Question

The grievance procedure usually involves multiple steps and related participants and time limits for filing, answering, and appealing grievances. Union and management officials, and sometimes arbitrators, often have to resolve complex administrative issues during the process; these are reflected in the following:

1) Does an employer have the right to charge the union a fee for processing requested information pertaining to a grievance?

(2) Can employees be discharged for secretly taping a grievance meeting?

(3) Do outside union representatives have the right to visit the facility to investigate a grievance?

(4) Is a grievance “legitimate” if it is filed or appealed by someone not affected by the grievance? By a group of employees? By a union official over the original grievant’s objections? By someone who states the grievance orally but not in writing?

(5) Do clear time limits between grievance steps mean that a grievance cannot be processed if the union exceeds these limits? Must the employer accept to the grievance if it exceeds these limits?

(6) Does the initial time limit in which a grievance may be filed start from the day of the incident or the date of the grievant’s knowledge/discovery?

(7) Does management have to pay union officials for all of the time spent investigating and processing grievances during company work hours?

(8) Can the effective date of management’s grievance adjustment (e.g., paying for an overtime administrative error) precede the date the grievance was filed?

(9) Can an employer file a grievance against the union even if the labor agreement does not specifically refer to this action?

The answer to all of these questions is “it depends upon...” A specific “yes” or “no” answer at a particular facility depends upon the formal (labor agreement language and/or memorandums or understanding) and informal (past practices) arrangements between union and management officials.

Answer 1

1. No, the employer has right to charge the fee. because The union requests information for non bargaining related purposes.

2. No, An Employee doesn't reserve the option to record a gathering. Gatherings may, in any case, be recorded with the business' assent.

3. No, the outside representatives are not allowed to investigate the grievance. because the grievance means internal dispute resolution. Inside an union domain, the procedures will regularly include the employee, association agents and individuals from the employer's supervisory group.

4. Yes. A protest officially enters the grievance technique when it is exhibited recorded as a hard copy. The steward, who typically has the duty regarding presenting the grievance for keeping in touch with the union, ought to do so simply in the wake of finishing the grievance strategy.

5. Yes. On the off chance that the administrator slows down in furnishing a response on a grievance, the steward ought not stop for a second to summon the time confinements illuminated in the agreement. On the off chance that there are no time impediments, it might be important to deliberately bother the manager until you find a solution. On the off chance that there is still no reaction you may need to document a grievance accusing the chief of "slowing down," or generally move legitimately to the subsequent stage in the system.

6. Yes. The announcement of the grievance will be submitted inside twenty (20) working days of the occurrence, or inside twenty (20) working days of the date a worker could sensibly be relied upon to have first information of the conditions prompting the grievance.

7. Yes. Being that there are such a large number of various work areas extending from mining, to assembling, to training, among several others, there might be a couple of special cases. In any case, most laborers' unions share comparable rules and request comparable rights from businesses. Consequently, the time invested researching grievances is repaid energy.

8. Definitely No. The work period positions normally do not qualify for overtime pay.

9. Yes. The employer can absolutely record an unreasonable work practice complaint against the union and take it to a more elevated level on the off chance that that there is proof that the union is debasing its dealing individuals and forcing them to get things done without wanting to.