Grievances

Below are five common questions and answers about UFF grievances:

The Collective Bargaining Agreement is there to protect your rights.
The information below is to help grievants follow procedures for successful outcomes. 

Need to File a Grievance?

12 + 11 =

What are common types of grievances?

All grievances must be actions in violation of a particular clause in the Collective Bargaining Agreement

Grievances can include such things as
  • Mishandling of annual evaluations, tenure or promotion procedures
  • Inappropriate assignments
  • Incorrect pay
  • Violations of academic freedom including
    • The right to govern one’s own class
    • The right to participate in faculty governance
    • The right to write or speak in one’s own discipline
    • Retaliation or retribution for speaking freely

What is the timeline for a grievance?

A grievance must be filed within thirty (30) days of the time that the grievant knew or should have known about the violation.

What can I do to make sure that my grievance moves forward toward a successful outcome?

First, be knowledgeable about the Collective Bargaining Contract and what it covers in terms of your rights.

Second, document everything. Keep a journal of events as they happen. If disciplinary action is involved against you, include a union representative at any potential or actual disciplinary meetings.

If possible tape record everything discussed at a meeting that leads to or may lead to action against you. Keep copies of hard copy documents and emails involving your case.

Make sure you can document any disputed facts of the case with evidence.

Who is eligible for assistance by the USF Chapter of UFF for filing grievances?

UFF will not represent a grievant who is not a member of UFF at the time of the violation. If someone is not a member, they may seek assistance from personal attorneys or other agencies on campus like the Office of Diversity, Inclusion, and Equal Opportunity (DIEO).

What types of events/actions cannot be grieved?

Waiting long after the 30 day time period elapses means that actions cannot be grieved, particularly if is something that has happened over months and years (such as promotion and tenure decisions). Final tenure decisions against candidates are unlikely to success if no documentation during mid-tenure and annual evaluations has been part of a grievance process.

 Actions by administration or supervisors not covered by the Collective Bargaining Agreement might not be grieve-able.

Quibbles with colleagues unrelated to the CBA are unlikely to be something that can be grieved

Remember, the Collective Bargaining Agreement will not protect your rights unless you stand up for yourself.