A well-maintained tracker is more than a list of open grievances - it's a critical labor relations tool. When you consistently review the right data, you can make sure you meet all grievance deadlines, and spot patterns and trends before they become bigger problems, shifting your approach from reactive firefighting to proactive issue resolution.
Below are 10 items your tracker should include:
- Grievance Number & Date Filed: Keep it easy to reference and track timelines
- Union, Employee, & Department: Understand what union is involved, if it is an individual or group grievance, and what location(s) the issue is coming from
- Contract Article(s) Involved: Know the contractual basis for the grievance
- Issue and Brief Summary: Capture the key facts and make certain you know the exact nature of the grievance. If you don’t understand the grievance or there aren’t enough facts to conduct an investigation, speak to the union
- Management’s Position & Response: Align internally prior to any response or communication to the union
- Important Deadlines & Meeting Dates: Stay ahead of time limits and ensure timely action
- Current Status & Next Steps: Keep management updated on where the case stands
- Settlement Discussions or Offers: Track offers, counteroffers, and progress, and if settling, determine whether the case should be resolved on a non-precedent setting basis
- Arbitration Status & Hearing Date: Monitor progression to arbitration and key milestones
- Final Outcome/Award & Follow-up Actions: Close the loop and ensure all required steps are completed