WHO is involved in the grievance? Name(s), clock and department number;
seniority date; phone number. (Don’t forget the supervisor or
management representatives involved and any witnesses).
WHAT happened that caused the violation? Improper layoff or recall? Safety
guard not replaced? Improper promotion or transfer? Unfair discipline?
WHEN did the grievance occur? On what day and at what time did the act or
omission take place which created the grievance? For how long or how
many times? Is it within time limits to proceed with a grievance?
WHERE did the grievance occur? Exact location: department, job site, store,
machine, aisle, job number, etc. (A sketch, diagram, or photograph
may be useful.)
WHY is this a grievance? Has the collective agreement been violated? Is it a
violation of a labour law or human rights code? Is there a dispute
about the interpretation of the collective agreement? Is it about
improper or excessive discipline?
WANT what does the member want to resolve the violation of rights, the
interpretation problem, or the discipline? (Usually we ask for “redress in
full” which includes re-instatement, full seniority, back pay, etc.)
Request this file in a different format