“Do’s” and “Don’ts” in the Grievance Process
When navigating the grievance process, please do:
- Keep (or obtain) a copy of the grievance and any grievance transmittal forms. Make sure these copies are signed and dated by management; this confirms receipt of the grievance and transmittals.
- Monitor the timeline for submitting a grievance and transmitting it to the next level!
- Consult your PIPSC Employment Relations Officer (ERO) or Regional Representative for advice and support if you have questions or concerns about a file.
- Take good notes of meetings (with the grievor, with management, with human resources), and keep a copy of your notes in the file.
- Follow up with a confirming email after important verbal discussions, summarizing the key points of the discussion and all parties’ commitments and ‘action items’.
- Consider how the issues at the heart of a grievance could be creatively resolved. Depending on the member’s interests, it may be possible to negotiate a settlement of the grievance with the employer. Alternative Dispute Resolution or Informal Conflict Management can be useful tools for resolving workplace conflict, particularly interpersonal difficulties.
- Obtain written confirmation of all extensions of time limits and all abeyances.
When navigating the grievance process, please do not:
- Allow inaction to cause a default in compliance with time limits!
- Make arrangements which violate the Collective Agreement or infringe upon employee or other rights.
- Commit PIPSC to action or a position beyond your limits, responsibility, or comfort level.
- Hesitate to contact more experienced stewards or your ERO if you desire advice our guidance with respect to a file.