PEF Guidelines on How to Present a Grievance

1. Know Your Facts ... Be Confident
   When you are ready to go into a conference with the supervisor, try not to outsmart him/her. Know your rights under the contract. State all your facts plainly and clearly. Avoid opinions or hearsay evidence. Too many grievances are lost because the steward did not have the facts clearly stated. Representation style alone rarely wins grievances. It takes FACTS.
   
   
2. Stick to the Point ... Be Businesslike
   While discussing the grievance, the supervisor may try to sidetrack the real issue and lead the steward off into a discussion of irrelevant issues or inject additional complaints against the employee. The steward should insist on discussing only those issues raised by the grievance. Don't get trapped by this maneuver.
   
   
3. Settle the Grievance at the First Step
   The most desirable result is to have the grievance settled at the first step. The steward should strive for this but you need to be clear about what the facts are as well as what it is that you want.
   
   
4. Take a Positive Position ... Don't be Defensive
   Don't be timid or convey the feeling to the supervisor that you are presenting the grievance because it is an obligation on your part to do so. Avoid being apologetic-impress the supervisor that there is no possible doubt that in your mind the grievance has merit and should receive an equitable settlement.
   
   
5. Shift the Burden of Proof on the Supervisor
   If possible the steward should let the supervisor try to justify and prove that the action they have taken is correct. You may then have a better opportunity to show where they are wrong. Let the supervisor carry the burden of proving their rationale of the case. Maintain your position on a grievance until proven wrong.
   
   
6. Disagree With Dignity
   If you disagree with the supervisor do so in a calm, firm, positive manner. Declare your intentions of taking the grievance to the next step if it cannot be resolved at this stage. As a rule, supervisors prefer to settle complaints early on before it is taken to a higher management level.
   
   
7. Maintain a United Position
   Make sure that you and the grievant are both in agreement as to the facts and issues BEFORE you go to meet the supervisor. Make sure that you have had an opportunity to talk with the employee in private prior to meeting with management. It is here that you and the grievant must plan your case and strategy. If you find that you and the grievant have a difference of opinion during the grievance hearing take a recess (CAUCUS) and work out the problem in private. It is important to present a UNIFIED position to the supervisor.
   
   
8. Remedy
   Before you meet with the supervisor, be sure that you have a solution or remedy to the grievance. Be CERTAIN the remedy is acceptable to the employee. Be ABSOLUTELY CERTAIN to inform the supervisor of the proposed solution. It is up to the employee and/or the steward to suggest a solution or remedy. It IS NOT the supervisor's responsibility to suggest a remedy to the grievance.
   
   
9. Avoid Bluffing
   Sooner or later you will be caught at bluffing. It is in the best interest of the employee and your credibility as a steward to develop a reputation for honesty.
   
   
10. Follow Through on the Grievance and be Prompt
    Refer the grievance to the chief steward or to your Field Representative if the matter is not resolved at the first step. Give them all the facts and arguments used when you presented the grievance to the supervisor. Don't allow the grievance to gather dust. Delayed grievances mean delayed justice. Be prompt. Keep a constant check as the grievance proceeds from step to step. Report back to the grievant on a regular basis.
    
    
11. Keep a Chart on the Time Limits for Grievances
    You need to keep a chart showing the date the grievance is submitted at each step so that the grievance will proceed on a timely basis. The grievance chart should also indicate when the grievance was returned as well as the dates it should be submitted at each succeeding step. If you miss the time limits the grievance becomes untimely and you lose.

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