ABSTRACT
Almost all collective bargaining agreements contain a grievance procedure, yet most public employers have no apprehension of the havoc such a clause can produce. In order to focus attention on preparations for arbitration, this article will be limited to the final step of grievance, whereby the dispute is to be settled by a third party, generally referred to as an arbitrator. This chapter discusses an agreement that limits the definition of a grievance to a complaint which involves the interruption of, application of, or compliance with, the provisions of the labor contract. The entire issue presented by the demand to arbitrate the grievance should be reviewed again, especially with the employer’s attorney. In some grievance clauses an answer admitting or denying the issues raised in the demand for arbitration is necessary.
