Some Phrases Used In Grievance Writing
Download as DOC, PDF0 likes339 views
This document consists of \'Phrases Used in Grievance Writing\'. Please keep in mind that the list is not all-inclusive but can be used as a starting point when writing a grievance.
1 of 1
Downloaded 11 times
Recommended
Safety
SafetyBob Kraves
Ìý
The IAM prioritizes worker safety and ensuring work areas are free from hazards. The union believes no one should risk their health for a paycheck given they work in a wealthy industry capable of providing safe equipment and ergonomic work spaces. The IAM demands companies provide members with a safe environment by including protective contractual language in all agreements.Who runs the union
Who runs the unionBob Kraves
Ìý
Members directly control and run the union through electing representatives and officers, submitting proposals, ratifying contracts, and voting on policies and actions. The document emphasizes that the union is run by and for its members, not by leaders, through a list of ways that members participate in and guide the union.Unions Are A Voice
Unions Are A VoiceBob Kraves
Ìý
Unions bring people with common workplace issues together to advocate for improved conditions. By supporting unions, workers can have a voice on important job and family issues to make life better for themselves, their families, and co-workers. Unions work to address challenges facing modern families through affordable childcare, elder care, medical leave, and strive to implement ideas that help working people and bring prosperity through secure jobs and a voice in their industry.Roll up your pant legs
Roll up your pant legsBob Kraves
Ìý
Management will tell employees to vote against unionization. They will claim the union cannot help employees and only wants dues money. However, the union would mean higher wages and benefits for employees, as well as protecting them from being fired without cause. Management also warns employees that the union will force them to strike, but in reality employees would need to vote for any strike to occur. The open-door policy management touts really just means employees are free to leave if they are unhappy without a union.Company Interference
Company InterferenceBob Kraves
Ìý
The document lists examples of employer violations during a union organizing campaign. Some examples include using work assignments to discriminate against union supporters, threatening to take away benefits if employees unionize, surveilling union meetings, promising benefits to reject the union, and threatening employees or coercing them to influence their vote. Employees are advised to contact their union representative if they experience any of these violations.What the IAM Can Do For You
What the IAM Can Do For YouBob Kraves
Ìý
The document summarizes benefits of joining the International Association of Machinists (IAM) union. It discusses how the IAM negotiates collective bargaining agreements to establish wages, benefits and working conditions for its members. Unlike at-will employees, IAM members are protected and not subject to dismissal without cause. The IAM enforces agreements and represents members in issues like disputes, discipline, harassment and safety. Members decide through votes on contracts and actions like strikes.Unions are protection
Unions are protectionBob Kraves
Ìý
Unions provide protection for employees by allowing them to collectively bargain for wages, benefits, job security, and fair treatment in the workplace. While other groups like lawyers, businessmen, police, and airlines belong to associations that represent their mutual interests, employees need unions to counterbalance the power of large companies. Voting to form or join a union ensures workers can negotiate effectively for their terms of employment and not be taken advantage of individually by their employers.Anti union tactics part 3
Anti union tactics part 3Bob Kraves
Ìý
This document discusses several things that employers don't tell employees about unions. It states that with a union, employers cannot change wages, benefits, or working conditions without employee agreement. It also notes that union workers do not necessarily bargain themselves out of jobs, and that companies go out of business due to poor market conditions or management rather than paying decent wages. Additionally, it explains that unions protect members from unfair disciplinary actions and firings by having neutral arbitration, not management, as the final step in grievance procedures. Finally, it asserts that most informed workers believe unions are necessary and valuable.Anti union tactics part 2
Anti union tactics part 2Bob Kraves
Ìý
The document outlines anti-union tactics that bosses may use to discourage employees from unionizing, such as hiring consultants, giving small wage increases, holding mandatory anti-union meetings, increasing communication with employees, changing how nice or mean they are to employees, using delays and technicalities to slow the union election process, taking union materials out of context, using negative press about other unions, and trying to divide employees and blame the union. It concludes by saying employees should educate themselves, stick together, and inform each other to counter these tactics.Anti Union tactics part 1
Anti Union tactics part 1Bob Kraves
Ìý
This document outlines common anti-union tactics that bosses may use during a union organizing campaign. It lists arguments bosses make such as claiming the union is an outsider, will disrupt the workplace environment, only wants dues money, will make workers go on strike, will bankrupt the organization, and is corrupt. It advises workers that these tactics have been used repeatedly and stresses the importance of worker solidarity during an organizing effort.Iam Procedures for Union Meetings fb
Iam Procedures for Union Meetings fbBob Kraves
Ìý
The document describes the standard order of business for meetings of the International Association of Machinists (IAM) union locals. It includes steps like calling the meeting to order, reciting the pledge of allegiance, taking roll call of officers, reading and approving previous meeting minutes, financial reports, committee reports, new and unfinished business, and adjourning the meeting. The order is meant to keep meetings organized and ensure all required business is addressed.Steward
StewardBob Kraves
Ìý
The document provides guidelines for a union steward's role during an investigation meeting. It advises the steward to speak to the member beforehand, question any witnesses to determine accuracy and biases, take an active advocacy role for the member, take notes without relying on management's notes, and ensure the member is treated fairly, with the option to challenge discipline through the grievance procedure.Due Process F B
Due Process F BBob Kraves
Ìý
The document discusses due process protections for unionized workers under collective bargaining agreements. It states that due process is included to provide fair hearings for workers being evaluated or disciplined. It also notes that workers have the right to union representation if they are being investigated or asked to provide statements that could lead to discipline. The union steward's role is to represent employees and ensure their rights are protected under the agreement.District 141 Bylaws
District 141 BylawsBob Kraves
Ìý
This is a copy of the official IAM District 141 Bylaws that have been in effect since January 1, 2009.IAM Constitution 2008
IAM Constitution 2008Bob Kraves
Ìý
This document is the constitution of the International Association of Machinists and Aerospace Workers (IAM). It outlines the grand lodge officers, jurisdiction of the IAM which includes a wide range of skilled trades, professions and industries, and the platform and goals of the IAM which are to improve wages, benefits and working conditions for its members through organizing, negotiations and political action.Filing the IAM & UAL First Step Complaint Form
Filing the IAM & UAL First Step Complaint FormBob Kraves
Ìý
Step by step instruction on how to properly fill out the First Step Grievance Form between the IAM & UAL. Tips for Stewards
Tips for StewardsBob Kraves
Ìý
The document provides tips for IAM stewards to follow when handling grievance meetings with management. It advises stewards to take thorough notes during meetings, listen carefully to understand management's perspective, explain their strategy to grievants beforehand, avoid bluffs, put the burden of proof on management, stop talking after making their point, and follow proper grievance channels. It warns against management tactics like sidetracking, trading grievances, agitating stewards, and stalling to avoid time limits. The overall message is that stewards should assert their equal rights to force supervisors to take them seriously and help resolve more issues.Role of an IAM Shop Steward
Role of an IAM Shop StewardBob Kraves
Ìý
Shop stewards are IAM members elected or appointed to represent fellow employees in their work area. They monitor administration of the collective bargaining agreement, explain provisions to employees, and assist with complaints to management. The steward provides assistance during company investigations and is central to the relationship between the IAM, company, and workers. Effective stewards enforce contracts, serve as an example, attend union meetings, keep accurate records, fight discrimination, and strive for excellence in representing members.Basics of the Grievance Procedure
Basics of the Grievance ProcedureBob Kraves
Ìý
The document discusses grievance procedures for resolving disputes between workers and management. It defines a grievance, outlines the purpose and steps of a grievance procedure, and provides guidance on writing and presenting grievances. Key points include that a grievance procedure provides an orderly process for handling disputes, outlines representation for workers, and includes provisions for arbitration if earlier steps do not resolve the issue.More Related Content
More from Bob Kraves (11)
Anti union tactics part 2
Anti union tactics part 2Bob Kraves
Ìý
The document outlines anti-union tactics that bosses may use to discourage employees from unionizing, such as hiring consultants, giving small wage increases, holding mandatory anti-union meetings, increasing communication with employees, changing how nice or mean they are to employees, using delays and technicalities to slow the union election process, taking union materials out of context, using negative press about other unions, and trying to divide employees and blame the union. It concludes by saying employees should educate themselves, stick together, and inform each other to counter these tactics.Anti Union tactics part 1
Anti Union tactics part 1Bob Kraves
Ìý
This document outlines common anti-union tactics that bosses may use during a union organizing campaign. It lists arguments bosses make such as claiming the union is an outsider, will disrupt the workplace environment, only wants dues money, will make workers go on strike, will bankrupt the organization, and is corrupt. It advises workers that these tactics have been used repeatedly and stresses the importance of worker solidarity during an organizing effort.Iam Procedures for Union Meetings fb
Iam Procedures for Union Meetings fbBob Kraves
Ìý
The document describes the standard order of business for meetings of the International Association of Machinists (IAM) union locals. It includes steps like calling the meeting to order, reciting the pledge of allegiance, taking roll call of officers, reading and approving previous meeting minutes, financial reports, committee reports, new and unfinished business, and adjourning the meeting. The order is meant to keep meetings organized and ensure all required business is addressed.Steward
StewardBob Kraves
Ìý
The document provides guidelines for a union steward's role during an investigation meeting. It advises the steward to speak to the member beforehand, question any witnesses to determine accuracy and biases, take an active advocacy role for the member, take notes without relying on management's notes, and ensure the member is treated fairly, with the option to challenge discipline through the grievance procedure.Due Process F B
Due Process F BBob Kraves
Ìý
The document discusses due process protections for unionized workers under collective bargaining agreements. It states that due process is included to provide fair hearings for workers being evaluated or disciplined. It also notes that workers have the right to union representation if they are being investigated or asked to provide statements that could lead to discipline. The union steward's role is to represent employees and ensure their rights are protected under the agreement.District 141 Bylaws
District 141 BylawsBob Kraves
Ìý
This is a copy of the official IAM District 141 Bylaws that have been in effect since January 1, 2009.IAM Constitution 2008
IAM Constitution 2008Bob Kraves
Ìý
This document is the constitution of the International Association of Machinists and Aerospace Workers (IAM). It outlines the grand lodge officers, jurisdiction of the IAM which includes a wide range of skilled trades, professions and industries, and the platform and goals of the IAM which are to improve wages, benefits and working conditions for its members through organizing, negotiations and political action.Filing the IAM & UAL First Step Complaint Form
Filing the IAM & UAL First Step Complaint FormBob Kraves
Ìý
Step by step instruction on how to properly fill out the First Step Grievance Form between the IAM & UAL. Tips for Stewards
Tips for StewardsBob Kraves
Ìý
The document provides tips for IAM stewards to follow when handling grievance meetings with management. It advises stewards to take thorough notes during meetings, listen carefully to understand management's perspective, explain their strategy to grievants beforehand, avoid bluffs, put the burden of proof on management, stop talking after making their point, and follow proper grievance channels. It warns against management tactics like sidetracking, trading grievances, agitating stewards, and stalling to avoid time limits. The overall message is that stewards should assert their equal rights to force supervisors to take them seriously and help resolve more issues.Role of an IAM Shop Steward
Role of an IAM Shop StewardBob Kraves
Ìý
Shop stewards are IAM members elected or appointed to represent fellow employees in their work area. They monitor administration of the collective bargaining agreement, explain provisions to employees, and assist with complaints to management. The steward provides assistance during company investigations and is central to the relationship between the IAM, company, and workers. Effective stewards enforce contracts, serve as an example, attend union meetings, keep accurate records, fight discrimination, and strive for excellence in representing members.Basics of the Grievance Procedure
Basics of the Grievance ProcedureBob Kraves
Ìý
The document discusses grievance procedures for resolving disputes between workers and management. It defines a grievance, outlines the purpose and steps of a grievance procedure, and provides guidance on writing and presenting grievances. Key points include that a grievance procedure provides an orderly process for handling disputes, outlines representation for workers, and includes provisions for arbitration if earlier steps do not resolve the issue.