Champions Of Labor For More Than 40 Years

Cost-Effective Union Grievance Mediation And Arbitration

In our more than 40 years of practicing labor and employment law, we have successfully represented union clients in thousands of grievance mediations and arbitrations.

As committed champions for labor, the attorneys of Pitta LLP regularly counsel and represent unions in collective bargaining negotiations as well as grievance arbitration proceedings. With offices in New York City, we represent unions in New York and New Jersey.

Extensive Experience | Cost-Effective Representation

We represent labor union clients before arbitrators of the American Arbitration Association, the New York State Public Employment Relations Board (NYSERB) and various industrywide forums in the hotel, restaurant and building services industries.

We understand the importance of resolving grievances in the most cost-efficient manner possible, and our lawyers have a strong reputation for delivering positive results in these matters, including multimillion-dollar arbitration awards, back pay for union members and punitive damages for employer misconduct.

Our attorneys are also regularly called upon to conduct internal union investigations and advise on internal disciplinary matters.

Our arbitration practice is guided by decades of experience in negotiating, drafting and enforcing collective bargaining agreements for unions in virtually every industry and profession. Our representative cases provide some insight into the scope of our experience in dispute resolution.

Overview Of The Employment Laws Impacting Union Grievance Proceedings

Understanding the legal framework is crucial for effectively handling union grievances. In New York and New Jersey, several laws and regulations impact these processes:

National Labor Relations Act (NLRA): This foundational federal law protects the rights of employees and unions to engage in collective bargaining.
New York State Public Employees’ Fair Employment Act (Taylor Law): This law governs labor relations between public employers and employees in New York, including dispute resolution mechanisms.
New Jersey Employer-Employee Relations Act: Similar to New York’s Taylor Law, it provides the framework for collective bargaining and dispute resolution in public sectors.

These laws ensure that the parties have the right to fair proceedings during mediation and arbitration.

The Benefits Of Mediation And Arbitration

Choosing mediation or arbitration over litigation can offer numerous advantages:

Efficiency: These processes are typically faster than court litigation.
Cost savings: They are generally less expensive due to the streamlined process.
Confidentiality: Unlike court cases, these proceedings are private.
Expertise: Arbitrators often have specific knowledge pertinent to union-related issues.
Finality: Decisions in arbitration are usually binding and enforceable.

In both New York and New Jersey, certain types of employment disputes may require mediation or arbitration as a first step before litigation.

The Mediation And Arbitration Process

Understanding how mediation and arbitration work is key to their effective use in resolving union grievances. Here is a brief overview:

Mediation

A neutral mediator assists both parties in reaching a voluntary agreement
The mediator facilitates discussion but does not issue a decision

Arbitration

Similar to a trial, but less formal
Both parties present evidence and arguments
The arbitrator makes a binding decision based on this information

These processes provide a structured yet flexible approach tailored to address specific needs and contexts of union grievances. They aim to resolve disputes efficiently while maintaining professional relationships.

Each method offers a pathway toward resolving disputes in a manner that respects both the legal rights and the practical needs of labor unions and their members.