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Investigating Grievances
GET THE FACTS: REMEMBER THE 5 W's and 1 H
WHO....is involved? Name(s) of the grievant(s), department, shift, job classification
seniority, etc. Are they on probation? Have they been disciplined before? Has
a similar grievance been filed on this same issue? Who is the supervisor? Who
are the witnesses?
WHEN.. .did the incident or condition occur? Give dates and times as accurately as
possible. -
WHERE.. .did the grievance take place? Give the exact location, department, area, etc.
W^HAT.. .is the grievant's story? Management's position? The reports of witnesses?
Are there any records that might help support your case? Collect all the facts
you can, always looking for the hard facts, but accepting and weighing "less
convincing evidence" and different versions.
W^HY..... .is this a grievance? Has the contract been violated? What about violations of
past practice, the law, or health and safety rules. Is the issue one of unjust
action or application of company rules, contract interpretation, etc.
HOW.... .should the grievance be settled? What adjustments are necessary to correct the
injustice? You want to return the aggrieved worker to the same condition
he/she would have been in, had the violation not occurred.
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