1. Shop Steward Training NINSC/AFGE

2. Introduction This course is designed to prepare you to represent members as an employee representative

3. Agenda The course can be completed by one or more at your own pace.

4. Overview Representation of members as a employee activist and representative.

5. Vocabulary NINSC, National Immigration and Natz. Service Council AFGE, American Federation of Government Employees

6. The Shop Steward is a most important link in the chain between members and local officers.

7. In order for a Shop Steward to be effective the Steward must perform specific duties:

8. Maintain constructive Relationships: Organize and Recruit New Members: Serve: As front line REP: Protect: Conditions of Employment: Act and Talk Unionism:

9. Carry out Duties Contract and Agency REGS The Dept and the Office Personality Differences NINSC/AFGE Policies and Programs

10. Grievances and Adverse Actions Removals Suspension for more than 14 Days Reduction in grade or pay Furloughs of less than 30 days

11. Purpose of a Grievance Enforce the Contract Provide a method to settle disputes Protect employee rights Give the employee a voice

12. Settle Grievances on Merit Only

13. Before writing a grievance Investigate and Double Check the Facts:

14. When writing Grievances at the first step, write a simply statement of the facts for presentation to the first line supervisor.

15. What is a Grievance? A grievance is generally defined as a dispute between labor and management.

16. What’s not a Grievance? Violations of prohibited Political Activities Retirement, Life or Death Insurance Suspensions or Removals for National Security reasons Initial Employment Classification (Not related to Pay or Grade)

17. Grievance Check List Is there a Violation of the Contract Is there a Violation of law Can Management be held Responsible Is there a Violation of Agency Policy Is there a Violation of Past Practices Has the Employee be treated FAIRLY

18. Disputes Between Employees

19. Investigating Grievances Action taken by Management for Just Cause Punishment fit offense

20. Seven Things to consider Was there forewarning or knowledge Was the rule or managerial order reasonable Did the agency Investigate Was the Investigation fair Was there evidence of a violation Did the agency apply rules and regs evenhandedly Did the punishment fit the offense

21. Check Motives for the Conduct

22. CHECK THE FACTS Did Management prove guilt Did Management fail to present evidence Length of Service Employees past Record Age of the Employee Family Obligations Reasonableness of the Discipline

23. Collecting Information Can the information be measured accurately? Is the meaning of the information clear?

24. Measuring Information Years of Service Medical records Absenteeism Tardiness Production Other jobs held Education and training Written reprimands Quality of work

25. CLARIFYING INFORMATION

26. UNCLEAR INFORMATION ?????????????????????

27. Types of Information PEOPLE AGENCY RECORDS

28. Types of Evidence Best Evidence Secondary Evidence Circumstantial Evidence

29. Evidence Evaluation Relevance Shifting the burden of proof Precedents Past Practices

30. TESTIMONY Direct Testimony Indirect Testimony

31. WRITING A GRIEVANCE WHEN WHERE WHY WHAT WITNESSES

32. WRITING THE GRIEVANCE Be Concise Keep records of important details Say it first then write it Write Legibly (TYPED)

33. Distributing the Grievance Management Steward Chief Steward/Grievance Committee Aggrieved Employee

34. Grievance File Subject matter Important Precedent Cases Review for later use

35. Dealing with the Grievant Steward and Employee The Steward Alone Role of the Chief Steward Role of the National Representative Grievance of Non-Members

36. Dealing with the Supervisor Steward and Supervisor Supervisor’s Authority Discussing Side issues Know when to Stop Talking Failure to reach an Agreement

37. ARBITRATION What is Arbitration What can be Arbitrated How do you get to Arbitration Who presents the case first The Stewards role in Arbitration Who has the “Burden of Proof” How are Arbitration hearings conducted How to prepare How long until a decision What happens after the hearing Can an Arbitrator be overruled

38. MISTAKES MADE IN ARBITRATION CASES

39. HOW ARE ARBITRATORS SELECTED

40. BUILDING A GOOD STEWARD SYSTEM

41. HAVE A CHECKLIST FOR STEWARDS TO FOLLOW

42. HAVE A REQUEST FORM FOR THE GRIEVANT TO COMPLETE

43. HAVE THE CONTRACT READY AND KNOW THE CONTENT BECAUSE MANAGEMENT MAY OR MAY NOT KNOW WHAT THE CONTRACT INVOLVES