Grievance management,
built by people who live it

A member submits an issue online. The intake form asks type-specific questions, assigns urgency, and drops it into the steward's inbox, triaged, not raw.

In practiceA member reports mandatory overtime with no notice → lands in the inbox flagged as a potential grievance, with the relevant contract article pre-populated.

Every tool the case needs lives inside the case, contract search, document upload, task assignment, the deadline calculator, member lookup. Each surfaces only when the case calls for it, so the screen stays focused, not crowded, and the work happens where you are, not across five tabs and three programs.

In practiceMid-grievance you need the contract language, the prior MOU, and a follow-up assigned → all done inline, on the same screen, in under a minute.

When a grievance advances, one action assembles the full record, timeline, statements, evidence, every step denial, into a formatted, paginated packet with an exhibit index, ready to send to the arbitrator.

In practiceGR-2026-0142 → a clean, exhibit-indexed packet built from the case file in under a minute.

Every action, date, edit, and uploaded document is written to an immutable timeline as it happens. No reconstructing the file months later, the defensible chain of custody is already there.

In practiceA grievance reaches arbitration → export a complete, timestamped record of who did what, and when, on demand.

Enter your Step 1 window, Step 2 window, and arbitration demand deadline from your contract. The deadline engine, alert rules, and arbitration packet generation all derive from those values. Nothing is hard-coded to someone else's CBA.

In practiceYour contract has a 10-day Step 1 window, not 14 → set it once → every grievance clock is correct from day one.

Log the triggering event once. The engine reads your contract's filing window, back-calculates every downstream deadline, Step 1, the employer's answer, each appeal, the arbitration demand, and starts the clock. Reminders fire days before a window closes, never after.

In practiceDiscipline issued Jun 14 → Step 1 due Jun 28 → employer answer due Jul 19, all dated from your CBA, with a 3-day heads-up on each.

Open a discipline case and the right pre-discipline checklist loads inside the case flow, Loudermill notice, Weingarten representation, Garrity warning. Each step is prompted in order so nothing protective gets skipped under pressure.

In practiceInvestigatory interview flagged → the Weingarten script surfaces before the member walks in, not in the post-mortem.

Set your state and sector once. The system layers the rules that apply, public-sector due process, veterans' preference statutes, state labor codes, on top of your CBA, so prompts and deadlines reflect the law you operate under, not a generic national template.

In practiceA Michigan public employer disciplines a veteran → the Veterans' Preference Act protections surface in the case flow before any step is taken, not after a procedural challenge undoes the discipline.

Search the contract by keyword mid-case. Highlight the clause you're arguing. Generate the grievance form pre-populated with that language, without navigating away from the case.

In practiceMid-grievance on a scheduling dispute → search "days off" → the relevant article surfaces → generate the Step 1 form with the article pre-cited.

Upload evidence directly to a grievance. Attach an MOU to the case it resolved. Every document lives where it belongs: searchable, version-tracked, and included automatically in the arbitration packet.

In practiceManagement claims they sent notice → find the uploaded email thread on the case in seconds, timestamped.

Build the agenda before the meeting. During the meeting, flag action items. After the meeting, every flagged item becomes a task in the tracker: assigned, dated, and owned.

In practiceA membership meeting raises a scheduling grievance → flagged as an action item during the meeting → drops into the grievance desk as a new intake by the time the meeting ends.

A live directory of who's covered, who's organizing, and who still needs a conversation, with coverage gaps and unassigned members surfaced instead of buried in a spreadsheet.

In practiceA new hire on nights → flagged as uncovered until a steward is assigned, so no one slips through.

Flag a grievance outcome as a bargaining issue right when it happens, a loss that exposed weak language, a problem the contract never covered. Each one lands in a running bargaining file, tied to the case that proves it. Three years later that file is the proposal list, built as you went, not reconstructed from memory.

In practiceContract talks open → instead of hunting through the five paper and electronic notepads everyone swears they kept, you open a bargaining file already stocked with documented, case-backed proposals.

Map the real structure, stewards, building captains, and the escalation ladder beneath them, so a call to action flows through people, not a mass email, and reaches every member fast.

In practiceA short-notice action → routed down the ladder so every member hears it from someone they know in hours, not weeks.

Run contract negotiations like the campaign they are, track every proposal and counter, log each session, and watch the whole table move from opening offer to tentative agreement to ratification.

In practiceA reopener on staffing → its proposals, counters, and status sit in one place the whole committee can see.

Every grievance won, MOU signed, and dollar recovered is logged and surfaced to the membership, turning quiet casework into visible proof the union delivers.

In practiceA reinstatement with back pay → posted to the board as momentum the next organizing conversation can point to.