WOAW’s Proposal

Employees who face harassment and/or discrimination may choose to file a grievance (the standard way contracts are enforced). The employee will work with the Union (one of your colleagues!) to draft remedies. The remedies we can request in the grievance process are supportive measures—non-punitive measures designed to restore or preserve an employee's ability to work and participate in the Wellesley community. After filing a grievance, a meeting will take place between the employee (and Union) and the College on a set timeline (we propose within five business days), and a response is due back from the College on a set timeline (we propose within 5 business days). As is true in all grievance cases, the College can choose to implement the remedies or to deny the grievance and remedies. If the College chooses to deny the grievance and remedies, the employee can appeal the grievance forward again to the College. If the grievance is denied by the College again, the Union can appeal the grievance to a neutral third-party (arbitration). WOAW’s proposal does not prohibit or exclude workers from also choosing to work with the Colleges’ internal processes and investigations, should they elect to do so.