The Quality of Information;

 

When collecting information for handling grievances, a steward must constantly search for useful facts. What information is useful in this grievance? Training and practice with specific grievances will teach stewards to answer that question, but some general guidelines might help.

 

Elements make information useful in grievances.  They are:

 

• The information can be measured accurately.
• The meaning of the information is clear.
• Can Information Be Measured?

 

There are many ways of measuring information. Distance can be measured in inches, feet, yards, miles, etc.  Time is measured in seconds, minutes, hours, days, years, etc.  These measures are used in many grievances.  Some others include:

 

Information - Method of Measurement;

 

• Seniority - Years, months, and days.
• Absenteeism - Number of days used, Tardiness, Number of days tardy.
• Other Jobs Held - Job titles, period on each Job, Job specifications.
• Performance Counseling - Type of counseling
• Discipline - Number, Kind of violation(s).

 

In each type of information, the investigator can produce a number or a measurement that can be compared with other cases. For example, a member who has been absent five days in the past six months has fewer absences than someone with seven absences. Every reasonable person who looked at that record will agree that five absences are less than seven absences in a six-month period. The same can be said for each of the kinds of information shown above.

 

"Wait!!!" an experienced steward says. "You may have a number of some kind, but that does not tell you the reasons for absence. Some reasons are better than others. A member with seven absences may have legitimate reasons than someone with five absences does not have. With each kind of information listed above, you have to know the reasons for each record." Absolutely right! You have to know the meaning of most kinds of information. Also, how many days absent constitutes "absenteeism?" This bears more investigation.

 

Avoid Using Vague Words:  Challenge the Meaning. Some words, frequently used to describe a person or a type of behavior, have little or no use in processing grievances.  They include the following:

 

• Personality, Responsibility, Dependability, Morale, Ability, Character and Attitude.

 

• Whenever one of those words is used to the detriment of your grievant, insist on more precise, measurable words.

 

Sources of information;

 

• People who can supply information:

 

• The member who is filing the grievance.

 

• The member’s fellow co-workers.

 

• Other witnesses to the grievance.

 

Fellow stewards, -- they can supply ideas about similar grievances in the

past. The member’s personnel file.

 

Persons in supervisory positions -- it is usually best to speak to management about a grievance before you fight the case. Learn management's views so that you will have a better idea of its reasoning. You also can get a clearer idea of the facts after hearing them from both the member and the supervisor. This should be achieved at the first step.

 

Departmental records, pictures, videos, or other evidence should be requested through the investigator or the Wardens office in a timely manner prior to the disciplinary conference.