ERIC Number: ED251927
Record Type: RIE
Publication Date: 1983
Reference Count: 0
A Superintendent's Perspective of the Grievance Process.
Salmon, Hanford A.
Grievance procedures must be fast and fair to satisfy everyone and to disrupt the normal workflow as little as possible. The following factors help make for effective procedures: (1) binding arbitration, because it is orderly and unbiased; (2) contributions to contract language by the contract administrators; (3) absolute honesty about contract provisions during bargaining; (4) a negotiating committee that can agree on the meaning of contract language; (5) a "zipper clause" limiting grievances to matters covered in the contract; (6) avoidance of contract clauses permitting grievances based on violations of "past practice"; and (7) good faith among all parties. When grievances do occur, management should review the contract in the context of bargaining history. All grievances should be treated as though bound for arbitration, though management should avoid arbitration unless certain of winning or unless going public could prove harmful. Management should limit the scope of grievance and retain a lawyer specializing in education and labor law. The school board should not be involved in the grievance process. Management's sincere desire to be fair and responsive to employees will help limit grievances to legitimate concerns and reduce union use of the grievance procedure as a propaganda tool. (PGD)
Publication Type: Speeches/Meeting Papers; Opinion Papers
Education Level: N/A
Audience: Policymakers; Administrators; Practitioners
Authoring Institution: N/A
Note: Paper presented at the Annual Meeting of the National School Boards Association (San Francisco, CA, April 23-26, 1983), under the title, "How to Live with Grievance Procedures."