General inquiries. Employers must respond to general inquiries such as:
Please supply all documents or records which refer to or reflect the factors causing you
to reject this grievance.
Please supply all factual bases for the company’s decision.
Please provide all documents, reports, and other evidence utilized in making the
decision to discipline the employee.
Disciplinary grievance. When grieving disciplinary action, always request a copy of the
grievant’s personnel file. If unequal punishment is an argument in the case, ask for the names
of other employees who have committed the same offense and the penalties imposed. In some
circumstances, you can request information about supervisors and other non-unit employees.
Contract interpretation grievance. When a grievance concerns disputed contract language,
request the employer’s bargaining notes from the sessions during which the clause was
negotiated, the dates and contents of any union statements upon which the employer is
relying, and descriptions of any incident which the employer contends support its position.
Promotion grievance. Request the personnel file of the successful bidder, the file of the
grievant, and copies of interview notes evaluating the applicants.
Past practice grievance. If you are trying to enforce a past practice, and management denies
that the practice has been consistent, ask for the dates and circumstances of all occasions on
which management claims a departure from the practice.
Health and safety grievance. If you are grieving an unsafe substance, request the material
safety data sheet (MSDS) supplied by the maker of the substance, copies of any OSHA
citations, studies by the employer concerning the substance, and statistical or aggregate
medical data concerning employee illnesses or laboratory findings. If necessary, arrange for an
outside specialist, such as an industrial hygienist, to conduct an inspection of the workplace.
Discretionary leave grievance. If you are grieving the denial of a leave request, ask for
records of requests by other employees over the past several years and the employer’s
reasons for granting or not granting each request.
Information about non-unit employees. You may request information about employees
outside of the bargaining unit, including supervisors, when that information is relevant to a
grievance. For example, if a unit employee is accused of violating a rule which equally applies
to non-unit employees, you can request the names of non-unit employees, including
supervisors, who have violated the rule, a description of each infraction, and a description of
any discipline imposed. If you know of a particular non-unit employee or supervisor who has
violated a rule that applies to unit and non-unit employees, you are entitled to information
from the non-unit employee’s personnel file as well as any other records relevant to proving
unequal discipline. Employer defenses based on the privacy of supervisors’ records have been
rejected by the Board in these circumstances.