WFSE Learning Exercise: Grievance Handling 101

The 5 Steps of Grievance Handling

INSTRUCTIONS:

Answer the following questions to the best of your ability. Correct answers will be displayed at the end of the exercise.

Apprentice Stewards:
To receive a copy of your results to share with your mentor, include your email address at the end of the exercise. You may take this exercise multiple times.

Journey Stewards

Journey stewards can take WFSE Learning Exercises to refresh your knowledge or build skills between trainings.

REFERENCE MATERIALS:

You may wish to refer to the following resources to complete this exercise. Follow the link to access each resource.

-The AFSCME Steward Handbook

-AFSCME Webinar: Navigating the 5 Steps of Grievance Handling

-Your WFSE Contract/CBA

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* 1. Steward Information

First Name

Last Name

Personal Email

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* 2. Use your contract to answer the following questions about your grievance procedure.

Note: Because grievance procedure details vary by contract, this question will not show up in the answer key.

Under which Article of the contract did you find your grievance procedure?

How many steps are in your grievance procedure?

What is the definition of a grievance according to your contract?

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* 3. Which option lists the 5 Steps of Grievance Handling in the correct order?

1) Presentation 2) Documentation 3) Identification 4) Preparation 5) Investigation

1) Identification 2) Investigation 3) Documentation 4) Preparation 5) Presentation

1) Preparation 2) Documentation 3) Presentation 4) Investigation 5) Identification

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* 4. A group of members have approached you, their shop steward, with an overtime issue. After a thorough investigation, you have determined that their issue is a violation of the contract. Which of the following best represents your primary goal as a steward?

Carry the grievance to the highest step possible to show that our union means business

File a grievance but resolve it before it reaches arbitration

Work with the members impacted to resolve the issue at the lowest level possible

How does this build union power?

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* 5. True or False: A grievance is only used to solve individual problems and cannot be used for issues impacting multiple members.

TRUE

FALSE

What other problem solving approaches might be used to address an issue impacting multiple members?

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* 6. True or False: There is a time limit for filing grievances after an incident occurs.

True

False

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* 7. Which 4 conditions which must be met for a past practice grievance to be winnable?

A Clear and Consistent Course of Conduct: The practice is normal activity.

It Hasn't Happened for Years: Arbitrators agree the practice has not occurred for years until the recent occurrence.

Activity Over a Reasonable Duration: The activity happens regularly over a period of time.

Full Knowledge: Both parties- union and management- are aware of the practice.

The Contract is Silent or Ambiguous: The contract language does not directly address the practice.

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* 8. The Duty of Fair Representation requires all union representatives, including union stewards, to act fairly and without discrimination when determining the merits of a grievance.

True or False? Employees covered by our contract who are not dues paying members of our union have a legal right to fair representation by our union.

True

False

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* 9. Which of the following is NOT part of the Investigation step in Grievance Handling?

Interview all parties involved

Use the Grievance Fact Sheet to build your case

Share details of the case with members in the area

Take thorough notes

Follow up as needed to verify information

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* 10. True or False? Once management learns of a potential grievance they must hand over all relevant documents to the appropriate shop steward.

TRUE

FALSE

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* 11. Which of the following is NOT part of the Documentation step in Grievance Handling?

Gather any and all information that is relevant to the case

Make information requests to management

Review relevant personnel files

Look for patterns of behavior and leverage to support your case

Share your evidence with management

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* 12. True or False? Once a case is resolved you should shred the grievance file to maintain confidentiality.

TRUE

FALSE

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* 13. Which of the following is NOT part of the Preparation step of Grievance Handling?

Distinguish between facts and allegations

Research past grievances on similar topics

Discuss the case with other stewards

Throw away your handwritten notes

Write the grievance

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* 14. Which of the these steps should you take before filing a grievance? Mark all that apply.

Interview everyone involved

Attempt to resolve the issue informally

Look up the issue in the contract and review relevant work rules and laws

Request any relevant information from management

Determine whether the issue is also a Good Organizing Issue

Educate member(s) about their rights

Consult with another steward or a council representative about the case

Discuss a remedy with the potential grievant(s)

Write the grievance

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* 15. When a steward represents another employee in a meeting with management, which of the following is true?

The manager has a higher status in this meeting.

The steward and management have equal status in the meeting.

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* 16. Which best represents the goal of a grievance meeting?

Embarrass the other side

Resolve the problem and make the member(s) whole

Punish management

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* 17. The final step in most grievances is arbitration. If a grievance goes to arbitration, a decision is made by a 3rd party, a professional arbitrator. Unions weigh the pros and cons of arbitration when deciding whether to proceed.

Which of the following statements about arbitration are TRUE? Mark all that apply.

Our union chooses the arbitrator who will hear the case.

An arbitrator's decision is final and binding, whether it sets a good precedent for our union or not.

Arbitration can be expensive. How costs are divided is included in most contracts.

The process of arbitration can take a long time.

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* 1. Steward Information

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* 2. Use your contract to answer the following questions about your grievance procedure.Note: Because grievance procedure details vary by contract, this question will not show up in the answer key.

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* 3. Which option lists the 5 Steps of Grievance Handling in the correct order?

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* 4. A group of members have approached you, their shop steward, with an overtime issue. After a thorough investigation, you have determined that their issue is a violation of the contract. Which of the following best represents your primary goal as a steward?

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* 5. True or False: A grievance is only used to solve individual problems and cannot be used for issues impacting multiple members.

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* 6. True or False: There is a time limit for filing grievances after an incident occurs.

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* 7. Which 4 conditions which must be met for a past practice grievance to be winnable?

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* 9. Which of the following is NOT part of the Investigation step in Grievance Handling?

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* 10. True or False? Once management learns of a potential grievance they must hand over all relevant documents to the appropriate shop steward.

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* 11. Which of the following is NOT part of the Documentation step in Grievance Handling?

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* 12. True or False? Once a case is resolved you should shred the grievance file to maintain confidentiality.

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* 13. Which of the following is NOT part of the Preparation step of Grievance Handling?

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* 14. Which of the these steps should you take before filing a grievance? Mark all that apply.

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* 15. When a steward represents another employee in a meeting with management, which of the following is true?

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* 16. Which best represents the goal of a grievance meeting?

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* 2. Use your contract to answer the following questions about your grievance procedure.

Note: Because grievance procedure details vary by contract, this question will not show up in the answer key.