LIMIT DETAILS TO BASIC INFORMATION.

 

OMIT MCO’s ARGUMENTS, EVIDENCE AND JUSTIFICATION FOR ITS POSITION. Many times, this information is used by the employer in preparing their case against MCO. Arguments, evidence and justification for the grievance should be used in oral arguments with management.

 

DON'T LIMIT CONTRACT VIOLATIONS. In stating why there is a grievance, you can use the phrase, "violates the spirit of the contract," and the words, "including Article.  You can also use "violates Article         and other relevant articles and sections of the contract."  This may allow you to add additional violations of the agreement if they are found later.

 

DON'T LIMIT THE REMEDY. If a member has been discharged, ask for immediate reinstatement with full back pay and all rights, privileges and benefits restored, and the entire matter expunged from the member's record.  This makes it possible for the member to receive his or her job back, plus back pay, seniority, vacation time, fringe benefits, etc. But you must ask for them.

 

AVOID PERSONAL REMARKS. The grievance states MCO’s position, not the steward's or the grievant opinion. Avoid the use of phrases like "I think" or opinions about management officials.

 

CONSULT WITH THE GRIEVANT. Go over the written grievance with the member, explaining what the requested remedy is, ensuring the grievant understands.

 

HAVE THE GRIEVANT SIGN THE GRIEVANCE. This guarantees that the member has seen and read the grievance and offers legal protection for MCO when determining the final settlement of the grievance.

 

SOLIDARITY. Explain the grievances to the members to make certain they understand and support your efforts.

 

REPORT ACTIONS.  Keep the grievant up to date on each action.

 

ARBITRATION. Remember to prepare each case and each grievance on the assumption that this may be the case that goes to arbitration. Information not included during the grievance process normally cannot be introduced at the arbitration step.