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GRIEVANCE
PRESENTATION POINTS
- Prepare the case in advance.
Prior to the grievance hearing, the Floor Representative should
have already: interviewed the grievant and witnesses; checked
the employee’s file; gathered all relevant facts; reviewed
applicable contract articles; formulated arguments and prepared
written notes; and anticipated management’s arguments. Preparation
leads to a confident presentation!
- Equal status with management.
As a Union representative in a grievance hearing, you have equal
standing with management. Insist on being treated as such.
- Stick to the facts - Stay focused –
Avoid bluffing. Define the union’s position in
clear terms and with specific facts. Do not get side-tracked.
Stay focused on resolving the grievance.
- Act professional and disagree with dignity.
Do not get personal or hostile. It is best to disagree firmly
and clearly.
- Take notes. It is critical
that good notes are taken as your record of the hearing.
- Listen.
Listen and observe body language. Let management make its case
without interruption. The burden of proof is on management in
disciplinary cases.
- Ask questions.
Always ask questions for clarification and understanding of what
management is saying as well as when you want management’s
position committed for the record. Questions also can break up
management’s attempts to lecture the Union.
- Avoid arguments or disagreements among
Union members. Once in the meeting,
the Union must maintain a united front. If there are internal
disagreements, or if the grievant’s story changes, take
a break. Always maintain control.
- Management face-savers.
The grievance may be one that management wants to settle but does
not want to appear as caving in to the Union. Be aware of such
signals and attempt a solution that is good for all. This is a
long-term relationship.
- Creative solutions. Try and
explore creative ways to resolve the grievance, especially at
the lowest level of the process. However, guard against any remedies
that would violate or undercut the contract, or set bad precedent.
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