grievance form - OPSEU

Background can include some information about the history of the dispute. A brief oneparagraph
narrative setting out which grievance steps were held and what adjustments
either party made is sufficient. Excessive detail about what occurred during the
grievance procedure is irrelevant – the case is at arbitration and any discussions that
took place during the grievance procedure cannot be used to support your current
case. Just because the Employer may have been willing to settle for one payband
during the grievance procedure does not mean they are bound to follow through. All
bets are off at arbitration.
Other comments:
• Critically evaluate the grievor's classification complaint – avoid a scattergun
approach – it can have the effect of indicating from the outset that the
case is weak.
• Focus on the factors you can support. Doing otherwise diminishes and
distracts from your good arguments.
• A disputed PDF means specific precise details are missing. For example:
where a PDF fails to note the need for things like computer skills, guiding
and advising students or part time staff, project management, budget
preparation duties or regular heavy lifting – such a PDF will likely be in
dispute. If the Duties and Responsibilities section is reasonably complete,
then the differences are not in content.
• Resist the temptation to recommend putting forward a case you really
cannot make.
Note: All scenarios have been developed to assist Stewards build Briefs.
They are not from actual cases.
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