Utilizing The Tools Available To Pursue Justice In The Workplace

Officers – Stewards – Representatives – Members

This post and the information appearing here is being provided to make our union representatives more aware of the sources available for them to carry out the duties and responsibilities of their elected or appointed positions. Some of the information is specific to !AM Local Lodge 2297 only and other information is more general in nature and my be of some use to any representative of any union regardless of the employees they represent.

Observe The Brother At Your Side…

And if he won’t fight he ain’t a Machinist

Observe The Sister At Your Side…

And if she won’t fight she ain’t a Machinist

Observe The Leaders Of Your Lodge…

And if they won’t fight they ain’t Machinist

The Fighting Machinist History

“Our Labor Unions are not narrow, self-seeking groups. They have raised wages, shortened hours and provided supplemental benefits. Through Collective Bargaining and Grievance procedures they have brought Justice and Democracy to the shop floor”. John Fitzgerald Kennedy 

Info for Stewards & Shops Committee-Persons

Continuing Steward Education

IAM Pocket Guide

Writing A Grievance

The Three Parts of a Grievance

Facts to Consider When Deciding on Arbitration

Grievance and Merits

DFR for Arbitration

After an Arbitration decision is made…The Federal Service Labor-Management Relations Statute (the Statute) requires that collective-bargaining agreements between agencies and unions include negotiated grievance procedures that an employee, union, or agency may use to pursue certain types of workplace disputes.  The Statute also requires that negotiated grievance procedures provide for binding arbitration of grievances that the parties are unable to resolve.  Generally, only an agency or a union may invoke arbitration; an individual employee may not. Learn more about this process…. Arbitration Guide

The 2297 CBA Between FRCE and LL2297 Regarding Arbitrator Selection

Article 24 Arbitration

  • Section 1:   If the Employer and the Union fail to settle any grievance arising under Article 23 entitled “Grievance Procedure” with respect to the interpretation, application, or alleged violation of this Agreement, such dispute shall, upon written notice by the party invoking arbitration to the other party, be referred to arbitration. Such written notice must be served to the other party no later than twenty (20) working days following receipt of the decision of the last step of the grievance procedure. It is recognized that either the Employer or the Union has the right to invoke the arbitration process with respect to the interpretation, application, or alleged violation of this Agreement.

  • Section 2:   In order to expedite the arbitration procedure, a permanent panel will be established by the Parties as soon as possible, after the effective date of this Agreement. The following procedures will be used to establish the panel: Each party will submit three (3) names of arbitrators who are qualified arbitrators with Federal Mediation and Conciliation Service (FMCS). Each party will be responsible for verifying that their selected arbitrators will accept the position of member of permanent arbitration panel. After the receipt of an arbitration request, the Parties shall meet within ten (10) working days to select an arbitrator.

    The arbitrator will be selected from six (6) names on the permanent panel by random selection. Once selected to hear a case, the arbitrator will be contacted within two (2) weeks of selection for dates of availability to hear the case. Once selected, an arbitrator will not be used again until all six (6) have been selected. Arbitrators will not be replaced unless by mutual agreement; or no longer available to serve; or cost for services become excessive. If the filing  party  fails  to  meet  the  time-frames  as  outlined  above,  the  request  for  arbitration  will  be considered withdrawn.

Federal Mediation and Conciliation Service

The Federal Mediation and Conciliation Service, created in 1947, is an independent agency whose mission is to preserve and promote labor-management peace and cooperation. Headquartered in Washington, DC, with ten regional offices and more than 60 field offices, the agency provides mediation and conflict resolution services to industry, government agencies and communities.

Sometimes no matter how hard parties involved in conflicts or disagreements try to resolve differences they often find themselves at a point where no one wants to compromise or reach mutual consensus. This is the time that a neutral person might be able to hear book sides of a dispute and attempt to bring about the best possible outcome that both parties could live with.

That is just part of what the FMCS provides. Mission & Values – Federal Mediation and Conciliation Service

The Agency helps build better relationships through joint problem-solving and constructive responses to inevitable conflict. In turn, this improves the ability of organizations to create value for customers, shareholders and employees alike, and substantially benefits the national economy. The Agency concentrates its efforts on assisting employers and employees in coping with the demands of a rapidly changing workplace….https://www.fmcs.gov/

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