The best place to settle a grievance has always been right where it began on the job. The boss should know that UE grievances will be backed by a unified and, if necessary, angry membership. If very few grievances are settled on the job or in the early stages of the grievance procedure, then it may be time to take a good look at your local s ability to send a unified message to the boss. Instead of building unity, arbitration can actually undermine organizational strength. Think about it.
Arbitration removes an issue from the workplace and it takes time.
First, dealing with the members in this manner is not showing leadership. Second, a bad decision by an arbitrator sets a precedent that stays with the local forever. Many times it s much wiser not to proceed with a bad arbitration case and wait until the union can force management to change their position some other way, or wait until a case that is not so risky presents itself. An ill-considered decision to arbitrate can turn into a disaster. With the stroke of a pen, an arbitrator can undo hard-won contract language and, as many trade unionists have found out what we lose in arbitration we rarely recover in negotiation.