It is important to note that the grievance process may have specific timeframes and deadlines for submitting complaints, as well as strict procedures for reviewing and responding to grievances. Employees are encouraged to fully understand their rights and obligations under the collective bargaining agreement, including the grievance procedure, and to follow all necessary steps to initiate and pursue a grievance. Successfully resolving a Georgia Grievance Pursuant to a Union Contract can result in corrective actions, such as back pay, reinstatement, changes to policies or practices, or other remedies that address the concerns raised. However, it is essential to consult the specific provisions of the collective bargaining agreement and seek guidance from union representatives or legal professionals for accurate advice and assistance in navigating the grievance process effectively.
