Understanding the APWU Grievance Procedure

How We Enforce the Contract and Protect Our Rights

The grievance procedure is the formal process the APWU uses to enforce the National Agreement, Local Memorandums of Understanding (LMOUs), and all applicable handbooks, manuals, and settlements. It is not punishment, retaliation, or “starting trouble.” It is the contractual method for correcting violations and protecting employees’ rights.

What Is a Grievance?

A grievance is a claim that management has violated:

• The National Agreement

• A Local Memorandum of Understanding (LMOU)

• USPS handbooks or manuals that are enforceable

• A past settlement or arbitration award

If management fails to follow the contract, the Union has both the right and the obligation to challenge that action.

When Should You Contact the Union?

You should contact a steward or Local officer as soon as possible if you believe:

• You were improperly disciplined

• Your schedule, hours, or assignment were violated

• Overtime rules were not followed

• Leave was improperly denied

• Work was assigned outside your craft or level

• A job was improperly abolished, reverted, or changed

• You were treated differently than others without justification

Time limits matter. Most grievances must be initiated within 14 days of when the Union or employee knew (or should have known) of the violation.

The Steps of the Grievance Procedure

Step 1 – Formal Discussion

• A Step 1 grievance begins when the member addresses the issue with either Management or the Union, Once the issue has been discussed with local managements Step 1 Designee, there is 5 days for Management to respond.

• This is where facts are gathered, documents are reviewed, and the Union explains why the action violated, or do not violate the contract.

• Many grievances are resolved at Step 1 when management agrees to correct the violation.

If management fails to resolve the issue or does not respond in a timely manner, the grievance moves forward.

Step 2 – Formal Appeal

• The grievance is expanded on with full details and discussed with Postmaster, or outside step 2 Designee.

• The Union submits a full statement of facts, contract citations, and requested remedy.

• Management must provide a written decision.

If the decision is unfavorable or untimely, the Union may appeal further.

Step 3 – Area-Level Review

• The grievance is reviewed by higher-level Union National Business Agents(NBA) and USPS representatives.

• Legal interpretations, prior settlements, and arbitration decisions are often considered.

• Many cases are resolved here through settlements that apply beyond one employee.

Arbitration (If Necessary)

• Arbitration is the final step.

• A neutral arbitrator hears both sides and issues a binding decision.

• Arbitration decisions become enforceable precedent.

Not every grievance goes to arbitration, but every grievance is filed as if it could, which is why documentation and timelines matter.

Important Things Members Should Know

Filing a Grievance Is a Protected Right

• Management cannot retaliate against employees or stewards for filing grievances.

• Filing grievances is a legally protected union activity.

Grievances Protect Everyone

Even if a grievance is filed on behalf of one employee, successful grievances often:

• Stop future violations

• Clarify contract language

• Protect the entire craft or installation

The Union Controls the Case

• The Union determines how grievances are written, advanced, settled, or withdrawn.

• This ensures consistency, legal strength, and long-term protection for all members.

How You Can Help Your Union Help You

• Report issues early

• Keep notes (dates, times, witnesses)

• Save schedules, clock rings, and written instructions

• Be honest and thorough with your steward, if the Local finds out you were not being honest, your grievance could be withdrawn.

• Put in the time to help run the Union by sitting on a committee, being a Steward, or running for an elected position.

The grievance procedure works best when members stay informed and engaged.

Final Thought

The grievance process is not about confrontation — it is about contract enforcement. Every right we have only matters if it is enforced. The grievance procedure is how the APWU ensures management follows the rules and treats employees fairly.

An enforced contract is a strong contract. Which is made stronger by Member involvement en mass.