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Teamster stewards need to follow a specific
procedure with respect to addressing issues on the job. The most
important thing a steward can do is make himself/herself available to
the members. Good listening skills save time and clarify issues at hand.
Here's a quick guide for Teamsters stewards who need
to follow some guidelines as they listen to their members, investigate
problems and concerns and raise matters with management.
We encourage you to work closely with your
fellow stewards, officers and business agents on ways to be
effective advocates for Teamster members and their families. To
learn more, contact the IBT Department of Training & Development for information on
publications and materials related to Teamsters stewardship.
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Investigation Highway
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Get who, what, where, when, and why
of the problem. Be aware of time limits.
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Interview the grievant and spot
which contract clauses may have been violated.
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Interview the witnesses and get the
relevant documents.
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Re-evaluate the work problem after
your investigation.
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Discuss the strengths and weaknesses
of the case with the member.
Back to top of page
No Way Bypass
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If the work problem is
not grievable explain and discuss why with the grievant.
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Discuss alternative
ways to resolve the problem.
Put it in Writing Road
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Write a simple, factual, brief
description of the grounds for the grievance. It should
answer clearly "What Happened?"
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Cite contract articles violated and
add "and all other relevant contract articles and
rules."
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Ask for a remedy and include, "and
all other benefits to which the grievant is entitled."
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Watch for opportunities to file
group grievances, policy grievances, or union
grievances.
Head Them off at the Pass
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Cite every provision of the contract
which may have been violated.
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The Employer must have "just cause"
for disciplinary action.
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Upon request, a member is entitled
to your presence at a management investigatory interview
that could lead to discipline.
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You have a Duty of Fair
Representation.
Settlement Street
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Find out management’s position.
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Explore settlements (see
Partnership Parkway).
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Discuss the strength of the case and
next steps with the member.
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If an informal settlement is not
reached, tell management a written grievance may be
filed.
Partnership Parkway
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Never settle a grievance without
consulting the grievant.
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Always get a grievance settlement in
writing.
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Don’t miss a time limit while
waiting for a settlement.
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Be aware of any precedents you may
be setting.
Presenting Avenue
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Follow the contractual time limits
at each step of the grievance process.
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Never present the grievance without
the grievant being there.
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Keep copies of the grievance at each
step and each written response. Keep notes of
management’s statements in grievance meetings.
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You have a protected right to
vigorously represent members.
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If employees want to handle their
own grievances, the employer must notify you; you have a
right to be present, and the adjustment must be
consistent with the contract.
End of the Road
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Investigate every grievance as if it
might go to arbitration.
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Learn about arbitrators standards —
check grievance guides and previous decisions.
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