When the steward meets with the supervisor to discuss grievances, he is acting in his official capacity an MCO representative and therefore has equal status with the supervisor. After getting the member's version, the steward must go to the supervisor to get the other side. How many grievances will be settled at this level depends upon the authority vested in the supervisor by management. However, despite the supervisor's limitation, each grievance should first be taken to him before going to the higher levels of management, unless the grievance is the result of higher management decisions or involves a discharge (discharge grievances go directly to the third step). Depending on the relationship the steward develops with the supervisor, many grievances can be resolved at the early stages of the process. It is always best if the steward, grievant and supervisor can adjust a grievance in the early stages of the grievance procedure.

 

During the presentation of the grievance, at any level, MCO representatives must be careful to remain on the subject, keep from losing tempers and avoid personality clashes. Other points to remember are:

 

• Follow the grievance procedure and observe the time limits. Don't try to "skip" steps or go over the head of the immediate supervisor. Start with them as provided in the procedure.

 

• Stick to the facts. Argue the case intelligently Don't get excited! Don't start a fight!

 

• Don't show less respect for the supervisor than you want shown to you. And don't let the supervisor show less respect to you than you give to the supervisor.

 

• Listen to the employer's side carefully. Don't talk yourself out of the case.

 

• Don't bluff, don’t threaten. You might get called on it.

 

• Don't permit delays. If the contract says you must get an answer on step two within fifteen days, get it, or proceed to the next step. If the employer asks for a "reasonable" extension of the time limits and is willing to grant extensions to MCO when requested, grant them, but follow up promptly on them when the extension expires.

 

• Don't barter. Settle each grievance on its merits. If you can, take up only one grievance at a time to eliminate this possibility.

 

• Stick to the fight. Don't lose heart. You haven't "lost" until the final step of the grievance procedure has been completed, and even then, the fact of processing the grievance may deter management from doing the same thing again. Or they may even, after the grievance has been adjudicated, grant the relief requested.

 

• Try to settle grievances at the lowest possible level, involving the fewest number of people. The aggrieved would like a decision as soon as possible. And the higher the case goes, the tougher it becomes to get a favorable decision.

 

• When you go in with a committee, don't argue among yourselves. If a point of difference arises, take a recess (don't ask if you can) and resolve the difference.

 

• Get the decision in writing, whatever it is. Be certain to report back to the aggrieved on any meeting which the member may not have attended, or on any developments which may occur with the grievance.