Writing a Grievance

Below You Will Find the Steps That Will Need to Be Taken When Writing a Grievance. If You Have Any Questions, Please Contact the BTF.

 

  1. CALL BTF for assistance prior to writing a grievance.
  2. LIMIT DETAIL: PROVIDE ONLY BASIC INFORMATION:
    • Provide only enough information to identify the grievance:
      • What the basic facts are.
      • What specific contract violations have occurred.
      • How the violations should be cured (remedy)
  3. OMIT ARGUMENTS, EVIDENCE AND JUSTIFICATION:
    • This kind of information could be used by the administration to prepare a better case against the union. Arguments and justification for grievance should only be used in oral arguments with the administration. In this way, you can introduce this material when it best helps in winning the grievance but without giving it away in advance. If need be, jot these facts down on a separate piece of paper before you argue the case with the administration.
  4. DONT LIMIT CONTRACT VIOLATIONS:
    • Include all applicable articles.
  5. AVOID PERSONAL REMARKS:
    • The grievance should state the UNION'S position, not yours (or the grievant's) opinion.
  6. DON'T LIMIT THE REMEDY:
    • If you limit the remedy:
      • You don't allow the Union room to bargain on the grievance.
      • You might limit the Union to something less than full compensation for the grievant by leaving out something you may remember later. Use the general phrase that "The grievant (and all persons affected) be made whole" and then the word "including" when adding reference to specific remedies.
    • The general phrase that "The grievant (and all persons affected) be
      made whole" means that the grievant should receive compensation for any
      and all losses he/she suffered due to the administrationt action. This could
      include wages, seniorlty, job rights, and whatever else may be due the
      grievant according to the contract. The word "including" allows specific
      remedies later on, in writing or in oral arguments with the administration.
    • NOTE: In grievances that do not involve money, benefits, or retraction of disciplinary warnings, the "made whole" phrase may not be necessary. In that case, just ask for the specific settlement desired, If in doubt, include the phrase.
  7. CONSULT WITH THE GRIEVANT:
    • Go over the written grievance. Check that the facts are correct. Explain the requested remedy and get the grievant's full understanding and agreement.
  8. SIGN THE GRIEVANCE:
    • Have the grievant sign the grievance. Obtain the signature of the BTF representative.
  9. SOLIDARITY:
    • Explain the grievance to your members when appropriate, and be sure they understand and support your effort.
    • Discuss the various steps of the grievance procedure. Offer support to the grievant and accompany grievant to subsequent hearing levels.
  10. ARBITRATION:
    • Prepare each case on the assumption that it may go to arbitration.
  11. KEEP RECORDS:
    • Collect all documentation, bulletins, etc. add strength to your case. Inform your BTF Representative of their existence.
  12. BE PREPARED:
    • You may be asked to be a witness at each stage.