You can access the current CGE Steward Handbook here.

For stewards on the Steward Communications Committee, this SCC Handbook (open as google doc) is specifically meant for you in addition to the general Steward Handbook.

A steward is likely to hear from workers on every aspect of working conditions from comments like “I can’t work with people with an attitude” to problems of favoritism, job discrimination, or hazardous work assignments.  A steward must act in the role of preliminary arbitrator on such matters, and that takes real leadership.  In many cases, the steward has to decide what the union has the duty to take up a legitimate grievance and what the union does not have a duty to pursue.

If you can answer yes to any of the following questions, there is most likely merit to the workers complaint and it can be properly called a grievance.

1. Has the contract been violated?
2. Has there been a violation of federal, state or local labor law?
3. Has there been a violation of past practice?
4. Is it a violation of management’s rules?
5. Is it a violation of an arbitrator’s decision?
6. Has the workers’ health or safety been jeopardized?
7. Has the workers’ professional license been jeopardized?

If the case is borderline, the steward should tell the worker that there is some question about the grievability and that he/she will consult with a Union Representative before proceeding.

There is nothing wrong with not knowing everything.  Stewards should not go out on a limb promising victory where you may not be able to deliver.  Rash promises hurt your credibility and label you unreliable.

A full document outlining what is and is not a grievance, how to organize direction actions from potential grievances, and a planning action form, is available here.