Your Rights:

If you may be facing discipline, say the following to the supervisor and call your union representative immediately.

"If this discussion could in any way lead to my being disciplined or terminated or cause an effect on my personal working conditions, I respectfully request that my union reprsentative, officer or steward be present at this meeting. Without representation present, I choose not to participate in this discussion."

You are not required to meet without a steward and should not do so. If you are suspended, call the union office immediately.

Resolving contract violations and other differences

The System Local 102 grievance procedure is a process designed to resolve your differences with company representatives in a professional manner.

Our contract provides an excellent starting point to validate your grievance. However, there are Memoranda of Agreement, side letters, system-wide past practices and local past practices that govern your grievance. Your shop steward or local president can help you make a determination as to whether or not you have a valid grievance.

Detailed information about the grievance process can be found in Section IV and Section V of the contract book.

How the Grievance Procedure works

1. Discuss the problem with your shop steward or local president.
2. Discuss the problem with your immediate supervisor. If the difference has not been resolved within three working days, it may then be referred to second level. At this point, unsettled differences are reduced to writing on the Grievance Form. You MUST fill out a Facts Sheet and give it to your shop steward. No Facts Sheet will ever be given to management. The Facts Sheet will help you and your steward win your grievance.
3. At the second level grievance meeting, your grievance is typically discussed in detail by both a union official and the company with you present. The company representatives are typically your immediate supervisor and their general manager. The union representatives are typically your system vice president , local president and shop steward. If the grievance has not been resolved at the second level conference, it will be forwarded to the union Executive Committee for review. If Executive Committee finds that it is a valid grievance , it will move to third level.
4. At the third level conference, your grievance will be discussed in more detail. The union representatives are typically the system president, system secretary/treasurer , your area vice president and two other area vice presidents. The company representatives are the manager of Employee Relations, your general manager and several other general managers. Third level conferences are normally scheduled once during each quarter of the year. If the grievance has not been resolved at third level, the union Executive Committee will review your grievance and determine its disposition. If the union Executive Committee determines the grievance is still valid, it will recommend the grievance for mediation or arbitration.
5. At the mediation phase, an outside mediator is brought in to hear the grievance. The mediator will attempt to negotiate a settlement between the parties. If the mediator cannot get both sides to agree to a settlement, he or she will issue a non-binding advisory opinion of the grievance. During the mediation process, the union representatives are typically the system president, your area vice president, and you. The company can use any personnel they want, including their attorneys. If there is no agreement, and the union determines the case is worthy, it will go to arbitration.
6. During arbitration, an outside arbitrator is brought in to make the final settlement of your grievance. He or she will hear your grievance and issue a binding settlement that both parties will abide by. During the arbitration, both the union and the company will use any representatives they deem necessary, including attorneys. The union may request that grievances involving a suspension, discharge, or demotion due to a disciplinary action or unsatisfactory work performance be placed at the top of the list for which arbitration has been requested.