Grievance meetings are more than a conversation. It is an opportunity to collect information, learn the facts of the dispute, and determine whether a resolution is possible. The information you collect is valuable in discussing the pros and cons of the case with others in the organization and estimate the likelihood of success in arbitration.
Here are some common employer missteps and what should be done instead:
- Going in unprepared: Know the CBA, facts of the case, past practice, and have all relevant documentation with you before sitting down.
- Arguing before listening: This is management’s opportunity to learn about the grievance. Arguing with the employee is counterproductive and can make collecting information much harder.
- Making unnecessary admissions: Be careful with statements that could later be used by union witnesses as evidence or establish a precedent.
- Failing to control the meeting: Keep the discussion focused on the grievance and not personalities, side issues, or unrelated complaints.
- Treating every grievance the same: Consider the potential impact on future grievances, past practice, and the employer’s broader labor strategy.
- Forgetting the end game: Before agreeing to a settlement, understand what it means today (is the settlement precedent setting?) and if so, what it could mean tomorrow.