You can always file a grievance. Contact your company's HR department to find out how and what their policies are.
Whether it will do anything depends on company policy, the current economic situation of the company, and the stated reason for demoting you.
Legally, you probably don't have a claim for a demotion, unless you can prove that it was the result of denying your boss's sexual advances or due to your race/religion/ethnicity.
Additional: By your usage of the word "grievance" it implies that you may be under the protection of a union contract agreement. If so . . , you must ask your Union Representative if you have a case under that protection. Otherwise, except as stated above, you probably do not have any grounds.
Take your grievance With you. We do not need it.
Interview the employee who filed a complaint or grievance
Interview the employee who filed a complaint or grievance
Interview the employee who filed a complaint or grievance
Generally, no. Collective bargaining agreements (CBAs) between unions and employers address matters of wages/benefits, hours, and working conditions. A grievance process drafted into the CBA will empower a union member to challenge an employer's action, claiming it violates the CBA. Grievances align the union against the employer, not against other union members. Many states have structured, however, some manner of 'employment relations commission.' These state agencies field complaints filed by union members, claiming that their union has failed to represent their interests, fairly.
That depends on the specific requirements of the contract or law the grievance is being filed under. Most will give the exact time limitations.
no he has to have so many employees to have to do that
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Of course it can.
No. No until he's contacted by the IRS to garnish your wages.
After you have filed your claim, the state's investigator will contact the employer to get their version of your application. After that, the state will notify you of the next step in their procedure.
There is no requirement that the employer respond. The link below outlines the EEOC complaint process.