A grievance is usually defined in each contract between a union and management. Generally, a grievance is defined as a breach or violation of the contract by the employer.
Types of Grievances
1. Contract violations. These are grievances that involve a violation of a specific part of the contract. They include such matters as seniority, hours or work, staffing, wages, vacation scheduling, and disciplinary action without just cause. Examples include:
* Disciplining an employee without just cause;
* Laying off an employee who should not be laid off because of his/her seniority;
* Wrongfully refusing to grant a vacation request.
2. Past Practice or Policy violations. No contract can cover every practice or policy on the job. A practice or policy that has been in place for an extended period of time and accepted by both parties either orally, in writing, or impliedly may be the basis for a grievance if it is violated.
3. Violations of the Law. Laws written to protect workers are deemed to be part of the contract, and failure to comply with municipal, state, or federal laws may therefore also be grounds for a grievance.
An Idaho Grievance Pursuant to a Union Contract refers to a formal complaint lodged by a union member against an employer or management, alleging a violation or misinterpretation of the terms and conditions specified in a union contract agreement. This process is specific to the state of Idaho and operates within the legal framework set by federal and state labor laws. When a union member believes that their rights under the collective bargaining agreement have been violated, they have the right to initiate a grievance. The grievance process aims to provide a fair and just resolution to these disputes through a step-by-step procedure outlined in the union contract. This process typically varies depending on the specific union and the contract in question. Keywords related to Idaho Grievance Pursuant to a Union Contract include: 1. Union contract: Refers to the binding agreement between the union and the employer, which outlines the terms and conditions of employment, including wages, working hours, benefits, and grievance procedures. 2. Grievance: The formal complaint filed by a union member against an employer, alleging a violation or misinterpretation of the collective bargaining agreement. 3. Collective bargaining agreement: The legal agreement negotiated between the union and the employer, which governs the working conditions and employment relationship of the unionized workers. 4. Labor laws: The statutes and regulations enacted at the federal and state levels that protect workers' rights and govern the relationship between employers and unions. 5. Dispute resolution procedure: The step-by-step process outlined in the union contract that must be followed to address and resolve grievances. 6. Mediation: A voluntary process where a neutral third party facilitates communication between the union and the employer, helping them reach a mutually agreeable resolution. 7. Arbitration: A process whereby a neutral third party, known as an arbitrator, reviews the evidence presented by both parties and makes a binding decision to resolve the grievance. Different types of Idaho Grievance Pursuant to a Union Contract may include: 1. Contract interpretation grievances: Disputes arising from differing interpretations of the language and provisions contained within the union contract. 2. Contract violation grievances: Allegations that the employer has failed to adhere to or has violated specific terms and conditions laid out in the union contract. 3. Disciplinary grievances: Complaints regarding unjust disciplinary actions taken by the employer against a union member, which may include issues related to termination, suspensions, or demotions. 4. Health and safety grievances: Claims that the employer has failed to provide a safe working environment and has violated health and safety regulations as outlined in the union contract or labor laws. 5. Discrimination grievances: Complaints of unequal treatment or discrimination based on race, gender, age, religion, or other protected characteristics, in violation of the union contract and applicable anti-discrimination laws. It is important to note that the specific types and procedures of grievances may differ among unions and their respective collective bargaining agreements.
