1. Grievance Handling Effectively Representing Your Members

2. What is a Grievance  A workplace violation  A dispute between the union or a unit member and management

3. Is it a Gripe or A Grievance  Grounds for a grievance The contract The Law & Education Codes District Rules and policies Past Practices

4. The Crucial “W”s of Grievance Investigations Who When Where What Why

5. Crucial “W”s (cont.)  WHO is involved  WHEN did it happen  WHERE did it happen  WHAT happened (EXACTLY)

6. Crucial “W”s Continued  WHY is it grievable  WHEN must the grievance be filed  WHAT are the deadline dates  WHAT must be done to make the grievant WHOLE

7. Guidelines for writing Grievances  The Situation Who, what, when & where  The Contention Why is it grievable  The Remedy What is needed to remedy the situation

8. Grievance Levels Informal  An initial attempt to solve the problem at the lowest level.  Usually consists of an informal meeting with the grievant,steward and management.

9. Grievance Levels Formal  Usually steps 1 thru 4 (depending on contract).  Must be in writing.  Includes through the Board level.

10. Grievance Levels Arbitration/Civil Court  Types of arbitration Binding Recommendary  Civil Court Alternative forum of redress

11. Duty of Fair Representation A Legal Responsibility  Union has a duty to represent all people included in the unit, regardless of membership.  Union has a duty to investigate all grievance requests fairly.  Union must have a basis for not pursuing a grievance.