Deadlines kill grievances.
Most CBAs require the grievance to be filed within a specific number of days from the incident — often 10 to 30 calendar days. Check your contract before anything else. A perfect grievance filed one day late is no grievance at all.
The five W's — write them down now
Before you call your steward, get these on paper. Hand-write it if you can — it shows the date.
- Who — every person involved. Supervisors, coworkers, witnesses. Full names and titles.
- What — what happened, in order, in plain language. Quote actual words when you can.
- When — date and time. Be precise. "Around lunch" is not precise.
- Where — exact location. Room number, vehicle, jobsite, phone call.
- Why — what contract article, policy, or past practice was violated? Don't worry if you can't name it — describe what happened and your steward will identify the article.
The steps
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Step 1 — Talk to your steward
Bring your written notes and a copy of any documents (discipline notice, schedule, email). Your steward will check the contract, the timeline, and whether there's a grievance to file or another path that fits better.
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Step 2 — Informal resolution
Many contracts require an informal step first — a conversation with your immediate supervisor, with the steward present. Sometimes this resolves it. The clock is still running.
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Step 3 — Written grievance
If informal doesn't resolve it, your steward files the written grievance using the form in your contract. The form names the violation, the remedy you're asking for, and the date.
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Step 4 — Higher-level review
Most contracts escalate denied grievances up through department heads, HR, and then the local executive board. Each step has its own deadline.
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Step 5 — Arbitration
If the grievance can't be resolved internally, the local can take it to arbitration — a neutral third party hears the case and issues a binding decision. This is rare. Most cases settle before this point.
What makes a remedy
The grievance has to ask for something concrete. "Make me whole" is the standard phrasing. Common remedies:
- Removal of discipline from the personnel file.
- Back pay for lost wages or overtime.
- Restoration of benefits, leave time, or seniority.
- Reinstatement after termination.
- An order that the practice stop.
Don't sign anything without your steward.
Last-chance agreements, settlement waivers, "performance improvement plans," memos of understanding — anything that asks for your signature in a discipline context should be reviewed by your steward or local president first. You almost always have the right to delay signing to get representation.