Workplace Issues

Workplace issues, also referred to as grievances, are incidents that negatively affect a worker. Read the summary & FAQs to answer any questions and fill out the form. Once we have received your form we will get in contact to set up a time to meet & discuss. When in doubt it is always good to set up a time to talk with your union!

Workplace Issue Form

What are Workplace Issues?

If you are experiencing a workplace issue, please let us know by filling out our workplace issues form either on this page, or through the link below. Once filled out, a grievance handler from the union will reach out to you to schedule a meeting!

Workplace Issues Form

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Workplace issues are incidents that negatively affect a worker. Often, workplace issues occur when a worker’s rights, as outlined by the collective bargaining agreement, have been violated. Union representatives can meet with you about any workplace issue you may be facing and speak with you about your rights and options, which may include filing a grievance. A grievance is a claim by an individual GA/Postdoc, a group of GAs/Postdocs, or the Union that the University has violated a specific term of our Collective Bargaining Agreement (contract). Grievances have been instrumental in winning GAs effective resolutions and remedies, such as adjustments of workloads or securing leaves when they had been denied. However, not all workplace issues necessary lead to a grievance; some can be resolved informally. Most importantly, we will never file a grievance without your consent, and we always do our best to make sure that you are informed about your rights and obligations as well as the grievance process.

​This form is not an official UConn document. Submitting this form does not obligate you to proceed with an official grievance, and we will not alert your supervisor or any parties involved of your submission. 

Public Facing Grievance Tracker

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Frequently Asked Questions 

WHAT CAN the union do for me?

The union can help you address workplace issues in order to resolve them and represent you in disciplinary conversations with your supervisor. Each case varies, so avenues for resolution vary as well. You’ll find examples of workplace issues and resolutions in the “what are some examples of workplace issues and grievances” question below, and you can read more about Weingarten Rights to Union Representation here.

WHAT do I do if my rights and benefits are being violated?

1. Contact us immediately! The sooner we find out about an issue, the better. 
2. Note down:
   1. The date(s) and time(s) of when the violation happened, the details of what happened, and who was there.
   2. Gather any written evidence you might have, such as emails or written communications.
3. Stay educated about your rights! ​

WHAT ARE SOME PREVENTATIVE MEASURES I CAN TAKE TO PROTECT MY RIGHTS?

1. Keep a written record: save email communications, write down events with as many details as possible (who, what, where, when, why). 
2. Track your hours! Tracking your hours is very important, especially in cases where we have to prove excessive workloads.
3. Stay informed and learn about your rights.

WHAT happens when I submit this form?

Our organizers will get notified about your submission and will reach out to you to schedule a meeting with you as soon as possible. From there, we will discuss your rights and options with you. ​

How will the union protect my privacy when I submit information through this form?

We won’t share any of your personal or case information with anyone without your consent. The only people who will know of the details of your case are the organizers working directly with you and our trained staff, all of whom are cognizant of the importance of privacy for affected workers.

CAN I still submit this form if I am not sure I have a formal grievance?

Yes, we encourage you to! It is in everyone’s best interest if the union is aware of any workplace issues, even if they are not grievable under our contract. Grievances are not the only avenue to address workplace issues. 

Can I submit this form anonymously?

Yes, you can submit this form anonymously. However, please note that if you don’t provide a name or contact details, we will not be able to reach out to you, which limits the avenues we have to help resolve the issue. Nonetheless, this information will still help us identify issues and advocate for GAs more generally.
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Please note that at every point in the process, we will not share details or identifying information with anyone without first obtaining the grievant's permissions.

I haven't been personally affected, but I am aware of an issue happening in my lab/department. Can I submit this form? ​

Yes, you can submit this form to make us aware of workplace issues happening around you. This will help investigate issues and talk to those affected to inform them about their rights.

Is there a deadline to file a grievance?

Yes. A grievance should be filed within thirty (30) calendar days after the event, or after the grievant becomes aware or should have become aware of the event giving rise to the grievance. However, this should not discourage you from coming to us with workplace issues; some incidents can be ongoing and are therefore grievable.

what is the goal of a griEvance?

The goal of a grievance is to provide GAs and postdocs with an avenue to address workplace issues that are detrimental to their work at UConn and to make the grievance whole by implementing specific remedies.

WHAT happens when I file a grievance?

• What is a grievance?
  1. A grievance is a claim by an individual GA/ Postdoc, a group of GAs/ Postdocs, or the Union that the University has violated a specific term of our Collective Bargaining Agreement (contract).
  2. When you get in touch with the Union regarding a workplace issue, we will meet with you confidentially and inform you of your rights and possible options, and you can decide which action to take. In addition, there are protections against any form of retaliation if a GA/ Postdoc comes forward regarding a possible contract violation.
• The steps of the grievance are outlined in the GA and Postdoc collective bargaining agreements. They include:
  1. Informal discussion: both the University and the Union encourage the resolution of grievances through informal discussions with the GA/ Postdoc and their supervisor. During such discussions, the GA/ Postdoc is allowed, and even encouraged, to have a union representative present. The University and the Union may agree to bypass this step or to have the informal discussion with another supervisor. In cases of sexual harassment or sexual assault, this step is bypassed.
  2. Step 1: If the grievance is not resolved through informal discussion, it must be reduced to writing, dated, and presented to the department head (or dean for non-departmentalized schools) and to the University’s Office of Faculty & Staff Labor Relations within thirty (30) calendar days after the event, or after the grievant becomes aware or should have become aware of the event giving rise to the grievance. If the grievant is alleging sexual harassment or sexual assault, the filing deadline shall be extended to one hundred eighty (180) calendar days. The department head shall provide a written response to the grievance within fifteen (15) calendar days following receipt of the written grievance. 
  3. Step 2: If the grievance is not resolved at Step 1, the grievant may within ten (10) calendar days appeal to the Dean of the Graduate School. The grievant, representatives of the Union, and the Dean of the Graduate School or designee and University’s representatives will meet within ten (10) calendar days of receipt of such appeal in an attempt to resolve the grievance. The department head may attend the meeting. If the matter is not resolved, the Dean of the Graduate School or designee will provide a written decision on the grievance within fifteen (15) calendar days of the meeting.
  4. Arbitration: If the grievance is not resolved at Step 2, the Union may, within twenty-one (21) calendar days from receipt of the written step 2 decision, appeal the decision to arbitration by a neutral third party. In arbitration, a neutral third party acts as a judge responsible for resolving a dispute. During arbitration, each side presents their case and relevant evidence, after which the arbitrator makes a decision on the case. The arbitrator’s decision is considered binding and must be implemented. The union’s e-board has to vote on whether or not to take a case to arbitration.

WHAT if I change my mind about pursuing a grievance?

You are in the driver’s seat. We will never file a grievance without your consent, and if at any moment you decide to drop a grievance, we will respect your wishes. Even when discussing informal solutions, we will never proceed without your consent. ​

scenarios and examples of grievances:

1. Bullying, harassment, discrimination: our contract contains many examples of scenarios that fall under these categories, which you can read about here. Examples of bullying include public humiliation or public reprimands; slandering, ridiculing or maligning a person or their family; persistent name-calling, etc. Examples of harassment include sexual favoritism; inappropriate jokes of a sexual nature; repeatedly standing too close to, brushing up against, touching, or massaging a person; repeatedly asking someone to socialize off-duty, etc. Through informal avenues as well as grievances, we've negotiated for GAs/postdocs to switch supervisors, get no-contact orders implemented, and other remedies.
2. Denied time off, having to make up time off: through informal conversations as well as grievances, we’ve been able to secure our workers time off. 
3. Changes in offer letters/canceling offers: through informal conversations as well as grievances, we’ve successfully helped GAs maintain their secured offers.

What can my supervisor ask me to do?

1. The Supplemental Description of Duties (SDD) details the specific duties you are expected to perform as part of your appointment. Upon receiving this document, you will have at least 24 hours to review the document and raise concerns.
2. Your supervisor cannot ask you to perform tasks that fall outside of your Supplemental Description of Duties, unless it states “other duties as assigned.” Either way, you cannot be assigned tasks that pose a risk or safety issues, or that fall completely outside the scope of your assistantship, such as running personal errands for your supervisor. 
3. Tasks that might create workload problems (i.e. if you are being assigned too many tasks and you are at risk of going over your contracted hours) can be discussed with your supervisor. If you are being assigned tasks that are causing you to work over your hours, and your supervisor is refusing to reduce your workload, or if you are being assigned tasks that fall completely outside the scope of your assistantship, please contact us immediately.
4. If you have not received the Supplemental Description of Duties with your offer letter or at least 30 days prior to the first day of classes, please contact the union immediately and ask your supervisor/department for this document.

My supervisor is asking for a meeting to discuss my job performance. What should I do?

If this happens, you are allowed to ask to have your union representative present at that meeting. This is part of your Weingarten rights, which guarantee an employee the right to Union representation during an investigatory interview. You must claim that right! Your supervisor has no obligation to inform you that you are entitled to Union representation. You can read more about Weingarten Rights here.

I want to have a difficult conversation with my supervisor. How can the union help me?

There are several ways we can help you: we can help you prepare for the meeting, draft email responses, and in some cases, we can be present at the meeting with your supervisor. Please reach out to us with your specific case, so we can determine how we can help you.