Tell it the way the member told you. In a few seconds you get whether it is likely a grievance, which contract language to pull, the deadline math for your steps, the Weingarten script, and the information request. No account. Nothing stored.
Free — takes 30 seconds
Who, what, when, where, and any contract article you already know applies. If you have the step deadlines from your CBA (e.g. Step 1 within 10 working days), put them in.
Why this exists
A steward hears about it on Friday, the Step 1 window closes Tuesday, and the information request never goes out. This does the clock math the moment the member tells the story, and drafts the paperwork so the steward spends the time on the member instead.
How it works
Who, what, when, the articles you know, your step deadlines. Nothing is saved.
Deadlines counted, the contract principles the facts support, the Weingarten script, the information request — in English or Spanish.
The Step 1 grievance and the information request, in the full version.
Plans
The free version gives you the deadline math, the theory and the Weingarten script. The local plan writes every Step 1 draft and information request, for every steward in the local.
The full analysis plus the Step 1 grievance draft and the information request letter. Printable.
For a local with five or fifty stewards. Unlimited drafts, every steward, one price.
All prices in USD, handled by Stripe. The free analysis never goes behind a paywall.
Common questions
No. Steward Toolkit gives a plain-language first analysis that can be wrong — it says the facts 'support an argument under' the contract article, not that you will win or that the employer violated the contract. Your collective bargaining agreement controls, so confirm with your business agent, staff representative, or union counsel before you rely on anything here.
The first draft is free. Beyond that, One grievance costs $9 per incident and The whole local costs $12 per month for ongoing use. There is no account, and nothing you paste is stored.
Under NLRB Weingarten rights, you can ask for a union rep in an investigatory interview you reasonably believe could lead to discipline — but you have to request it; the employer can then grant it, end the interview, or offer to continue without a rep. The tool can give you the script to read aloud, but this right applies to unionized, private-sector workplaces under the NLRA, not to every workplace.
The tool only computes deadlines from the step dates you type in yourself. If you don't have them, every CBA sets its own steps, so read your grievance article before anything else — a timely filing can always be withdrawn later, but a late one can rarely be saved.
A grievance and an EEOC or Florida Commission on Human Relations charge are separate tracks with separate deadlines — EEOC time limits give you 300 days to file in Florida. The tool won't give a legal opinion on the discrimination claim itself, but it can flag that you should consider both tracks and confirm timing with your union.
No. Steward Toolkit ofrece un primer análisis en lenguaje sencillo que puede estar equivocado — indica que los hechos 'respaldan un argumento bajo' el artículo del contrato, no que usted va a ganar ni que el empleador violó el contrato. Su convenio colectivo es lo que rige, así que confirme con su agente de negocios, representante sindical o el abogado de su sindicato antes de basarse en esto.
El primer borrador es gratis. Más allá de eso, 'One grievance' cuesta $9 por incidente y 'The whole local' cuesta $12 al mes para uso continuo. No se necesita cuenta, y nada de lo que usted pegue se almacena.
Según los derechos Weingarten de la NLRB, usted puede pedir un representante sindical en una entrevista de investigación que razonablemente crea que puede llevar a una acción disciplinaria — pero tiene que solicitarlo; el empleador puede entonces concederlo, terminar la entrevista, u ofrecer continuar sin representante. La herramienta puede darle el guion para leer en voz alta, pero este derecho aplica a lugares de trabajo sindicalizados del sector privado bajo la NLRA, no a todos los lugares de trabajo.
La herramienta solo calcula los plazos a partir de las fechas de los pasos que usted mismo escriba. Si no las tiene, recuerde que cada convenio colectivo (CBA) establece sus propios pasos, así que lea el artículo de quejas antes que nada — una presentación a tiempo siempre se puede retirar después, pero una tardía rara vez se puede salvar.
Una queja (grievance) y un cargo ante la EEOC o la Comisión de Derechos Humanos de la Florida son trámites separados con plazos separados — los límites de tiempo de la EEOC le dan 300 días para presentar en la Florida. La herramienta no da una opinión legal sobre el reclamo de discriminación en sí, pero puede señalar que usted debe considerar ambos trámites y confirmar los plazos con su sindicato.
Built by the same team, free to try.