Grievance Process (labor union contract violations)

The grievance process is a formal process to address any complaints about contract violations.
The grievance process varies from contract to contract. It is an important part of the contract that ensures a fair process for both union members and management.
The grievance process can consist of any number of steps. First, the complaint is discussed with the manager, employee, and union representative. If no solution occurs, the grievance is put into writing by the union. Then HR, management, and the union discuss the process, sometimes in the form of a hearing, in which both sides can express their opinion. Management then expresses its decision in writing to the union.
If the union decides to escalate the grievance, the grievance may be brought to the national union for a decision. At this point, an arbitrator, suitable to both parties, may be brought in to make the final binding decision.
There are four main types of grievances. First, individual grievance is filed when one member of the union feels mistreated. A group grievance is when several members of the union feel they have been mistreated and file a grievance as a group. A principle grievance may be filed on behalf of the union and is usually based on a larger issue, such as a policy or contract issue. A union or policy grievance may be filed if the employee does not wish to file individually.
Grievances should not be taken personally and should be considered a fair way in which to solve problems that can come up between the union and management.
Hrob152 Ch 10 Part 5 (final)

[punkyjunior]

It is true that the union should file a Greivance for contract violations. However they don’t, they just file a Greivance cause the employee wants to. It’s actually a poor process as their is no intake coordinator to say that this Greivance has or doesn’t have merit. It’s no different than in real life a man won’t pay an attorney hundreds to represent them on a $20 parking ticket. The cost is the barrier to the man to give up. With a union it’s all “free” so everything is grieved and the system is bottle necked with dubious grievances

[Jen-qteg]

Isn't it a conflict of interest, what company has its own union, paying their own employees to represent union members paying monthly $60 union dues, gaining no money for winning grievances, when you can, for free, file an EEO within 45 days of Usps offenses, winning up to $300, 000. for discrimination and up to $4 million for retaliation?
Usps union is complicit with Usps management, practicing patterns of racism, retaliation against whistleblowers, and discrimination and retaliation against injured on duty disabled employees! See McConnell vs Usps, Pittman vs Usps, Glover vs Usps, and many, many more cases for decades!
Past 5 years Usps paid out $5, 631, 795. for sexual harassment.
Exercise your legal rights under federal protection Laws, No Fear act of 2002, prohibited personnel practices, due process, equality act of 2010, civil rights act chapter of 7, rehabilitation act of 1973 (504), and disability act.
CYA!!!