Labor Relations Fundamentals for Community College Districts

a. The Appeal

 Ask the grievant to explain why he/she filed the grievance and why the proposed resolution at the lower step(s) was not acceptable

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Get the union representative’s position (if applicable)

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Take notes

 Repeat the grievance in your own words to the grievant and his/her representative

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Make a record of the remedy requested

 Watch out for new issues the grievant may try to introduce. If this happens, remind the grievant of the issues he/she presented in the original grievance. The issue(s) grieved in a grievance can only be expanded by mutual agreement.

At this conference, you should listen to the grievant and his/her representative and try to get the important facts behind the grievance. You should particularly be alert for any indication that the grievance has been “created” to discredit the first-line supervisor or has been filed simply for political reasons. After listening to the grievance, you should go over the facts and write them down on a record sheet. In addition, you should write down the remedy the grievant is seeking and the provision in the labor agreement, board policy or regulation that has allegedly been violated.

LCW Practice Advisor

b. Review the Record Was the Grievance Properly Investigated?

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Were time limits checked?

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Was grievability checked?

 Was the immediate supervisor contacted for information?

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Were the facts on both sides checked?

 Was the preliminary decision documented and communicated?

Always review whether the grievance and the appeal were filed within the required time limits, whether the matter was grievable, and whether the supervisor thoroughly investigated the grievance. If there is any doubt, every step of the first level procedure should be completely reviewed.

LCW Practice Advisor

Review the Answer to the Grievance

 Was the answer to the grievance filed in a timely manner?

Labor Relations Fundamentals for Community College Districts © 2019 (c) Liebert Cassidy Whitmore 39