INVESTIGATION STEPS
- Questioning the bargaining unit employee. Consider the matters contained in this checklist when questioning the employee.For example:
- Employee’s name, department and job.
- Other employee involved? Names?
- Name of foreman or supervisor, plus names of other management people involved.
- Circumstances – what happened or what failed to happen?
- What did the company do? Witnesses?
- What did the company fail to do? Witnesses?
- What did the company say, and who said it? Witnesses
- When did it happen? (shift, date and hour?)
- What does the worker say about his/her previous record?
- Quality and quantity of production?
- Previous disciplinary record (similar or different cases)?
- Attendance record?
- Attitude (Has company made this an issue in the past)?
- Other grievances filed in the pas
- Information from other sources. Don’t rely on the above information only. Check Your Facts. You should consider, for example, the following checklist:
- What section(s) of the contract applies?
- Do union records show similar cases in the past?
- Should you check with the Chief Steward on how to proceed?
- Should you check with other employees (same shift, other shifts, departments)?
- Should you take a look at the job, materials, working conditions?
- Should you ask the employees to keep records (production time, down time, unavoidable delays, time spent in washroom, times late, etc)?
- Should you ask the company for records or statements (to see if there is a case) learn additional facts, etc.?
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