By Jon Olsen, Communications Staff
It is no secret that confidentiality can be a serious part of dealing with workplace issues, including grievances. Stewards, grievors, and even employers are restricted – often by a non-disclosure agreement (NDA) – from discussing the details of a grievance outside of the hearing proceedings.
But what about after the grievance is settled? How much can be said about the investigation or hearing? Can a steward inform their coworkers about a successful resolution?
Reoccurring worksite issues are often eliminated by the precedent set by a successfully resolved grievance. Your fellow stewards and coworkers should be kept informed so that additional grievances aren’t filed for an issue that has already been settled.
Stewards need to walk a fine line when sharing grievance resolution information, however. Details of the outcome are strictly off limits, but the general grievance resolution and what it means for your coworkers can and should be discussed.
Talk union
Union activists and stewards should take every opportunity to “talk union” with their coworkers. Informing members about upcoming meetings, events, or actions are examples of a typical “talk union” subjects.
Discussing a successful grievance resolution can help to build solidarity on your worksite. Overturning an unfair decision by the employer can build collective confidence. Believe it or not, members get motivated when they see concrete examples of how their collective agreement and worksite stewards protect them. That’s often just the motivation they need to become more involved. Getting the word out can even move your coworkers closer to taking more successful actions in the future, including strikes.
Remember, the boss is listening
AUPE members have the right to engage in union activities during non-work time, including breaks and lunch. Discussing a recent grievance resolution and the unity it inspires is worth a few minutes of your break, even if your employer overhears you. Nothing makes an employer more nervous than seeing workers stand together in solidarity.
That said, be careful not to needlessly antagonize your employer when discussing a resolution. Flexing your union muscles can rattle your employer, especially after a favourable settlement, but it is important to remember to not cross a line that will put yourself or your coworkers at risk of discipline.
Motivating your coworkers is key to our success in bargaining. We must engage members at every AUPE worksite, and you, as a steward, are often the first contact for that engagement. We are often motivated by fear and our employers’ bad decisions, but it is just as important to cultivate hope and optimism, and one way to do so is by celebrating our victories, even the small ones.