Good Investigations Win Grievances

When a member is disciplined or suspended it’s important that we immediately investigate the situation. Always keep in mind the “5 Ws” when conducting your investigations: who, what, where, when and why.

When investigating a grievance try to maintain an objective attitude because you never know what you might uncover. Interview all witnesses, including witnesses for the company and make sure to take notes.

After you have reviewed all the relevant contract provisions and company policies make sure to get together with your Union Representative to request any relevant information and documents from the company. Don’t just take their word for something on an important piece of information to our case! Verify it for yourself!

For example, management claimed they fired a member while he was still on his probation period. After requesting the relevant documents the Union Representative discovered that our member was 12 days passed the end of his probation period on the day the company fired him. Our member was returned to work with $980.00 in back pay. A proper investigation saved this person’s job.

Remember, in cases of discipline and discharge the company must prove they have a good reason for their action. Make them prove it!

Two members were suspended for supposedly getting into a physical altercation. After investigating, the Union Representative found that the company witness didn’t actually see the altercation and there was no video showing an altercation. Based on this evidence, the company couldn’t prove a physical altercation occurred. Our members still have their jobs today.

One of the most valuable things we provide our members is job security. The company can’t fire you just because. Good investigations are what make that happen!