Maine Grievance Pursuant to a Union Contract

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Description

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.

A Maine Grievance Pursuant to a Union Contract refers to the process through which an employee, represented by a union, raises a complaint or dispute regarding their employment conditions, rights, or contractual obligations. This process is governed by the collective bargaining agreement (CBA) between the union and the employer. In Maine, various types of grievances can be pursued under a union contract, including but not limited to: 1. Discipline or Termination Grievances: When an employee feels that disciplinary action or termination imposed by the employer is unfair, unjust, or in violation of the contract, they may file a grievance. This could involve allegations of improper procedures, lack of just cause, or inconsistent application of disciplinary measures. 2. Contract Interpretation Grievances: These disputes arise when there is ambiguity or disagreement about the meaning or application of certain provisions in the collective bargaining agreement. Employees may raise grievances to seek clarification or assert their rights under specific contractual terms. 3. Seniority or Promotional Grievances: In cases where an individual believes that their seniority rights have been violated or that they were denied a rightful promotion, they can initiate a grievance to challenge these actions and seek appropriate remedies. 4. Wage or Benefit Grievances: If an employer fails to comply with the agreed-upon wage rates, overtime, holiday pay, or benefit provisions outlined in the contract, employees can file a grievance seeking compensation for the alleged violations. 5. Health and Safety Grievances: These grievances pertain to concerns related to occupational health and safety issues. Employees who believe that the employer has neglected safety measures, failed to provide proper equipment, or created hazardous working conditions may file a grievance seeking corrective actions. The grievance process typically involves several steps, which may vary depending on the specific contract and union policies. It often begins with the employee or their union representative presenting the complaint to the immediate supervisor or department head. If the issue remains unresolved, it can progress to higher-level management, labor relations representatives, or a designated grievance committee. Throughout the grievance procedure, the involved parties engage in negotiations, discussions, and sometimes mediation, in an attempt to reach a satisfactory resolution. If a settlement cannot be achieved, the dispute might proceed to arbitration, where a neutral third party will hear the case and make a binding decision. Keywords: Maine, Grievance Pursuant to a Union Contract, employee rights, collective bargaining agreement, discipline grievances, termination grievances, contract interpretation grievances, seniority grievances, promotional grievances, wage grievances, benefit grievances, health and safety grievances, grievance process, arbitration.

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FAQ

A grievance procedure is a formal way for an employee to raise a problem or complaint to their employer. The employee can raise a grievance if: they feel raising it informally has not worked. they do not want it dealt with informally. it's a very serious issue, for example sexual harassment or 'whistleblowing'

What are my rights? A union owes a duty of fair representation to all of the workers it represents. This duty requires that the union act fairly, impartially, and without ill will or discrimination when pursuing a worker's grievance or when negotiating a new contract with the employer.

Conciliation: the settlement of disputes over interests, disagreements over the termination of work relationships, or disputes between trade unions within one company only. It is done through deliberations mediated by one or more neutral conciliators.

A key objective of effective systems is to ensure that wherever possible, the parties to the dispute resolve it through a consensus-based process such as conciliation and mediation, before reverting to arbitration and/or adjudication through a tribunal or labour court.

An employer and a union are required to negotiate any subject that relates to wages, benefits or other terms and conditions of employment. As a result, both parties must discuss and reach an agreement on each of those terms. If the parties are unable to reach an amicable agreement, then negotiations may reach impasse.

Collective bargaining is the process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family, and more.

Five Steps To Winning GrievancesListen carefully to the facts from the worker. Listening is a lot harder than most people realize.Test for a grievance. You already know the five tests for a grievance.Investigate thoroughly.Write the grievance.Present the grievance in a firm but polite manner.

The vast majority of union-employer contract disputes are resolved in a grievance procedure, and most of the rest are disposed of routinely through arbitration. Occasionally, a party will resist arbitration or will refuse to comply with an arbitrator's award.

An unfair labor practice is an action by an employer or a union that violates the National Labor Relations Act (NLRA). Examples of prohibited conduct by a union include: Restraining or coercing the employer or employees in exercising the rights provided by the NLRA.

Employers must give the union advance notice of any proposed workplace changes that involve these issues, if the union requests it. An employer who refuses to bargain or takes unilateral action in one of these mandatory bargaining areas commits an unfair labor practice.

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Maine Grievance Pursuant to a Union Contract