The 8 Essential Steps In Grievance Processing - Dispute Resolution Journal - Vol. 54, No. 4
Mark I. Lurie
The author is a member of the Florida Bar, and has been a member of the American Arbitration Association and Federal Mediation and Conciliation Service panels of labor arbitrators since 1978. He wishes to acknowledge, with appreciation, the contributions of arbitrators I.B. Helburn and Chester C. Brisco to the preparation of this article.
The following article identifies and outlines eight comprehensive steps involved in processing a collective bargaining agreement grievance. Mark Lurie says that most advocates realize that these steps must be carried out but, they are nevertheless often undertaken in a cursory or disjointed manner. This methodology has been adapted from a computer program written by Lurie, called The Advocate’s JournalTM.
The primary responsibility of the labor or management advocate is that of persuasion. Presuming that the grieving party is the union, which is generally the case:
•The union advocate must persuade management or, ultimately, an arbitrator that the collective bargaining agreement has been breached and that the dispute is arbitrable. Or, if the advocate thinks that the case lacks merit, the employee/grievant must be persuaded not to proceed.