Stewarding 3 What is Your Issue

If someone comes to you with a workplace issue, you will get an initial description like the one you entered above.

Next, we will make sure that we got the essential information we will need to understand the issue.

Who could fix this issue? Provide their names if applicable.

Who else in the workplace is impacted by this issue?

How long have the individuals affected by this issue been working at this workplace? Are they off probation? Is there a union? Is there a union contract in effect?

What are the dates that important events occured? Be as exact as you can. Give a description of each event. If the problem is longstanding and on-going, state that.

What are the relevant documents for the issue if any? Emails from management? Disciplinary letter? Websites? Get a copy of everyone of them.Upload your document.

Drag & Drop Files, Choose Files to Upload

Upload your next document.

Drag & Drop Files, Choose Files to Upload

Important Note:

If your issue deals with challenging a management action there may be a time deadline to file a complaint, grievance or unfair labor practice (ULP) charge. If the issue is ongoing, a deadline will not apply. Your clock starts from when the affected worker could have been reasonably expected to know of the action. Usually this will be the date on a written document. Many union contracts have a deadline of 30 days. ULP’s could have longer timelines, up to six months or a year depending on the applicable law.

There are many complimentary ways to challenge management actions, legal and mobilizing. Mobilizing will not have legal time restrictions. We will investigate a variety of options throughout this training.

Who else in your workplace knows about this issue or has a similar concern? What do they think?

What are the racial, gender, sexual preference breakdowns of the workers involved? Does this interact with the issue you have described and if so how? Think carefully about this, these issues can be subtle but very important.

What solution do you want for your issue?

Important Note:

Management may want to meet with the affected worker (you?) to discuss the issue. You have the right to take a co-worker or union person with you. You should in almost every case assert this right. If you go alone, management may badger you into saying or agreeing to statements that may hurt you. You also need a second person present as a witness to whatever is discussed. Do not meet with management alone!

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