Grievances – An Overview

A grievance is a formal process used to address alleged violations of:

• The Collective Bargaining Agreement (CBA)

• Law or government-wide regulation

• Agency policy affecting conditions of employment

Grievances must generally be initiated within contractual time limits, which are strictly enforced. Because timelines and procedures matter, members should contact a Union representative as soon as an issue arises.

Purpose of a Grievance

The grievance process serves two primary purposes:

1. To enforce the Collective Bargaining Agreement and protect the bargaining unit as a whole

2. To seek an appropriate remedy for the affected employee, when warranted

Grievances are a core tool for contractual enforcement and accountability.

“Obey Now, Grieve Later”

As a general rule, employees are expected to comply with supervisory direction and challenge the action later through the grievance process.

An exception may exist when an order is clearly unlawful or poses an immediate and serious safety risk. In those situations, employees should seek Union guidance immediately.

Filing a Grievance – General Framework

Important: Specific timelines and steps are governed by the CBA. Always verify current requirements with a Union representative.

Step I – Informal Grievance

• Initiated within the contractual time limit (commonly 30 calendar days from when the employee knew or should have known of the issue)

• Presented orally to the lowest appropriate level of supervision

• The employee may be assisted or represented by the Union

• Management is required to respond within the contractual timeframe

If the issue is not resolved, the grievance may be advanced.

Step II – Formal Written Grievance

• Filed in writing within the contractual deadline following Step I

• Submitted to the appropriate management official (typically at the Sector level)

• Must clearly state:

  • The issue being grieved

  • The contractual, legal, or policy basis

  • The remedy sought

Management issues a written decision within the time limits established by the CBA.

Step III – Headquarters Review

• Filed within the contractual deadline after receipt of the Step II decision

• Submitted to the designated Headquarters official (addresses and offices may change)

• The Union will assist in identifying the correct filing authority

• Step III allows rebuttal of the Step II decision and preserves issues for arbitration

Arbitration

If a grievance is not resolved through the contractual steps, the Union may elect to invoke arbitration within the required timeframe.

• Arbitration decisions are made by a neutral arbitrator

• The arbitrator is selected through a joint selection process

• Costs are shared by the Union and the Agency

• Arbitration decisions are final and binding, subject to appeal under applicable law

Certain arbitration awards may be subject to review by the Merit Systems Protection Board, consistent with governing statutes and regulations.

Key Takeaways

• Grievances are time-sensitive

• Process and wording matter

• Early Union involvement is critical

• Not all disputes are appropriate for arbitration

• The Union evaluates each case based on merit, impact, and available resources

If you believe your rights have been violated, contact a Union representative promptly.