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Grievance Handling

Primer paso del procedimiento de quejas

Los primeros pasos del procedimiento de quejas pueden ser los más importantes.  Es al principio que el delegado sindical investiga los aspectos principales de la queja, el sindicato y el empleador formulan y exponen sus argumentos.  Es durante los primeros dos pasos del procedimiento de quejas que la mayoría de las quejas se resuelven.  A menudo los “problemas” se resuelven cuando el delegado sindical y el supervisor tratan informalmente el asunto, debido a lo cual los trabajadores piensan que las quejas son sólo aquellos problemas que se llevan hasta los últimos pasos del procedimiento de quejas.

Analizando Una Queja

Marcy Hikmet, la Delegada Principal de UE Local 1917 estaba preparando su reporte para la reunión de los Delegados y el Comité Ejecutivo. Había tres quejas pendientes y ella tenía que hacer recomendaciones sobre como proceder con ellas. El Comité Ejecutivo y los delegados iban a discutir las quejas. Luego iban a decidir si deberían presentar algunas de ellas a la membresía para votar si deberían ir a arbitraje o no.

Analyzing A Grievance

Marcy Hikmet, the Chief Steward at UE Local 1917 was preparing her report for the Stewards and Executive Board meeting. There were three grievances pending and she had to make a recommendation on what to do with them. The E-board and stewards would discuss the grievances.  Then they would decide if they should present any of them to the membership to vote on whether or not to arbitrate.

Step One of the Grievance Procedure

The first steps of the grievance procedure are probably the most important. This is where most of the investigative work is done by the union steward, the union first states and frames its case, and where the employer states their case.  The first two steps of the grievance procedure are where most grievances get settled. Often times “problems” get settled by just having the union steward and the supervisor “talk things out." For that reason, workers sometimes think that grievances are only those problems that go to the final steps of the grievance procedure.

Information Requests

Information Requests

Issues

  • To defend the members and the union contract, the union has a legal right to seek information from an employer - and the employer has a legal obligation to provide it as long as the union's request is relevant and not unreasonable.
  • The employer is required to provide relevant information in a variety of circumstances - don't assume that a grievance has to be filed before you can ask!

Investigating Grievances - NLRA

Investigating Grievances – NLRA

Issues

  • Stewards need all the information we can get to effectively represent the members
  • One sometimes overlooked source of information is management
  • The National Labor Relations Act (NLRA) gives us the right to ask for (and receive) the information we need from the boss to effectively represent our members.

Grievance Procedure - Step 2

Grievance Procedure – Step 2

Investigating and Handling Grievances
Step Two: Putting the Grievance in Writing

When an employer denies a grievance after the first step, it is up to the steward to submit a written grievance. If the grievance is questionable, it is best to have the Chief Steward or Union Committee review the facts, and make the decision on whether to proceed with the grievance.

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