| Q | What if a worker is violating the contract or otherwise doing something that will get them in trouble? |
| A | Consider having a private talk with the worker yourself, or asking a friend of theirs to do so. You should be perceived as a fellow worker concerned that the worker will be disciplined and the union will be the weaker for it. |
| Q | What if management disciplines a worker with no steward present? |
| A | Management doesn't have to tell workers their rights. It's up to each worker to request your presence during a discipline meeting. However, if the worker did so and management refused, you can file a grievance on those grounds. |
| Q | What if I can't make a full investigation within the time limits to determine if a complaint is a valid grievance? |
| A | File the grievance and continue your investigation. Later you can always withdraw the grievance. |
| Q | What if a grievant reveals a fact in a step meeting that I was unaware of? |
| A | Call a caucus and begin damage control. Good interviewing can help prevent this, but it's almost a rite of passage for stewards. In all pre-meeting interviews, always ask, "Is there anything else you haven't told me that I should know?" |
| Q | What if a worker's complaint is not a valid grievance? |
| A | Diplomatically explain why to the worker. And, of course, you will have explored all the other ways of solving the worker's problem. Most workers can understand how everyone in the union loses if it backs a groundless complaint. However, a worker may decide on their own that a grievance needs to be filed. In such cases, the steward needs to be very careful so as to avoid DFR charges. |
