Get the Facts: Remember the Five W's

Any investigation needs to ask these five basic questions. The police department and insurance investigators ask them. You need to as well. In fact, you need to ask two additional questions in order to fill out your grievance properly.

1.  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 any witnesses?

2.  WHEN—did the incident or condition occur? Give dates and time as accurately as possible.

3.  WHERE—did the grievance take place? Give the exact location, department, area, etc.

4.  WHAT—is the grievant’s story? What is 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. Use a grievance investigation sheet and keep it with the union records.

 These facts should be collected and put in writing as soon as  possible! People forget 

5.  WHY—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?

And also

6.  HOW—should the grievance be settled? What is the remedy you seek?  What adjustments are necessary to correct the injustice? You want to return the aggrieved workers to the same condition he/she would have been in, had the violation not occurred.

7. WHAT ELSE  — What other information is needed? What is the work record of the individual? What does the worker say about that record? Can you find any other positive material to make this employee look good in the eyes of management? Is there a letter of commendation?