Labor Relations Fundamentals for Community College Districts

authority makes clear to all concerned that any form of punitive action will not be tolerated, and only if supervisors implement this basic policy.

The commitment to the grievance procedure must be balanced by other supervisory needs. For example, supervisors should not fear allegations of retaliation from grievants in the performance evaluation, training, promotion or other roles where supervisors are following established procedures and have documented the bases for their decisions and actions.

LCW Practice Advisor

D. C HECKLIST : H OW TO A VOID G RIEVANCES

A supervisor can prevent or limit the filing of grievances by applying the following leadership rules:

1. K NOW THE C OLLECTIVE B ARGAINING A GREEMENT

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Comply with the requirements of the contract

 Avoid selective enforcement of the provisions of the contract

 Know how relevant provisions have been interpreted in the past by management at all campuses and at the district office

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Stay current with any changes to the labor agreement

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Know the definition of grievance

 Know important time lines for filing and responding to grievances

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Know the rights of representation

 Be consistent in your interpretation and application of the agreement

2. M AINTAIN A P OSITIVE W ORKING R ELATIONSHIP WITH U NION R EPRESENTATIVES , S HOP S TEWARDS AND B USINESS A GENTS

 Communicate frequently and encourage dialogue with union representatives

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Avoid mixed messages

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Correct errors promptly

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Keep an open mind and be flexible

 Timely respond to inquiries made by union representatives

 Do not promise to do something without checking the CBA or seeking advice

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Follow through with promises made

 Anticipate the union representative’s complaint and be prepared to respond appropriately

Labor Relations Fundamentals for Community College Districts © 2019 (c) Liebert Cassidy Whitmore 33