Category Archives: Grievance/Arbitration

GRIEVANCE DRAFTING TIPS 4, 5, & 6 Before we turn to three other parts of a grievance where you can boost its winning potential and impact, remember this.  If you were unable to draft the grievance broadly enough during the … Continue reading

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GRIEVANCE DRAFTING TIPS 1, 2 & 3 Most contracts merely require the union to put the following in the grievance: 1- Article and section violated, 2- Description of the grieved event, and 3- Remedy desired.   As clear as that or … Continue reading

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BEHOLD! THE MEGA GRIEVANCE OPTION Twenty years ago if Sherman, our hypothetical disappointed non-selected employee, walked into the union office complaining that he thought the promotion interview questions were chosen to make one particular applicant look better than all the … Continue reading

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BID & ROTATION DYNAMICS The Panel just issued a decision dealing with the right of AFGE Correctional Officers to bid into various assignments by seniority. (AFGE, 2014 FSIP 48) NTEU CBP Officers and several other law enforcement groups have similar … Continue reading

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WHAT’S WRONG WITH THIS WRITTEN GRIEVANCE? Look over the facts listed below to see if you can spot the potential problem in how this grievance was written.  Sarah Smith, our fictional employee, did not make the Best Qualified List for … Continue reading

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A “UNILATERAL CHANGE” GRIEVANCE TIP Assume that your contract has a clause that mirrors the statutory obligation to bargain, i.e., it obligates management to notify and bargain over any midterm changes in working conditions before implementing them.  Further assume that … Continue reading

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A “PARTICULARIZED NEED” BARGAINING TABLE TIP See if you can figure out how the following situation could have been better handled by both parties—and the FLRA.  The union filed a grievance alleging the agency failed to pay unit employees for … Continue reading

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THE SETTLEMENT MOTIVATION One reason managers fail to settle grievances early is that they are unaware of the risks.  Although it would help everyone if agency leaders made them aware of the risk, unions carry some of the blame for … Continue reading

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NAMING GRIEVANTS: A SOURCE OF UNION POWER  Two members come to you, the union steward, complaining that the manager is no longer following the agreement’s provision about how to distribute overtime and they want to grieve.  After they leave, you … Continue reading

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TEST YOURSELF: Is There a Violation Here? Read over the facts below and identify what, if anything, the union can do to help. The answer is provided below the facts. FACTS: Assume that an employee’s administrative workweek starts in the … Continue reading

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