Grievance Guidelines for Employees covered by a Collective Bargaining
Agreement
Grievances have long been the accepted method of resolving issues that arise under collective
bargaining agreements. Accordingly, each University labor contract contains a grievance
procedure establishing parameters for dialogue to systematically and professionally address
differences of contract application or interpretation. Most University contracts contain two steps
of internal review plus mediation and arbitration; the WSNA contract (UWMC Registered Nurses)
includes one additional step of internal review. Refer to your actual contract and or union
representative for the details of your particular contract:
SEIU 925 Campus-wide
SEIU Supervisory
SEIU Research Tech
SEIU Research Tech Supervisory
SEIU Medical Tech
WFSE Master
WFSE Skilled Trades
WFSE Police Management
1199 RN
WSNA
The typical grievance is initiated by an employee, group of employees, or union representative.
Grievances must be presented to the supervisor or, in rare cases, the next appropriate level of
management within 30 days of the incident being grieved. A meeting to discuss the grievance is
generally scheduled by the supervisor and attended by the HRC, grievant, and union
representative. The supervisor must respond to the grievance within 5-14 days, depending on
the contract timeline.
If the matter is not resolved satisfactorily, the grievance may be pursued to the next management
level. For all contracts except WSNA, this step is the final administrative review prior to mediation
and arbitration. At this final review level, the Office of Labor Relations is responsible for
scheduling the parties to meet and issuing a response.
Grievances that are not resolved during the internal review steps may be subject to mediation or
arbitration. Mediation is not a required step but may be a helpful means to explore resolution
short of arbitration. The process is facilitated by a neutral third party who works with the union
and University together and/or separately to identify mutually acceptable resolutions.
If mediation is not pursued or does not achieve resolution, the matter may be subject to
arbitration. This final step of the grievance process has the look and feel of a trial where the
University and union argue their positions, call witnesses, and submit exhibits to an arbitrator.
The final decision is binding on both parties.
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