Member Grievance Intake

Members can securely submit a grievance request here.

Submissions are reviewed by union staff before any follow-up or case handling is finalized.

Page 2 Steward Guide Back to Intake Form

TO: OPEIU LOCAL 277 STEWARD: PLEASE COMPLETE THIS INFORMATION WHEN PRESENTING GRIEVANCE TO STEP 3. The following outline is suggested to provide sufficient information on grievances so that proper disposition may be made. The best time to obtain these facts is when the complaint or grievance materializes. Most or all of these questions may not be involved in all grievances. The degree to which these questions may apply to a particular grievance depends upon the employee name, file date, and classification. Also, the questions who?, what?, where?, when?, how?, and why? should be answered.

1. Issue

  1. Who made the overtime request to employee selected to perform the work?
  2. Who made the overtime?
  3. What work was performed?
    1. Did the employee do the work during the week?
    2. Was it worked on overtime during the week or the weekend?
  4. What type of grievance is this?
    1. Who is in dispute?
    2. What work was performed and on which shift?
    3. Who normally performs this work if over by employee?
    4. What work was scheduled and/or localized overtime?
    5. Was this work performed on the day in question?
    6. Day in question?
    7. Is there merit to his/her claim?

2. Discipline or Transfer

  1. Suspension, lay-off, reassignment of transfer
    1. Suspension, to whom assigned?
    2. Was the grievant assigned to a shift other than his/her regular shift?
    3. What work does the grievant claim he/she is assigned to do?
  2. How long assigned to work in question?
    1. How long did he/she work in question?
    2. Who replaced the work in question?
    3. Why did grievant perform the assignment?
    4. Who performed the same work on second shift?
    5. Has there been any substantial change in his/her assignment?

3. Prior Record

  1. Who was approached (by name and hire date)?
  2. Why was employee discharged?
  3. Why was employee suspended?
  4. Why was grievant, or someone else, transferred?
  5. What records did company give prior to grievance?
  6. Was personnel record of grievant or other employee used in conjunction with disciplinary action?
  7. Why was grievant, or other person, selected?
  8. What was given to persons involved?
  9. What was the basis for management's classification decision?
  10. Why was it necessary to change grievant's classification?
  11. Was trial period involved?
  12. If so, why was grievant not retained?

4. Seniority

  1. What is the grievant's seniority date?
    1. When were dates of layoff and displacements effected?
    2. List all employees displaced (by name and hire date).
    3. Date of hire?
    4. Relative order of seniority?
  2. Has this grievant not retained?
    1. Was grievant laid off?
    2. Was recalled?

5. Performance

  1. Was grievant a probationer? From what job title to what job title?
  2. Was grievant qualified to perform the work?
  3. Was he/she previously instructed or performing?
  4. What do the company records show?
    1. Has employee a prior record?
    2. What are the facts from the company record?

6. Work Under Supervisor's Direction

(Including supervisor working) (including P & A working)

  1. Who is in dispute?
  2. What work was done and by whom?
    1. Who performed work prior to grievant?
    2. How much time was involved?
  3. Is the work normally performed by the grievant's classification?
    1. How often?
  4. Amount of time spent on job?
  5. Announce of transfer by work by classification?
  6. Was it an emergency situation and why?
OPEIU Local 277 grievance intake for members. Please avoid submitting duplicate requests for the same issue.