Featured · Grievances
A grievance is not a complaint about a bad day. It is a formal claim that the employer broke the collective agreement — and it lives or dies on facts, articles, and time limits.
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Twenty-plus years of 12s taught me this: nights will take your stomach, your sleep, and your memory. These three cheap things fight back. Stewards on nights, this is for you too.
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A worker facing discipline or discharge does not have to prove innocence first. The employer has to justify the penalty. Other grievances usually run the other way.
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Read the agreement. Know your steward. Respect the clock. Keep paper. Do not wait for a crisis to learn how the union works.
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It is the language that decides whether bargaining-unit work can leave the unit. The exact words matter more than how you feel about contractors.
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Eight steps. Interview the member, read the agreement, get the paper, build the timeline, ask for the employer’s records, then name the redress. Hope is not a method.
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It is the article that says the employer runs the place. It is not a licence to ignore the rest of the book — or the law.
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About this desk
Union representative
Twenty-five years in the Canadian labour movement. This site is personal education — grievances, arbitration, and the craft. It is not the union hall, and it is not an elected office speaking.
Why this site exists90s–2010 hip hopThrowback mix