District Council 2 Guide: Shop Steward Roles & Workers’ Rights

ROLE AND CONDUCT OF SHOP STEWARDS

A shop steward is the front-line leader of the union. Membership will respect and support those who lead with integrity and purpose. Strong stewards uphold the following leadership qualities:

Understanding
Professionalism
Knowledge
Patience
Wisdom
Leadership
Credibility
Integrity
Fairness
Communication
Thoroughness
Trustworthiness

A Grievance Investigation Guide for Stewards

A grievance is a formal complaint about a violation of the contract or mistreatment in the workplace. Here's a step-by-step guide to handling grievances effectively:

STEP ONE: LISTEN & INFORM

• Hear the member out with full attention.

• Ask specific, detailed questions.

• Be honest, professional, and build trust—don’t promise outcomes prematurely.

• Explain the process and refer to similar past grievances if helpful.

STEP TWO: MEET WITH MANAGEMENT

• Have an informal meeting with the supervisor or foreman.

• Remain professional at all times.

• Try to resolve the issue early when possible.

STEP THREE: DOCUMENT & EXPLAIN

• Complete a grievance form with the member.

• Explain how the grievance will be investigated and the next steps.

• Be mindful of any contractual time limits for filing and responding.

Grievance forms are available by calling DC2 at (800) 333-4388.

STEP FOUR: INVESTIGATE THOROUGHLY

• Use the Investigation Form to document all interviews and findings.

• Review the contract and policies carefully.

• Consult your Business Representative with questions or uncertainties.

STEP FIVE: DETERMINE MERIT

• Decide if a contract violation has occurred.

• If no violation, respectfully explain your findings to the grievant.

• If there is merit, contact the Business Representative to escalate the grievance.

THE FAMILY AND MEDICAL LEAVE ACT (FMLA)

The FMLA, enacted in 1993, allows eligible employees to take up to 12 weeks of unpaid, job-protected leave for family and medical reasons.

Eligibility Criteria:

• Your workplace has 50+ employees (or is a public agency).

• You have worked for the employer for at least 12 months.

• You have worked at least 1,250 hours in the past 12 months.

 FMLA Can Be Used For:

• Birth, adoption, or foster care of a child

• Serious health condition of yourself or an immediate family member

• Care for a spouse, parent, or child with a serious illness

You cannot be fired for using FMLA leave if you qualify.

If you believe your rights were violated, you can file a complaint with the Wage and Hour Division of the U.S. Department of Labor.
Statute of limitations:

• 2 years for regular violations

• 3 years if willful misconduct by the employer

KNOW YOUR WEINGARTEN RIGHTS

Under a 1975 U.S. Supreme Court decision, Weingarten Rights allow union workers to request union representation during investigatory interviews that could lead to discipline.

 If You're Called Into a Meeting:

1. Clearly request a shop steward or union rep be present.

2. If none is available, ask to delay the meeting.

3. If management refuses, inform them your Weingarten Rights are being violated.

4. Contact your Business Representative immediately. An Unfair Labor Practice (ULP) charge may be filed.

Management is not required to inform you of your rights—you must assert them yourself.

 NEED HELP? QUESTIONS?

Reach out to District Council 2 at
(800) 333-4388
We’re here to support our stewards, members, and families—every step of the way.