Work Grievances
A grievance is a formal, itemized complaint to management that it has treated one or more employees unfairly or has violated the contract or collective bargaining agreement. (http://ohrm.cc.nih.gov/wepa/grievanceafge.htm) There are basically two types of grievances: Individual grievances are where a member has a complaint about pay or working arrangements. Collective problems or grievances occur when a group of members has a problem that needs to be discussed or negotiated with management.
These grievances can be dealt with through ad hoc meetings, formal negotiating, or dispute procedures. Personal problems might not necessarily be the employers' responsibility, though the union steward may still get involved. However, some problems that appear “personal” for instance; stress or childcare arrangements, can and should be dealt with as employment issues and might also raise collective negotiating issues.
Some issues get referred to as “professional”, which seems to suggest they are not of legitimate trade union concern. Professional issues include service quality, training and qualifications. These should however, be the subject of joint consultation and negotiation with recognized unions.
Some employers have special procedures for dealing with harassment and/or bullying complaints. If not, they would use the grievance procedure. Likewise, if the employer does not have specific procedures for dealing with discrimination, they would also use the grievance procedure. In the case of capability/ill health, some employers are keen to introduce procedures that make it easier for managers to deal with poor job performance or sickness absence.
Most problems at work are experienced as individual problems. A member who is suffering from bullying or harassment or having problems with their supervisor will often feel that they have been singled out for unfair treatment. The key question that decides grievances involving discipline is: "Did management have “just cause”
These grievances can be dealt with through ad hoc meetings, formal negotiating, or dispute procedures. Personal problems might not necessarily be the employers' responsibility, though the union steward may still get involved. However, some problems that appear “personal” for instance; stress or childcare arrangements, can and should be dealt with as employment issues and might also raise collective negotiating issues.
Some issues get referred to as “professional”, which seems to suggest they are not of legitimate trade union concern. Professional issues include service quality, training and qualifications. These should however, be the subject of joint consultation and negotiation with recognized unions.
Some employers have special procedures for dealing with harassment and/or bullying complaints. If not, they would use the grievance procedure. Likewise, if the employer does not have specific procedures for dealing with discrimination, they would also use the grievance procedure. In the case of capability/ill health, some employers are keen to introduce procedures that make it easier for managers to deal with poor job performance or sickness absence.
Most problems at work are experienced as individual problems. A member who is suffering from bullying or harassment or having problems with their supervisor will often feel that they have been singled out for unfair treatment. The key question that decides grievances involving discipline is: "Did management have “just cause”
Cited: GrievanceProcedureshttp://www.dadeschools.net/employees/laborcontracts/dcsaa/pdf04/Art_XVIII.pdf#search= 'union%20grievance%20procedures ' http://ohrm.cc.nih.gov/wepa/grievanceafge.htm http://www.ranknfile-ue.org/stwd_grstep1.html http://webhome.idirect.com/~moewoz/Publications/publ_grievance_procedure.htm Grievance Procedure/Related Costs http://www.state.wv.us/admin/personnel/emprel/BULLETIN/Grvcosts.pdf#search= 'union%20grievance%20hearings%20during%20working%20hours '