The Six W's

WHO was involved in the incident?

Be sure you can properly identify not only who was involved, but also any witnesses to the incident. Obtain names, identification, clock numbers, departments, shift, rate, seniority, etc.

WHEN did it happen?

Identify the incident as specifically as possible - time, date, shift, overtime or regular time, etc.

WHERE did it happen?

Locate the area of the facility by department or zone. If machinery is involved, identify it by serial number. This is especially important in the case of health and safety grievances.

WHAT happened that makes this incident a grievance?

What are the circumstances of the incident?

WHY is this incident a grievance?

If the Union allowed allegation is that the contract has been violated, request that they state the specific clause and indicate how Management's action or inaction violates the contract. Some unions may not always want to cite the exact section of the contract. When they are too specific they may limit their area of argument. It is possible that either a state or federal labor law may have been violated. Review your contractual definition of a grievance. An employee may have a legitimate problem, which is not covered by the grievance procedure and should be resolved in another forum.

WHAT remedy does the employee want?

Be careful and listen because many times an employee will be satisfied with a somewhat "lesser" remedy than the steward feels should be the case. Keep in mind that you represent the employee and if the settlement offered is acceptable to the employee and is not way out of line the steward should not stand in the way unless some important principle is at stake. On the other hand make sure that the grievant's requested remedies are realistic and obtainable.