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.
A Guam Grievance Pursuant to a Union Contract refers to a formal process established by a union contract in Guam that allows employees to address and resolve workplace disputes or grievances. This procedure is designed to safeguard the rights and interests of employees covered by a collective bargaining agreement. Keywords: Guam, grievance, union contract, employees, workplace disputes, resolving, rights, interests, collective bargaining agreement. The grievance process typically involves a step-by-step procedure that enables employees to raise concerns or complaints related to various workplace issues, including but not limited to, violations of contractual terms, unfair treatment, discrimination, harassment, disciplinary actions, pay disputes, job classifications, work conditions, or any other matters covered by the union contract. Different types of Guam Grievance Pursuant to a Union Contract: 1. Formal Grievance: When an employee believes that their contractual rights have been violated or a workplace issue has not been resolved informally, they can file a formal grievance. This initiates the official grievance procedure outlined in the union contract. 2. Informal Grievance: Before filing a formal grievance, employees are often encouraged to resolve issues informally by discussing them with their immediate supervisor or manager. This step aims to facilitate communication and reach a mutually satisfactory resolution without escalating the matter to the formal stage. 3. Mediation: In some cases, mediation may be employed wherein a neutral third party, often a trained mediator, helps facilitate discussions between the employee(s) and management to reach a settlement or resolution that is acceptable to both parties. 4. Arbitration: When an issue remains unresolved after going through the grievance procedure and mediation (if applicable), it may proceed to arbitration. During arbitration, an impartial arbitrator is appointed to review the case, listen to both sides, examine evidence, and make a final and binding decision to resolve the grievance. 5. Expedited Grievance: Certain union contracts may have provisions for an expedited grievance procedure, which allows for faster resolution of urgent or time-sensitive workplace disputes. It's important to note that the specific details, steps, and terminology associated with a Guam Grievance Pursuant to a Union Contract may vary depending on the union contract, industry, or employer. Employees should always refer to their collective bargaining agreement or consult their union representative for accurate information regarding the grievance process.
