Addressing Issues
Why Information Matters:
Helping the Union Help You
One of the most important responsibilities of a union representative is investigating employee concerns and determining whether a violation of the Collective Bargaining Agreement (CBA), City policy, or workplace rule has occurred. To do that effectively, the union must have complete and accurate information.
Unfortunately, many workplace concerns are reported with only general descriptions such as "this has been happening for over a year" or "I have been doing work above my classification." While these concerns may be legitimate, they often lack the specific details needed to determine whether a contract violation occurred and what corrective action, if any, is available.
Why Specific Information Is Necessary
Before the union can advise a member, file a grievance, request a remedy, or challenge a management decision, we must understand the facts. Important information includes:
What happened?
When did it happen?
How often did it occur?
Who was involved?
Who witnessed the event?
Was the issue reported at the time?
Is there any documentation available?
The answers to these questions help establish whether an issue is an isolated incident, an ongoing problem, a contractual violation, or simply a misunderstanding that can be resolved through clarification.
Without specific facts, the union cannot properly evaluate a claim or determine what provisions of the CBA may apply.
Why Prompt Reporting Is Important
Members should report concerns as soon as possible after they occur.
Many provisions of the CBA contain strict timelines for filing grievances and requesting remedies. Once those deadlines pass, the union's ability to pursue corrective action may be limited or eliminated entirely.
Prompt reporting also helps ensure that:
Facts are fresh and accurate.
Witnesses can be identified.
Documentation is easier to obtain.
Management has an opportunity to correct issues before they become larger problems.
Potential contract violations are addressed within required timelines.
The longer an employee waits to raise a concern, the more difficult it becomes to verify facts, gather evidence, and identify an appropriate remedy.
Why Details Matter
The union cannot rely solely on conclusions or opinions. Statements such as:
"I was acting as a supervisor."
"I was working out of classification."
"I should have received step-up pay."
may reflect an employee's belief, but they do not provide enough information to determine whether the claim is supported by the facts.
Instead, the union needs to know:
What is the concern?
Who was involved?
How frequently does/has this happen(ed)?
When did this happen?
Why do you feel it is an issue?
Where did this happen?
Specific facts allow the union to compare the situation against the CBA, job classifications, policies, and past practice.
How Workplace Issues Affect the CBA
Every workplace issue has the potential to affect not only one employee, but the bargaining unit as a whole.
Examples include:
Assignment of duties outside a classification.
Overtime distribution.
Holiday pay.
Scheduling practices.
Seniority rights.
Safety concerns.
Discipline and investigations.
Working conditions.
Contract violations.
When these issues arise, the union must determine whether they are isolated events or whether they could impact other employees and establish a precedent for future situations.
Accurate information allows the union to protect both individual employees and the integrity of the CBA.
What Members Can Do
When reporting a concern, members can help by providing:
Dates and times.
Names of individuals involved.
Copies of emails, texts, schedules, or other documents.
Notes describing what occurred.
Information about who was notified and when.
Even if every detail is not available, providing as much information as possible helps the union conduct a thorough review.
Working Together
The union's goal is to ensure that every concern receives a fair and objective review. That process depends on accurate information, timely reporting, and open communication.
The more complete the information provided, the better equipped the union is to determine whether a violation has occurred, what provisions of the CBA may apply, and what remedies may be available.
Timely and accurate reporting helps protect not only individual employees, but the rights and protections negotiated for the entire bargaining unit.
