LIMIT STATEMENTS TO THE BASIC FACTS
The purpose of the written grievance is to trigger the formal stages of the grievance process and notify the employer of the basic facts alleged Violation and requested remedy. Limit the grievance to those essentials. Use the five Ws as a guide.
RESERVE ARGUMENTS EVIDENCE AND JUSTIFICATIONS FOR FACE-TO-FACE MEETINGS
Arguing the merits of the case is reserved for face-to-face meetings. Disclosure of this kind of information in the written grievance could be used by the employer in preparing the case against the Union.
IF REQUIRED BY THE CONTRACT REFER TO ALL CONTRACT VIOLATIONS
In clear, affirmative statements, state the union’s position, with the grievant’s or the steward’s ‘opinion’; i.e., “John Smith was unjustly discharged.” Avoid using phrases such as, “I think,” “I believe.”
STATE A FULL, POSSIBLE REMEDY
The purpose of the grievance procedure is to ‘make the grievant whole’ by putting the aggrieved worker in the same position he/she would have been in had the injustice not occurred. If a worker has been discharged, ask that he/she be made whole including immediate reinstatement with full back pay and all rights, privileges and benefits restored, and the entire matter expunged from his/her record. This makes it possible for the grievant to receive his/her job back, plus back pay, seniority, vacation time, fringe benefits etc. REMEMBER, YOU GET ONLY WHAT YOU ASK FOR.
CONSULT WITH THE GRlEVANT
This guarantees that the grievant has seen and read the grievance and provides legal protection for the union when determining the final settlement of the grievance If the grievance does not concern discipline, the steward may sign a grievance on behalf of the union to stop a contract violation.