Stewards are problem solvers, workplace leaders, communicators, educators and organizers. Each of these roles takes experience and dedication. Communicating with fellow workers, the Union, and Management at the same time is not easy, but is critical. During negotiations and while processing grievances, the efforts of the Shop Stewards are enormously helpful to the Local.

Stewards keep their co-workers aware of bargaining progress. They welcome new members to their shops. They let co-workers know how the Union is helping them, and let unorganized workers in the community know about the benefits of being in the Machinist Union. Our Stewards are usually veterans at their shops, well known and respected by fellow workers and by their employers. They know when co-workers just have gripes that should be settled quickly and when they have grievances that will call for complex solutions involving the Local. They know the importance of Solidarity and help keep Local 1103 strong through their efforts as peacekeepers, liaisons between the workers and the Local, contract warriors when necessary, and morale boosters.

Shop Stewards may be called upon to file periodic grievances on behalf of fellow workers. To help assess the validity of a potential grievance, the Steward should consider the following Key Tests to Just Causes formulated by arbitrators and attorneys. These tests are posed in the form of questions. A "no" answer to one or more of the questions means that just cause either was not satisfied or at least was seriously weakened in that some arbitrary, capricious, or discriminatory element was present.

NOTICE:  "Did the Employer give to the employee forewarning or foreknowledge of the possible consequences of the employee's disciplinary conduct?"

REASONABLE RULE OR ORDER:  "Was the Employer's rules or managerial order reasonably related to (a) the orderly, efficient, and safe operation of the Employer's business, and (b) the performance that the Employer might properly expect of the Employee?"

INVESTIGATION:  "Did the Employer, before administering the discipline to an employee, make an effort to discover whether the employee did in fact violate or disobey a rule or order of management?"

FAIR INVESTIGATION:  "Was the Employer's investigation conducted fairly and objectively?"

PROOF:  "At the investigation, did the 'judge' obtain substantial evidence or proof that the employee was guilty as charged?"

EQUAL TREATMENT:  "Has the Employer applied its rules, orders and penalties even-handedly and without discrimination to all employees?"

PENALTY:  "Was the degree of discipline administered by the Employer in a particular case reasonably related to (a) the seriousness of the employee's proven offense, and (b) the record of the employee in his or her service with the Employer?"

The IAM gives advice to Shop Stewards as to how they should react when a member from their shop approaches with a grievance. It advises:

LISTEN:  Stewards need to listen carefully to a member's problem or complaint. You might ask the member some questions and even have the member review the facts more than once. The facts may change as more information is given.

INFORM:  Let the member know how you will proceed in investigating his or her claim. Inform the members as to time frames, delays, investigative steps, relevant contract language, similar cases, etc. Be upfront and honest. Don't make promises.

INVESTIGATE:  Investigate all aspects of the case. Interview witnesses, fellow workers and supervisors. Ask questions and keep a record of findings.

REVIEW CONTRACT:  Review the contract for relevant language. Consult your Business Representative if the contract is unclear or silent on the issue. Check appropriate work rules, laws, and letters of understanding for possible violations.

PROCEED OR WITHDRAW:  If you find a violation that may be carried further, you may wish to set up a meeting with supervision on the matter. Make all efforts to have the grievant present to verify facts. Prepare yourself and the member fully for this meeting. If no contract violation exists you may have to set up a meeting with the member and explain why he or she has no grievance. Be informative, upfront and honest. Always follow up and do not leave the matter undecided. Share the discovered facts.

MEET:  Meet with the Supervisor to attempt settlement of the grievance informally. Settling at the lowest possible step is the preferred goal of Stewards. If the case is not settled, a formal grievance may need to be filed.

WRITE A GRIEVANCE:  Formalize the grievance in writing according to the policy and wishes of your Local Union. Make sure all information is given on the form. Other data may be submitted to your Business Agent on attached sheets of paper. Make sure grievance forms are completed in full and legibly.

BE PROFESSIONAL:  A Steward must conduct himself or herself professionally at all times. Through preparation, good performance and honest dealing with your members, you will be respected by your peers and Management alike. Set a good example for your members. Do your job well and perform your duties as a Steward with integrity. Throughout the Grievance Procedure, keep your members informed every step of the way. Good communication builds trust.