What Should A Grievance Say

What Should A Grievance Say?

Written grievances shouldn't contain a lot of detail. Here are some suggestions for short phrases to use to answer the two important questions when writing down a grievance:

1. What is the grievance about (nature of the grievance)?

2. What does the union want the company to do (the remedy)?

The details will come out in the grievance meeting.

If the grievance is about…	The “Nature of the Grievance” section could say…	The “Remedy Requested” Section could say…
A worker was disciplined unfairly.	Unjust __________ (termination, suspension or warning)	Remove discipline and make employee whole.
An absence was unfairly counted against a worker under the attendance policy.	Unfair enforcement of attendance policy for absence on: _____ (date).	Don't count absence against employee and make employee whole.
Overtime is not being given out correctly.	Improper assignment of overtime.	Follow proper procedure and make affected employees whole.
Favoritism: some employees were disciplined, others are allowed to break the rule.	Favoritism and unequal enforcement of company rules.	Remove discipline, fair and equal treatment for all employees, make affected employees whole.
Workload or quota on a job is too high.	Workload or quota too high on: ___________ (name of job or operation)	Set workload correctly, remove any discipline and make affected employees whole.
A worker wasn't given the promotion, transfer or shift change she or he deserved.	Unfair denial of ____________ (promotion, transfer or shift change)	Grant ______ (promotion, transfer or shift change) and make employee whole.
A worker isn't paid all or part of holiday pay, overtime pay, vacation pay, funeral pay, etc.	Improper payment of ___________ (name of benefit)	Make affected employee(s) whole
Employee was refused a leave of absence	Unreasonable denial of leave of absence	Grant leave and make employee whole
Layoffs weren't done fairly OR Proper procedures for layoffs were not followed.	Improper layoffs	Bring laid-off employees back to work. Make all employees whole.
Company implements new company rule without first negotiating with union.	Unilateral change or implementation of company rule.	Withdraw rule and begin negotiations.