Labor Relations Fundamentals for Community College Districts

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Don’t personalize the issues

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Take notes, keep a record

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Obtain details:

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Get names

 Get dates and times, and create a timeline of the events involved

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Get the section of the contract allegedly violated

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Make a record of the remedy desired

 Repeat the essentials of the grievance to the employee in your own words

4. I NVESTIGATE

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Check the agreement, policies, and regulations

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Check the time limits

 Check grievability (determine whether the matter is within the definition of a “grievance” (If you are unsure, check with your labor relations personnel or HR)

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Check policy and practices

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Check previous grievance settlements for precedent

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Check the experience of others in similar cases

 Talk to Human Resources to gather information relevant to the grievance

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Obtain information from other individuals involved

5. W HEN CONSIDERING YOUR DECISION , ASK YOURSELF :

 Is the decision consistent with the CBA, our policies and procedures and precedents?

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What is the basis of the decision, and is it rational?

 If my decision is challenged, what would be the basis for the challenge?

6. G IVE Y OUR A NSWER

 Reach a preliminary decision and check it with HR and your superior to ensure consistent contract interpretation district-wide

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Grant the grievance, if the grievance is meritorious

 Settle the grievance at the earliest moment that a proper settlement can be reached

 In deciding, give the benefit of the doubt to management on contract language interpretation issues

 Avoid selective enforcement or interpretation of the contract (i.e., be even-handed)

Labor Relations Fundamentals for Community College Districts © 2019 (c) Liebert Cassidy Whitmore 36