Based on the poll sent out in JULY 2025 called “Understanding Your Collective Agreement”, members asked for further information on grievances and the role of the union in those grievances. You also asked for it as a learning series shared via email and/or social media.
Your Local 5820 Executive Team appreciates your input, feedback and opinions. We heard you and are working hard to provide relevant information for you.
Session One: Objective
To educate employees and union representatives on the grievance process outlined in the Collective Agreement, including roles, timelines, and escalation steps.
What is a Grievance?
A grievance is a formal complaint raised by an employee or the union regarding a violation of the collective agreement.
The union plays a key role in supporting and representing employees throughout the grievance process.
Grievance Procedure Overview (Article 6)
Stage 1: Information Resolution
Action: Meet with Supervisor and Union Representative (if you wish so they can take notes and ask further relevant questions) to share your concern or issues.
Timeline: Within 7 working days of the incident.
Format: Can be an email, informal meeting or scheduled meeting. Always follow up with an email to ensure a clear understanding of the meeting.
Communication: CC the Union President and Vice-President at their work emails
Stage 2: Formal Grievance Submission
Action: The union will submit a Grievance Form to the Manager and HR.
Timeline: Within 7 working days of receiving the Grievance, Manager/HR must provide a written response.
Next Step: If dissatisfied, proceed to Stage 3 within 7 working days.
Communication: CC the Union President and Vice-President at their work emails.
Stage 3: Escalation to Senior Leadership
Action: Two Grievance Committee members and a National CUPE Representative meet with the Chief Administrative Officer (CAO) or their designate.
Timeline: Meeting held within 14 working days of notification. Employer must respond within 7 working days after the meeting.
Next Step: If the union is not satisfied, refer to Arbitration within 7 working days of the employer’s response.
Optional: Grievance Mediation
Timing: Within 7 working days of moving to arbitration.
Action: Either party may request a grievance mediator.
Agreement: Both parties must agree on the mediator and share the cost.
Key Reminders:
Always adhere to the timelines to ensure the grievance remains valid. If both parties agree to alternate timelines, these may be altered.
Keep all communications professional and documented.
Union representatives should guide and support members through each stage.
