WRITING GRIEVANCES
It is important to be familiar with the collective bargaining agreement, refer to it often, and be aware of its terms (including time limits and procedural matters). The grievance should be stated as simply as possible. It should describe the exact nature of the grievance as well as the remedy requested. The following guidelines should be considered, but be sure to comply with all the terms of the collective bargaining agreement.
WHEN WRITING A GRIEVANCE:
- BE AS BRIEF AS POSSIBLE.
- DON’T ARGUE YOUR CASE IN THE WRITTEN GRIEVANCE - Supporting arguments can be saved for the actual discussions with management (have these arguments written down for your information and for other union officers).
- RELEVANT FACTS SHOULD BE IN THE WRITTEN GRIEVANCE -Include enough information so that the company fully understands the situation.
- WRITE THE WAY YOU TALK - You may want to say it out loud and then write it down the same way.
- BE DEFINITE - do not write things such as “I hope I have a grievance,” “I think I have a grievance,” or “I think the company should do something about this situation.” When you put a grievance in writing, be straightforward and assertive.
VOCABULARY FOR GRIEVANCE WRITING
The following are some words and phrases commonly used in grievance writing:
Article _________, governing ________
Discipline (discharge, demote, suspend, transfer, reprimand)
Entitled to
Make whole
Reinstate
Violated the collective bargaining agreement
Violation of contractual rights
Without just case
...and any other provision that may apply
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