The Right to Information

The Right to Information

In processing grievances, the employer is obligated to provide the union information that the union needs in order to process grievances. As a steward, you may request information from the company:

	§ When you are investigating a grievance
	§ When you are preparing for a grievance meeting
	§ When deciding whether to drop or advance a grievance
	§ When deciding whether to arbitrate a grievance
	§ When preparing for a grievance

The type of information that the company must provide is broad. It must provide documents, data, and factual information that you request. However, you are not permitted to be on a "fishing expedition." Rather you must make requests for specific types of information.

The types of company records that you are entitled to include:

	accident records
	attendance records
	bargaining notes
	company memos
	contracts
	correspondence
	disciplinary records
	equipment specifications
	evaluations
	inspection records
	insurance policies
	interview notes
	job assignments
	job descriptions
	materials records
	payroll records
	performance reviews
	personnel files
	salary/bonus records
	security guard records
	seniority lists
	supervisors' notes
	time study records
	training manuals
	videotapes

Requests for information can be made orally. However, it is far better if they are made in writing. Be as specific as possible in identifying the documents or the data that you are requesting. By making the request in writing you are documenting what you asked for and when the request was made. The employer may refuse to grant your request based on the notion of confidentiality for employee records that are sensitive, such as medical reports and aptitude tests. To make this defense, the company must have an established personal privacy policy that is:

	Consistently adhered to, and
	Not shown to supervisors or other management personnel.