Grievances and Representation

 

Understanding Your Rights. Understanding the Process.

The grievance and representation process exists to protect contractual rights and ensure due process.

It does not exist to automatically overturn discipline, cancel management decisions, or file complaints based solely on frustration or disagreement.

Our role is to:

  • Enforce the Collective Bargaining Agreement
  • Ensure proper investigative procedure
  • Protect your right to representation
  • Evaluate alleged contract violations
  • Advocate when contractual or due process standards are not met

Every case is reviewed individually and based on facts, contract language, and precedent.

What Is a Grievance?

A grievance is a formal claim that the Company has violated specific language in the Collective Bargaining Agreement.

For a grievance to move forward, there must be:

  • Clear contract language
  • A documented deviation from that language
  • A measurable impact

Not every concern rises to the level of a contractual grievance. Many workplace frustrations involve policy, operational decisions, or management discretion that are not violations of the Agreement.

Filing grievances responsibly protects the integrity of the process and strengthens our position in serious cases.

What Is Meeting Representation?

If you are called into a meeting that could reasonably lead to discipline, you have the right to representation.

Representation ensures:

  • Questions remain appropriate and relevant
  • Procedures are followed
  • Your contractual rights are respected
  • The process is documented properly

Representation is not obstruction.
It is due process.

Early involvement often makes a significant difference in outcome.

Discipline and Due Process

The Contract outlines structured procedures for investigation, discipline, and appeal.

When reviewing disciplinary cases, we assess:

  • Whether proper procedure was followed
  • Whether discipline was progressive (when applicable)
  • Whether the level of discipline is consistent
  • Whether mitigating factors exist
  • Whether the evidence supports the allegation

Not all discipline is reversible.
Not all terminations can be overturned.

Our responsibility is to evaluate the case honestly and pursue action when contractual standards were not met.

Realistic Expectations

The grievance process is not:

  • Automatic reversal insurance
  • A way to bypass clear policy violations
  • A substitute for compliance with rules
  • A guarantee of reinstatement

The Contract protects rights.
It also establishes responsibilities.

Strong cases are built on facts, documentation, and contract language — not assumptions.

When to Contact the Union

You should reach out if:

  • You receive notice of an investigatory meeting
  • You believe specific contract language was violated
  • You receive discipline you believe is inconsistent with procedure
  • You are facing termination

The earlier we are involved, the stronger your protection.

Our Commitment

We are committed to:

  • Fair enforcement of the Agreement
  • Consistent evaluation of cases
  • Transparent communication about options
  • Responsible use of the grievance process