Grievance Summary - 2024/2025 (updated May 20, 2025)
Grievance List - 2024/2025 (updated May 20, 2025)
Grievance Process – How to Resolve Workplace Issues
At USW Local 2010, we believe most problems can be solved through open, respectful communication.
But if an issue can’t be resolved informally, our grievance process ensures every member has a fair and structured way to address concerns under the Collective Agreement.
Types of Grievances:
- Individual Grievance – a formal complaint made by a single member (the grievor) when they believe the terms of the Collective Agreement or applicable workplace legislation (e.g., the Ontario Human Rights Code, Occupational Health and Safety Act, etc) have been misapplied, misinterpreted, or violated in a way that directly affects them.
- Group Grievance – when several members or a class of members experience the same issue. Up to three (3) members may represent the group in meetings.
- Policy Grievance – a broader issue between your Union and the Employer, not tied to one member or group of members.
- Employer Grievance – initiated by the Employer against your Union and submitted to the Kingston Regional Office.
Getting Started: Talk to Your Manager (Informal Resolution)
If you have a concern or believe the Collective Agreement has been violated:
- Speak directly with your Manager within fifteen (15) business days of when you became aware of the issue.
- You may bring a Union Representative with you to speak with your Manager.
- The goal is to try to solve the problem quickly and informally.
- If the issue isn’t resolved within five (5) business days, you can move to Step 1.
- Your Union can also raise the issue directly with Employer/Labour Relations on your behalf if you prefer.
Initiating: Submit a Written Grievance (Step 1)
If the issue is still not resolved:
- You or your Union Representative can submit a written grievance to your Department Head (or designate) within ten (10) business days of receiving the informal response.
- The grievance must include:
- What happened (a brief summary of the facts)
- Which Article(s) of the Collective Agreement or relevant workplace legislation were violated
- The outcome or remedy you are seeking
- The grievance must be signed and dated by you and your Union Representative.
- Management will provide a written response within ten (10) business days.
Moving forward: Grievance Meeting (Step 2)
If the grievance is still unresolved:
- It may be escalated to the Senior Director, Employee/Labour Relations within ten (10) business days of the Step 1 written response deadline.
- A grievance meeting will be held within ten (10) business days with you, your Union Representative, and the Employer.
- A written decision will be provided within ten (10) business days after the meeting by the Employer.
Special Situations
Some issues start directly at Step 2:
- Unjust suspension or discharge, accommodation and/or return-to-work issues, or a dispute regarding the Employer’s determination that a position requires non-confirming hours of work (Article 20.23 (a & b); time averaging) start directly at Step 2.
- Group grievances (when multiple members or a class of members have the same issue) follow the same process but are submitted together, with up to three (3) members representing the group at each step.
- Policy grievances (involving a broader issue between your Union and the Employer, not an individual case) also start at Step 2 and must be filed within fifteen (15) business days of the issue becoming known.
- Employer grievances begin at Step 2 and are submitted to your Union’s Kingston Regional Office.
If It’s Still Not Resolved: Arbitration
If a grievance remains unresolved after Step 2, your Union may refer it to Arbitration (see Article 13 of the Collective Agreement) for a binding decision.
Timelines & Flexibility
- Time limits may be extended or Steps waived if both parties agree in writing.
- The focus at every stage is to reach a fair, respectful, and timely resolution.