(B) The GROUP grievance, as the name indicates, involves two or more individuals. In a situation involving a group grievance, the Grievance Handler should try to get everyone in the bargaining unit within their jurisdiction (groups, departments, etc.) to sign the grievance. This is especially true in cases of "Production Standards" or "Speedup" grievances under the Grievance Handler's jurisdiction, where ALL of the workers involved should sign the grievance. The following example could constitute grounds for a group grievance:

Example:

Maintenance engineers received an upgrade in classification and in pay. The increase was not in their last pay cheque.

(C) The POLICY grievance is much broader in scope than either the individual or the group grievance. Policy grievances may involve several departments within the bargaining unit structure. As such, they may effect more than one or two workers; they effect several such workers, even the entire workplace.

Policy grievances may include new jobs, new classifications, new wage rates, mutual understandings and past practices (union practices) that have been in effect a long time. They may include working conditions, employer concessions, workable practices that exist in departments, offices, and other areas of the union's jurisdiction. Policy grievances are the responsibility of the grievance committee rather than of the individual Grievance Handler in the workplace, because it may affect other workers in the union beyond those whom the Grievance Handler represents. The following example could constitute grounds for a policy grievance:

Example:

The annual improvement factor was to be paid on the first of the month. management did not pay on the first week, but instead, the second week.