This page is maintained by the Rank and File (RAF) Caucus of AWU-CWA Local 9009. For questions, reach out to a RAF organizer. A grievance is a formal complaint that an employer has violated a worker's rights — whether under a collective bargaining agreement, applicable law, or established policy. Even without a contract, workers have important legal rights. This page explains the grievance process and how to use it.
A grievance is a formal claim that a right has been violated. Grievances can be about:
Filing a grievance is not the same as just complaining — it's a formal process with specific procedures and timelines.
Because AWU-CWA does not currently have a recognized collective bargaining agreement with Alphabet/Google, the formal grievance procedure described in most union contracts does not apply. However, workers still have significant legal protections:
AWU can support members in navigating these processes and in building collective responses to workplace violations.
The National Labor Relations Act gives workers the right to:
If you believe any of these rights have been violated, this may be grounds for a ULP charge.
A ULP charge is a formal complaint filed with the NLRB alleging that an employer has violated the NLRA. Common ULPs include:
ULP charges must generally be filed within 6 months of the alleged violation. The NLRB has regional offices that investigate charges. If they find merit, they may seek remedies including reinstatement, back pay, or cease-and-desist orders. Talk to AWU staff, CWA legal resources, or an employment attorney before filing. The union can help.
Once AWU grows large enough to negotiate a contract, there will be a specific grievance process to follow.
Beyond NLRA rights, workers may have legal remedies under:
Consider consulting an employment attorney if you have a serious issue. Many offer free initial consultations. CWA may also have legal resources available to members.
Maintained by the RAF Caucus | Wiki Home | Content reflects RAF Caucus perspective and may not represent official AWU-CWA positions. This is not legal advice — consult a qualified attorney for legal questions.