The Union Advantage: The Grievance Procedure

Filing Grievances: A right that comes with your Union membership

As a member of UFCW Locals 175 & 633, you have a number of rights and benefits that non-Union workers just don't have.

One of those important rights is a formal complaint procedure known as filing a grievance. A system of official problem resolution in the workplace is a fundamental part of grassroots unionism and the pursuit of fairness.

Without a Union, you can complain all you like, but the employer has no reason to fix anything unless they're required to by law.

Your employer is bound by the terms of your collective agreement.

A grievance can arise for any number of reasons but the underlying issue will be one, some, or all of the following:

• A violation of the collective agreement.

• A violation of provincial or federal law.

• A violation of past practice.

• Unfair actions or violating individual rights.

Grievances may be of an individual nature, or may affect a group of people, and other issues may be considered policy grievances.

Your Union Stewards in the workplace and your full-time Representatives at the Union are educated about the different types of grievances and how to proceed with them.

There is a policy and procedure in place in your collective agreement that your Steward and the Union must follow to file and take subsequent steps with each grievance.

One of the most important elements when it comes to grievances is time limits. Time limits apply for filing grievances as well as at each step of the procedure.

What do you do as a Member?

Ensuring your employer abides by your collective agreement takes a united effort of the bargaining unit members in the workplace.

Not every complaint or concern will result in a grievance, and many issues can be resolved without the need for a grievance at all.

But, if you are concerned about an issue, believe the employer has done something that qualifies as a grievance, or have any questions, please speak to your Union Steward immediately.