Stewards

Six W's of Grievance Handling:
1.	WHO
	Who is involved? This might include the member's full name, employee number, department, job classification, pay rate, shift and seniority date (s) or other information for all involved.
2.	WHEN
	When did it occur? Try to identify the specific date, time or shift an incident took place. Or, you might want to establish a chronology of events.
3.	WHERE
	Where did it occur? The exact location where the incident occurred, on or off employer premises.
4.	WHY
	Why is this a grievance? Contract language, work rules, policies or procedures, or laws that were violated.
5.	WHAT
	What kind of settlement do we want? What does the grievant want? What is needed to restore the worker to the same position if the injustice had not occurred? For example, if an employee was discharged, the demands for settlement may be reinstatement with back pay and benefits
6.	WITNESSES
	Were there any witnesses? Reach out to the individuals who may have seen or heard what took place.
*Note: Taken from Teamsters Stewards Make a Difference Page 23.

Investigation Checklist
Nothing substitutes for a thorough and proper investigation of the facts. This checklist will assist you in completing a good grievance investigation.
	Interview grievant. Listen carefully to his/her story.
	Have grievant write his/her rebuttal to discipline (if appropriate.)
	Interview grievant's co-workers.
	Interview witnesses and management. Get the 6 W's. Get a written, signed statement from witnesses.
	Keep written records of all interviews.
	Request copy of personnel file (if disciplinary grievance).
	Request any other management records needed (personnel policies, payroll records, seniority list, attendance records, etc.)
	Determine if the problem affects others in the workplace.
	Determine if filing a grievance is the best strategy for solving the problem.
	Check previous grievance settlements for precedents.
	Check the experience of other stewards in similar cases.
	Seek advice, if needed, from Business Agent
	Review the case with the grievant.
	Anticipate and prepare for management's arguments.
	Outline your presentation in writing,
	Inform other workers about the issue and organize support activities for the grievance, if appropriate or if it's a group grievance.