Kroger Store 903 Grievance Win: Stopping Overtime Abuse and Workplace Harassment
The Situation
At Kroger Store 903, the 3rd shift grocery crew was being required to stay past their scheduled shifts, often with little to no notice.
What Went Wrong
Overtime itself isn’t the issue. In many workplaces, including Kroger, management can require overtime under the contract.
The problem was how it was being handled.
Workers were being forced to stay with no notice, spoken to disrespectfully, and had their jobs threatened if they didn’t comply. That kind of behavior crosses the line from enforcing policy into harassment.
Where the Union Stepped In
Workers spoke up and a grievance was filed to address how management was handling overtime and the threats that came with it.
The Outcome
• Employees will be asked not forced to stay over
• The harassment and threats will stop immediately
The Hidden Work of the Union
Even when management has certain rights under the contract, there are still limits. The union’s role is to make sure those rights aren’t abused and that workers are treated with dignity and respect.
When Should You Call the Union?
If something feels off like threats, intimidation, or being treated unfairly even if management says it’s “allowed” it’s time to reach out.
Why Stories Like This Matter
After the grievance was settled, Chief Steward Mary T. summed it up simply to her Union Representative Jed Buckles:
“Thank you for always fighting for us! That’s one for the good guys.”
That reaction says a lot. Too many workers get used to being treated poorly and start believing nothing can change. Wins like this remind people that when workers stand together and use their union contract, they don’t have to just accept disrespect and intimidation as part of the job.
Know Your Rights
Even in situations where overtime can be required, you still have the right to be treated with respect and without threats or intimidation.
This is what a union is for fighting for respect, fairness, and dignity every single day.
A Note About Grievances
Every grievance situation is unique. Outcomes can vary depending on the specific facts of the case and the language in a union’s collective bargaining agreement. Similar situations may be resolved differently depending on the details involved and the protections written into each union contract.