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Shop Steward Training

Shop Steward Training. NINSC/AFGE. Introduction. This course is designed to prepare you to represent members as an employee representative. Agenda. The course can be completed by one or more at your own pace. Overview. Representation of members as a employee activist and representative.

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Shop Steward Training

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  1. Shop Steward Training NINSC/AFGE

  2. Introduction • This course is designed to prepare you to represent members as an employee representative

  3. Agenda • The course can be completed by one or more at your own pace.

  4. Overview • Representation of members as a employee activist and representative.

  5. Vocabulary • NINSC, National Immigration and Natz. Service Council • AFGE, American Federation of Government Employees

  6. The Shop Steward is a most important link in the chain between members and local officers.

  7. In order for a Shop Steward to be effective the Steward must perform specific duties:

  8. Maintain constructive Relationships:Organize and Recruit New Members:Serve: As front line REP:Protect: Conditions of Employment:Act and Talk Unionism:

  9. Carry out Duties • Contract and Agency REGS • The Dept and the Office • Personality Differences • NINSC/AFGE Policies and Programs

  10. Grievances and Adverse Actions • Removals • Suspension for more than 14 Days • Reduction in grade or pay • Furloughs of less than 30 days

  11. Purpose of a Grievance • Enforce the Contract • Provide a method to settle disputes • Protect employee rights • Give the employee a voice

  12. Settle Grievances on Merit Only

  13. Before writing a grievance Investigate and Double Check the Facts:

  14. When writing Grievances at the first step, write a simply statement of the facts for presentation to the first line supervisor.

  15. What is a Grievance? • A grievance is generally defined as a dispute between labor and management.

  16. What’s not a Grievance? • Violations of prohibited Political Activities • Retirement, Life or Death Insurance • Suspensions or Removals for National Security reasons • Initial Employment • Classification (Not related to Pay or Grade)

  17. Grievance Check List • Is there a Violation of the Contract • Is there a Violation of law • Can Management be held Responsible • Is there a Violation of Agency Policy • Is there a Violation of Past Practices • Has the Employee be treated FAIRLY

  18. Disputes Between Employees

  19. Investigating Grievances • Action taken by Management for Just Cause • Punishment fit offense

  20. Seven Things to consider • Was there forewarning or knowledge • Was the rule or managerial order reasonable • Did the agency Investigate • Was the Investigation fair • Was there evidence of a violation • Did the agency apply rules and regs evenhandedly • Did the punishment fit the offense

  21. Check Motives for the Conduct

  22. CHECK THE FACTS • Did Management prove guilt • Did Management fail to present evidence • Length of Service • Employees past Record • Age of the Employee • Family Obligations • Reasonableness of the Discipline

  23. Collecting Information • Can the information be measured accurately? • Is the meaning of the information clear?

  24. Measuring Information • Years of Service • Medical records • Absenteeism • Tardiness • Production • Other jobs held • Education and training • Written reprimands • Quality of work

  25. CLARIFYING INFORMATION

  26. UNCLEAR INFORMATION ?????????????????????

  27. Types of Information • PEOPLE • AGENCY RECORDS

  28. Types of Evidence • Best Evidence • Secondary Evidence • Circumstantial Evidence

  29. Evidence Evaluation • Relevance • Shifting the burden of proof • Precedents • Past Practices

  30. TESTIMONY • Direct Testimony • Indirect Testimony

  31. WRITING A GRIEVANCE • WHEN • WHERE • WHY • WHAT • WITNESSES

  32. WRITING THE GRIEVANCE • Be Concise • Keep records of important details • Say it first then write it • Write Legibly (TYPED)

  33. Distributing the Grievance • Management • Steward • Chief Steward/Grievance Committee • Aggrieved Employee

  34. Grievance File • Subject matter • Important Precedent Cases • Review for later use

  35. Dealing with the Grievant • Steward and Employee • The Steward Alone • Role of the Chief Steward • Role of the National Representative • Grievance of Non-Members

  36. Dealing with the Supervisor • Steward and Supervisor • Supervisor’s Authority • Discussing Side issues • Know when to Stop Talking • Failure to reach an Agreement

  37. ARBITRATION • What is Arbitration • What can be Arbitrated • How do you get to Arbitration • Who presents the case first • The Stewards role in Arbitration • Who has the “Burden of Proof” • How are Arbitration hearings conducted • How to prepare • How long until a decision • What happens after the hearing • Can an Arbitrator be overruled

  38. MISTAKES MADE IN ARBITRATION CASES

  39. HOW ARE ARBITRATORS SELECTED

  40. BUILDING A GOOD STEWARD SYSTEM

  41. HAVE A CHECKLIST FOR STEWARDS TO FOLLOW

  42. HAVE A REQUEST FORM FOR THE GRIEVANT TO COMPLETE

  43. HAVE THE CONTRACT READY AND KNOW THE CONTENT BECAUSE MANAGEMENT MAY OR MAY NOT KNOW WHAT THE CONTRACT INVOLVES

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