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 Hennepin Minnesota Grievance Pursuant to a Union Contract refers to a formal process followed by employees covered by a union contract in Hennepin County, Minnesota, to address workplace disputes or violations that occurred in relation to their employment. This process is regulated by a specific set of procedures outlined in the union contract, ensuring fair and consistent treatment of employees. Typically, there are two main types of grievances pursued under a union contract in Hennepin, Minnesota. These are categorized as contractual grievances and disciplinary grievances. 1. Contractual Grievances: Contractual grievances arise when an employee believes that the employer has violated specific terms and conditions outlined in the union contract. These violations could involve areas such as wages, benefits, overtime, working hours, job assignments, promotions, or seniority rights. Employees can initiate a contractual grievance when they feel that their rights or entitlements have been compromised by the employer's actions or decisions. 2. Disciplinary Grievances: Disciplinary grievances occur when an employee feels that disciplinary actions taken against them, such as suspensions, terminations, or written warnings, were unfair or unwarranted based on the union contract. These types of grievances may focus on issues related to due process, arbitrary or discriminatory discipline, improper investigations, or inconsistent treatment compared to other employees in similar situations. To pursue a grievance, employees covered by a union contract in Hennepin, Minnesota, must adhere to a specific process outlined in their agreement. This often involves the following steps: 1. Filing: The employee initiates the grievance process by submitting a written complaint to their immediate supervisor or human resources department. The complaint should clearly outline the alleged contractual violation or disciplinary action and include any supporting evidence. 2. Investigation: Once the grievance is filed, the employer is typically required to conduct an investigation to gather the necessary facts and information. This investigation may involve interviewing relevant parties, reviewing documents, and examining applicable policies and procedures. 3. Grievance Meeting: If the employee and employer cannot resolve the issue informally, a grievance meeting or hearing, often attended by union representatives, is scheduled. During this meeting, both parties present their case, provide evidence, and have the opportunity to question witnesses or the opposing party. 4. Decision and Appeal: After the grievance meeting, the employer will issue a written decision outlining their conclusion and any remedial actions. If either party is dissatisfied with the decision, they might have the right to appeal the decision through additional steps outlined in the union contract, such as arbitration or mediation. It is crucial for employees in Hennepin Minnesota covered by a union contract to familiarize themselves with their contractual rights and the specific grievance procedures. Consulting with union representatives or legal professionals knowledgeable in labor law is advisable to ensure a strong case presentation and to protect their rights throughout the grievance process.A Hennepin Minnesota Grievance Pursuant to a Union Contract refers to a formal process followed by employees covered by a union contract in Hennepin County, Minnesota, to address workplace disputes or violations that occurred in relation to their employment. This process is regulated by a specific set of procedures outlined in the union contract, ensuring fair and consistent treatment of employees. Typically, there are two main types of grievances pursued under a union contract in Hennepin, Minnesota. These are categorized as contractual grievances and disciplinary grievances. 1. Contractual Grievances: Contractual grievances arise when an employee believes that the employer has violated specific terms and conditions outlined in the union contract. These violations could involve areas such as wages, benefits, overtime, working hours, job assignments, promotions, or seniority rights. Employees can initiate a contractual grievance when they feel that their rights or entitlements have been compromised by the employer's actions or decisions. 2. Disciplinary Grievances: Disciplinary grievances occur when an employee feels that disciplinary actions taken against them, such as suspensions, terminations, or written warnings, were unfair or unwarranted based on the union contract. These types of grievances may focus on issues related to due process, arbitrary or discriminatory discipline, improper investigations, or inconsistent treatment compared to other employees in similar situations. To pursue a grievance, employees covered by a union contract in Hennepin, Minnesota, must adhere to a specific process outlined in their agreement. This often involves the following steps: 1. Filing: The employee initiates the grievance process by submitting a written complaint to their immediate supervisor or human resources department. The complaint should clearly outline the alleged contractual violation or disciplinary action and include any supporting evidence. 2. Investigation: Once the grievance is filed, the employer is typically required to conduct an investigation to gather the necessary facts and information. This investigation may involve interviewing relevant parties, reviewing documents, and examining applicable policies and procedures. 3. Grievance Meeting: If the employee and employer cannot resolve the issue informally, a grievance meeting or hearing, often attended by union representatives, is scheduled. During this meeting, both parties present their case, provide evidence, and have the opportunity to question witnesses or the opposing party. 4. Decision and Appeal: After the grievance meeting, the employer will issue a written decision outlining their conclusion and any remedial actions. If either party is dissatisfied with the decision, they might have the right to appeal the decision through additional steps outlined in the union contract, such as arbitration or mediation. It is crucial for employees in Hennepin Minnesota covered by a union contract to familiarize themselves with their contractual rights and the specific grievance procedures. Consulting with union representatives or legal professionals knowledgeable in labor law is advisable to ensure a strong case presentation and to protect their rights throughout the grievance process.
