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How to Work a Federal Employee Grievance Effectively and Fairly

Federal Grievance Handling.

one of the faceless, hardworking nobodies
DON
Wed May 10, 2006 10:43 AM

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It would be nice if once in a while the idea that the grievance might just be mertited would really go a long way to establishing trust. A quick resolution to unjust situations would give greater credence to other denials. I am afraid I believe the knee-jerk response from management is to first deny and then see where it goes...no matter what the merits of the complaint.

Re: Federal Grievance Handling.

Secretaru
USDA
Thu May 11, 2006 10:02 AM
Grievances in the Fed. Govt. are such a joke - they are handled by Fed. Judges, who probably get bonuses for all the cases that are denied. I filed an age discrimination case, it took them 4 years to decide I never had a case to begin with (which is entirely untrue), I filed an appeal, called for the results, they couldn't find the paperwork and I still haven't heard one word about my appeal. When I retire, I will follow through with this and will go to 20/20 or 7 On Your Side - I am not letting go to the Fed. Govt. bullcrap !

Grievance Technically

Forester and Union President
US Forest Service
Wed May 10, 2006 12:29 PM

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There are only 2 kinds of grievances. There are employee grievances, and there are labor/management grievances (how the union and management get along). I often tell my managers that if they can beat the union on a labor/management grievance based on a technicality, more power to them. If I can beat management on a technicality, more power to me.
As far as beating an employee grievance based upon a technicality you can do that because it is the easy way out, and that is Human Resources way of doing business.
In my opinion a manager though is a fool if they do, because 90% of the time the problem will come back. Managers can choose to deal with a problem when it a mole hill or they can wait and deal with it when it is a mountain. Usually you will have to deal with the problem though, sometime.

Homework is not in the job description

Engineer
Army
Thu May 11, 2006 7:37 AM

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Requiring Supervisors to do there homework before answering a grievance is a nice idea and one that is well established but not practiced. Often times though Supervisors are now "working" Supervisors and would rather put the burden of proof on the employee. The Agency is then stuck with defending itself in court. Too much official time is used and Govt tax dollars are wasted, not matter who wins. Your solution will work, but a change in culture needs to happen first.

Employee Grievances

Program Specialist
FAA
Thu May 11, 2006 8:34 AM

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Grievance procedures are a joke. The very manager you have a beef with determines the merit of the complaint. Appeals stay within the line of business. Unions cite cost and time as a deterrent to get involved. It doesn't matter if the employee has undeniable evidence of management wrong doing, like I did recently when I learned through a FOIA request that management was granting awards for certain individuals without the required written justifications, and that management, in violation of the union contract, was not notifiying the union about awards given. With distain and arrogance, management all the way up the line basically wrote GRIEVANCE DENIED. What's left, report this to the OIG and be viewed with even more distain? Currently there is no way for employees to hold their managers and supervisors accountable for poor managing. Unless an objective third party is brought into the grievance process, like it is with the EEO process, top down management abuse will remain.

Re: Employee Grievances

Computer Support
USAF
Thu May 11, 2006 9:52 AM
It sounds like you are possibly not being well served by your union, if you have one. A grievance has steps. My labor contract has 3. If resolution is not found by step 3, then it goes to mediation, or arbitration. The union pays 50% & the agency pays 50%. If the grievant is not a union member, then it is optional for the local to pay their 50% & it probably stops there. We don't spend money on non-members! There is already too many people looking for a free ride. We live in an era that is anti-labor & especially anti-federal worker. Enough said about that!

The human factor

Trainer/Consultant
Private sector
Thu May 11, 2006 9:58 AM

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This article feels like make believe to me. Those who file grievances work for you... and they aren't happy. You may respond with technical reviews and dealmaking, but I've learned over years and decades (especially in mediation rooms) that's not what these employees really want. Just as most EEO complaints aren't actually based in race, age, gender, etc. -- so most grievances represent folks on who we depend who are so unhappy they're willing to file paperwork against the very management that pays 'em. Listening to them and working on their "interests" (what's really bugging 'em) may be more profitable (in the literal sense) than all the technical LR steps delineated here.

Employee grievances

Mgmt and Prog Analyst
Centers for Disease Control and Prevention
Thu May 11, 2006 11:21 AM

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I agree with the Program Specialist from FAA. I have no idea why an agency would even have a union contract when mgmt will be allowed to commit violations and get away with it.

Total Comments: 8
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