Being a Steward is a hard but very rewarding job. There is no monetary compensation but you will gain the knowledge to protect the rights that so many workers before us have fought for. The sacrifices of a Steward can only be understood by those who have been or are a Steward, but it is well worth the time and effort!

The link to the steward application is at the bottom of this page.

Requirments to become a steward:

1.  Meeting or Exceeding Production and quality stardards

2.  Completed your probationary period of employment.

Expectations of Stewards:

1. Represent all workers in the bargaining unit fairly and without discrimination.
2. Act as the primary contract enforcer and work to make management live up to the contract. 
3. Attempt to resolve problems before a worker is adversely affected or before the situation escalates to a grievance.
4. Listen to employee complaints; investigate, prepare, present, and write grievances, ulp's, and other representational documents. 
5. Answer any questions a bargaining member may have or refer them to another steward or officer that can answer their questions.
6. Develop relationships of respect and trust among the membership. 
7. Work to develop open communication with supervisors. 
8. Encourage members to take an interest in the Union and participate in THEIR UNION.
9. Attend monthly meetings as much as possible

Duties and Responsibilities of AFGE Local 610 Steward

1. Read, study, learn and police your Master Agreement, Local Supplement Agreement (LSA) and Regional Office Policies.  Always be prepared to show the employee the rules and/or contract language which covers the concern/issue they have.  It is your responsibility to uphold the rights of members under the Collective Bargaining Agreement.
2. Be visible to your immediate area and throughout the Regional Office as and AFGE Local 610 Steward.  If steward pins, badges or memorabilia is available please wear.
3. Be a recruitment tool, attempting to bring in as many new members and stewards as possible.  Strength is in numbers!
4. Always listen and be ready to help and assist your fellow employees.
5. Always be open and honest with employees who come to you for assistance.
6. Never inform an employee “they are right and management is wrong,” until you have researched.  Always communicate “I will investigate get back with you, in ( ) days about what can done regarding your concerns/issue.  You must always follow-up on question and inquiries.
7. Do not hesitate to tell the employee after the investigation that he/she does not have a grievance.
8. Always keep employee concerns, complaints, business, grievance, etc in the strictest confidence.  Discussions should only be between the Steward, employee and appropriate Union/Management personnel.
9. Explain to the employee you are here to help and assist them as a Steward.  You cannot guarantee 100% resolution.  Inform employee that you will try to resolve their concern and complaint through informal process first with the appropriate management official.  You will use the formal grievance process after every effort is made to resolve the issue informally at least possible level or first step.
10. Establish a good working relationship with management.  Be open and honest with management during your communications.
11. During your meetings never become disruptive, use unwanted or foul language, physical or verbal threats.  Always present yourself as a professional.  Refrain from being outraged or indignant.  If you feel emotions are going to arise; excuse yourself from the meeting.  Reschedule the meeting if necessary.  If you need to take a quit break from the meeting please do so.
12. While you are meeting with management, you are viewed as an equal.  With that said, you should always present yourself in a respectful and professional manner.  You should never be treated like a subordinate or treated inferior.  Challenge the manager during your discussion to share SOP’s, manual regulations, rules and regulations documentation etc, that govern the topic of discussion.
13. During the meeting with the manager and employee, inform the manager you are representing the employee and you are speaking on behalf of the employee.  The employee should remain silent unless they are asked to respond to a question.  Always speak with the employee before the meeting so they understand your role.  Explain to the employee during the meeting the conversation will be limited to the topic of discussion and/or evidence.  During meetings with management you are in a protected status as long as you are observing the protocol in #11 above.
14. Being in attendance at Section Meetings, huddles, team meeting, Town Halls is important. Your presence allows you to hear information firsthand.  Contact the Chief Steward if you would like to attend a meeting.  Occasionally, the Chief, Steward will assign stewards to section meetings, huddles and team meetings.  Everyone should be in attendance during townhalls unless you are on leave or in a training capacity. 
15. Stop by union office routinely.  Check information board for AFGE Local 610 for updates or new information.  Share flyers and handouts with bargaining union employees, providing a steady flow of information to the membership.
16. Paper files should be maintained for each case you work and kept in union office.  Electronic documents should be maintained on AFGE laptops in a folder specific for the employee you are representing.  If you are assigned to a specific case you are required to keep a worklog of meetings, grievances, notes, status/updates, meeting invites, instant messages pertinent and non-pertinent information involving case.  Once the case is resolved all the information should be filed in a location designated by President of AFGE, Local 610.  You must update the Chief Steward on the status of the case/cases you are working and provide feedback upon request.
17. All files must be maintained in the union office for confidentiality.  You can remove the file from the office for meetings, but the file must be returned upon completion.  Please sign file in/out so we can follow the movement of the file.
18. Be fully prepared when presenting the case at step (1), as though you are planning on arbitration.
19. Remain in contact with the grievant or complainant throughout the process and document all meetings, communications etc.  Documentation is very important.  If you speak with someone face to face send a follow-up email documenting the conversation.
20. Make every effort to attend as many Local 610 monthly meetings as possible.  Stewards should not miss no more than 3 meetings per calendar year.  Your involvement in issues that involve the union is very important.  If a conflict arises; preventing you from attending a scheduled meeting please notify the Chief, Steward as early as possible.
21. Encourage members to attend local 610 meetings.  Bring one (1) member with you or an employee interested in joining the union.
22. You must attend steward training online or locally once a year.  During steward training you will be provided information on how to represent members.  You must attend steward training every other year to maintain your knowledge base and learn new techniques.  If you cannot attend steward training or any other training assigned please contact Chief Steward immediately.
23. Make every effort to assist with organizing event when scheduled.
24. Maintain good time and attendance during your tenure as a steward.
25. Please notify Chief Steward of your absences to avoid case assignment issues. 
26. Steward will receive an evaluation once a year in the month of October.  Steward evaluations will be completed by Chief Steward or Vice President of AFGE, Local 610.  Steward evaluations will be presented to E-Board every year in August.  The evaluation will be used to determine the needs of the steward.

Remember you are a liaison between your fellow employees and management.  You are the local’s ears and eyes.  Members depend on you to be a communicator and keep them informed of their rights and changes in the workplace.  This is a collateral, non-paid duty.  You are rewarded by working behind the scenes on the changes you want to see in the workplace as well as communicating the changes to make a difference in our regional office.

If you would like to become a Steward click here to complete the application.