ChatGPT Wrote This 'Union Grievance Procedure'
Prompt: Write a union grievance procedure, including arbitration, that can be used in a collective bargaining agreement
While “the machine” (AI) is not ready to take over yet (it is often prone to errors), the scope of tasks AI can perform is expanding rapidly.
See background and ChatGPT Wrote This 'Employee-Friendly Policy For Escalating An Issue At Work' here.
PROMPT: Write a union grievance procedure, including arbitration, that can be used in a collective bargaining agreement
ChatGPT’s response (in 45 seconds):
Union Grievance Procedure
The following grievance procedure is intended to provide a fair and efficient mechanism for resolving disputes and concerns arising between employees represented by the union and the employer. This procedure is an integral part of the collective bargaining agreement and shall be followed by both parties to ensure effective resolution of grievances.
Step 1: Informal Discussion
1. The employee(s) shall first discuss the issue with their immediate supervisor or manager within ten (10) calendar days of becoming aware of the issue.
2. The supervisor/manager should respond to the grievance within five (5) calendar days after the discussion.
3. If the issue remains unresolved, the employee(s) may proceed to Step 2.
Step 2: Formal Written Grievance
1. The employee(s) shall file a formal written grievance with the union within ten (10) calendar days after the supervisor/manager's response.
2. The written grievance should include a clear description of the issue, relevant facts, date and time of occurrence, specific section(s) of the collective bargaining agreement alleged to have been violated, and the desired remedy.
3. The union shall present the written grievance to the appropriate level of management within ten (10) calendar days after receipt of the grievance.
4. Management shall respond to the written grievance within ten (10) calendar days after receipt.
5. If the issue remains unresolved, the employee(s) may proceed to Step 3.
Step 3: Grievance Review Committee
1. The union and management shall establish a Grievance Review Committee consisting of an equal number of union and management representatives to review and attempt to resolve the grievance.
2. The Grievance Review Committee shall meet within twenty (20) calendar days after the written grievance response from management.
3. The Grievance Review Committee shall consider all available evidence, hear from both parties, and attempt to resolve the grievance through mutual agreement within twenty (20) calendar days after the initial meeting.
4. If the Grievance Review Committee cannot reach a resolution, the employee(s) may proceed to Step 4.
Step 4: Mediation
1. If the Grievance Review Committee fails to resolve the grievance, the union or management may request mediation through a mutually agreed-upon mediator or a Federal or State Mediation Service.
2. Mediation shall occur within thirty (30) calendar days upon mutual agreement of both parties to resolve the grievance.
3. The mediator shall attempt to facilitate a resolution between the parties. The resolution, if reached, shall be binding on both parties.
4. If mediation does not lead to a resolution, the employee(s) may proceed to Step 5.
Step 5: Arbitration
1. If the grievance remains unresolved after mediation, either party may submit the grievance to arbitration by serving written notice to the other party within fifteen (15) calendar days following the conclusion of mediation.
2. The parties shall mutually select an arbitrator or request a panel of arbitrators from a neutral arbitration service, and the arbitration hearing shall be scheduled within forty-five (45) calendar days from the date of the request.
3. The arbitrator(s) shall conduct a hearing, allowing both parties to present evidence, witnesses, and arguments.
4. The arbitrator(s) shall issue a written decision within thirty (30) calendar days following the conclusion of the arbitration hearing that shall be binding on both parties.
By following this grievance procedure, both the union and the employer commit to resolving disputes and concerns promptly and fairly. The purpose of this procedure is to promote constructive labor relations and maintain a harmonious working environment for all employees.