Stewards Forum: Q&A

Limits on Union Time?

CWA stewards are invited to send general questions for the Stewards Forum to cwanews@cwa-union.org.

Question: Is there a time limit on the amount of hours a steward can be on union time while working and can it be just investigating a write up or suspension?

The amount of time that a steward is allowed to work on union business is a contractual issue. Frequently, a contract will allow union representatives time for work on union business as company "operational needs" permit, but contracts also often specify that stewards must be given time off to attend disciplinary meetings and grievances.

Here are some tips for using your time to your best advantage:

1. Remember that you are a vital part of investigatory or disciplinary hearings, and that what you do at these steps can often make the difference between an employee keeping or losing their job. Advise members before they answer questions. Take good notes. Have management state why it took this action. Write down the response word for word.
2. Get a written statement from your grievant, describing events in his or her own words. Help grievants draft this statement. Memories fade and good notes are essential to putting together a strong case.
3. Draft the grievance carefully. Don't make it too specific or pin yourself down to particulars. At this point, you want to allege as many different plausible company violations of the contract as possible, stating that the company's actions violate, for example, "Articles 2, 5, 10 and all others that may apply." In the remedy section, ask "to be made whole in every way, including (insert specifics)."
4. Know what company policy says as well as how company practice really works. Know which long-term employees can tell you "how things have always been done" or who are experts in certain company policies or procedures.
5. At grievance meetings with management, focus on proving the facts that back up your case; think about what evidence you need to prove your case. Try to stay cool and not get angry. Look for inconsistencies in the company's case, including cases in which it imposed less discipline on someone else. If management changes the reason for taking action, note the change and write the new version word for word. Before the meeting, remind the grievant to tell you everything he or she knows about a case (good and bad) because it is always better to be prepared than surprised.