The ACCESS Grievance Procedure is a part of the Master Labor Agreement and is available to all members of the bargaining unit in resolving contract disputes and other working condition matters.
Do you know your Weingarten Rights?
Whenever a conversation with a supervisor becomes difficult or uncomfortable you should seriously consider invoking your Weingarten Rights. Read this statement to management:
“If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I request that my Union Representative or Officer be present at the meeting. Without representation, I choose not to answer any questions.”
” This is my right under a U.S. Supreme Court Decision called Weingarten.”
Purpose of the Grievance Committee:
From ACCESS Constitution & Bylaws; Bylaws Article IX, Sec. P.
“Grievance Committee – Investigates complaints and represents members, non-members, and the interests of the Association according to the Grievance Procedure in the Master Agreement.”
Note: The ultimate goal is to protect the integrity of the contract and the contract rights of the bargaining unit members.
Definition and Objective of the Grievance Procedure:
From Master Agreement; Article 7 Grievance Procedure.
“The objective of this grievance procedure is to secure, at the lowest possible administrative level, in the shortest period of time, equitable solutions to grievances. Proceedings shall be kept as informal as possible and confidential.”
“Definition of a Grievance: A ‘grievance’ means a complaint that:
- There has been a violation, misinterpretation, or inequitable application of any provisions of personnel policy or this agreement;
- A staff member has been treated inequitably by reason of an act or condition that is contrary to established CCBDD policy or practice governing or affecting staff members.”
Note: No solution to a grievance may be contrary to the terms of the Master Agreement.
Anything else is not a “grievance” but may still be a complaint, criticism, objection, problem, question, or opinion that should be identified and addressed, at least informally.
The Grievance Procedure begins at the Informal Level.
If you think that you may have a grievance:
- You should immediately contact your Association Representative or one of the Officers.
- You must initially discuss the grievance with your immediate supervisor, either directly or through your representative(s) with the objective of resolving the matter informally.
- You must contact your immediate supervisor and request a meeting to begin the Informal stage within thirty (30) days after the occurrence of the alleged grievance.
- Informal discussions with the appropriate administrator (may not be your supervisor) should take place within 10 days of your notification to your supervisor.
- Always have an Association Representative with you when you discuss matters that may affect your employment.