Unions, unlike social movements or clubs, are spaces where all bargaining unit members are entitled to be and cannot be denied access to their union if they are a member in good standing. This means we have far more responsibility to each other to make sure our union is a safe, welcoming, and healthy space for all graduate workers. Our own behaviors can curtail who and how people can access committees, working groups, the bargaining table, and more. If we’re serious about building a better UIC and a better world, we have to be serious about how we need to treat each other! To make this possible, we have created an internal grievance process that helps us navigate internal conflict and harm in a way that promotes growth, healing, and accessibility for everyone.
Member Internal Community Agreement
Assume good faith of others. We’re all here because we want to make our union better.
Engage with ideas and not against people. We exist within structures of oppression and harm, and should not identify these as stemming from any one individual.
We are our union. How we choose to represent ourselves and engage with others in GEO spaces can change what people think of our union (for better or for worse).
We move at the speed of trust: we will make decisions collectively, openly, and transparently with each other.
Move up, move back. Make sure there’s space for everyone to engage in the conversation and the decisions we make!
Own your opinions using “I” statements when possible.
Procedure:
An internal grievance within the union can apply to any or all of the following violations when committed by signed members:
Engaging in harassment or discrimination based on race, physical appearance, immigration status, religion or creed, national origin, age, disability, marital status, gender identification, sex, sexual preference or orientation, caste, citizenship status or prior criminal record.
Attempting or threatening to cause secession by this Union or decertification; circulating false reports or gross and willful misrepresentations about the integrity of the Union; advocating or committing or inciting an act or series of acts which would injure the best interests of the Union, undermine democratic decisions made within public union spaces, or interfere with the performance of the Union’s activities.
Refusing to respect the boundaries of other members or engaging in repeated hostile or insulting behavior towards another member or member(s).
Step 1: Make a report to SC
Members who feel like another member or member(s) have violated any of the above should contact the GEO steering committee by email. This email can include any details they wish to share most immediately in order to initiate the process. From here, two members of the steering committee will reach out to the reporting individual to set up a time to discuss their grievance further.
If the grievance involves a member of the steering committee, the grievant may reach out to a different member of the steering committee that they are comfortable with contacting.
Steering committee members who are accused shall recuse themselves from the investigation process.
Step 2: SC Investigation
Within two weeks of receiving notice of a grievance, the Steering Committee shall meet to discuss initial steps for the investigation and identify if any immediate safety concerns exist for union membership. From here, the Steering Committee will designate at least two members of SC to investigate the grievance, speaking first to the individual reporting.
These two SC members will work with the grievant to identify what the problem is and what solutions the grievant is seeking to regain a feeling of safety and trust within union spaces.
Next, these two SC members will speak to the accused and raise the concerns brought forward by the reporting member, working to maintain anonymity if requested. They will hear this member's perspective on the situation.
Step 3: Restorative Action
Upon hearing from both parties, the two SC members will report back to the Steering Committee about what has happened and what best possible remedies should be pursued to protect the health of the union and its members’ trust.
SC members are expected to engage with grievances in good faith, making decisions along the line that if something reasonably, more likely than not occurred, action should be taken. Accusations of harm should not be taken lightly.
While members cannot be barred from being members of their union, it is allowable to limit or reduce the ways in which a member can be present in a space if their presence proves harmful to others/they are unwilling to change their behavior.
The Steering Committee will vote on proposed options. If adopted, the two SC members handling the grievance will speak with the accused again to let them know about the decisions that have been made and how they can comply.
Limitations:
This process is not meant to be used as resolution in the event that a crime has been committed against another member. While we can help with creating a safe union space, we are not empowered to navigate or make determinations around crimes that have occurred in our community.
If a grievant is having a work-related conflict with another TA, RA, GA, post-bacc, or visiting TA, we encourage members to go through the normal grievance process as well as other accountability processes available on campus to address work specific concerns.