====== Grievance Procedure & Form Template ======

A grievance is our primary tool for resolving disputes when the Library violates a specific provision of our Collective Bargaining Agreement (CBA). 

<note warning>
**THE 15-DAY CLOCK:** Under Article 17.2, a grievance must be presented in writing **within fifteen (15) calendar days** of the occurrence. If you miss this window, you lose the right to challenge the action.
</note>

===== How the Process Works =====

The grievance process moves through specific steps to ensure fairness:

  * **Step 1: Informal Discussion.** Attempt to resolve the issue with your immediate supervisor. We recommend having a Union Steward present for this "Step 1" meeting.
  * **Step 2: Formal Written Grievance.** If Step 1 fails, a formal written grievance is submitted to the Executive Director.
  * **Step 3: Arbitration.** If the matter remains unresolved, the Union may move the case to an independent arbitrator for a final, binding decision.



===== Grievance Form Template =====

When filing a grievance, you must be specific. Use the template below to organize your facts before submitting them to your Union Representative.

^ Field ^ Required Information ^
| **Date of Incident** | The exact date the "strange thing" or violation occurred. |
| **CBA Article Violated** | Usually **Article 16.1 (Just Cause)** or **Article 16.2 (Progressive Discipline)**. |
| **Statement of Facts** | A brief, factual summary of what happened. Avoid "spitballing" or emotional language—stick to the "who, what, where, and when." |
| **Remedy Requested** | What do you want to happen? (e.g., "Rescind the PIP," "Remove the warning from personnel file," or "Make the employee whole.") |

===== Tips for Success =====

  * **Gather Your Receipts:** Attach copies of emails, work logs, or time-stamped documents that prove your case.
  * **Don't Go It Alone:** Always contact your Union Rep, **Dusty Morford**, before submitting a formal Step 2 grievance.
  * **Be Objective:** The best grievances are built on data and contract language, not personal opinions.

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