Investigating a Grievance

A thorough investigation is the foundation of a strong grievance. Before you can write or argue a grievance, you need to gather all the facts.

The 5 W's of Investigation:

• WHO: Who is involved? (grievant, witnesses, supervisor, other affected employees)

• WHAT: What exactly happened? Get specific details, not generalizations

• WHEN: Exact dates, times, and sequence of events

• WHERE: Specific location(s) where the incident occurred

• WHY: Why does this violate the contract or past practice?

Gathering Evidence:

1. Interview the grievant immediately — get their account in detail

2. Interview witnesses separately — don't let stories influence each other

3. Request documents from management (write requests in writing)

4. Review the member's personnel file (with their permission)

5. Check for past grievances on similar issues

6. Review the contract language carefully

Documentation Tips:

• Write everything down — dates, names, quotes

• Keep a steward's notebook

• Save copies of all documents

• Take photos if relevant (safety conditions, posted schedules, etc.)

Remember: You have the RIGHT to request information from management that is relevant to the grievance. If they refuse, that itself may be an unfair labor practice.