North Carolina 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.

How to fill out Grievance Pursuant To A Union Contract?

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FAQ

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.

A grievance is an employee complaint that the employer violated the worker's rights under the law, pursuant to a contract, or as set forth in the employer's workplace policies and procedures. In a union workplace, a grievance generally involves the employer's breach of the terms of the collective bargaining agreement.

A grievance may be withdrawn at any time, by an Employee or the Union, by advising the Employer's designated representative at the Step at which the grievance exists.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

A policy grievance is a complaint by the union that an action of management (or its failure or refusal to act) is a violation of the agreement that could affect all who are covered by the agreement.

The five-step grievance handling procedureStep 1 Informal approach. Wherever possible an employer should make an initial attempt to resolve a grievance informally.Step 2 A formal meeting with the employee.Step 3 Grievance investigation.Step 4 - Grievance outcome.Step 5 Grievance appeal.

Unresolved grievances may go to higher levels of company management and higher-level union representatives to settle the matter. If it still cannot be resolved, the matter usually goes to mediation or arbitration.

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.

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.

6. Questions to Ask at a Grievance MeetingDo you understand that this meeting is being held under our formal grievance policy and procedure?Have you provided copies of documents or information we may be referring to?Have you been given access to or provided with a copy of the Company's grievance procedure?More items...

They should give the person who raised the grievance the chance to:explain their side.express how they feel they might need to 'let off steam', particularly if the grievance is serious or has lasted a long time.ask questions.show evidence.provide details of any witnesses the employer should contact.

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North Carolina Grievance Pursuant to a Union Contract