EVALUATING WORK-OUT-OF-CLASS GRIEVANCES IN THE PUBLIC SECTOR
By Andrea L. Dooley
Andrea Dooley is an arbitrator and principal of Andrea Dooley Arbitration. Ms. Dooley has experience with labor-management partnerships and interest-based bargaining in the healthcare, entertainment, building trades, and service industries, as well as the public sector. She is a member of the National Academy of Arbitrators, and is author of The Beginner’s Guide to Labor Arbitration Practice. Ms. Dooley will be a lecturer at Berkeley Law School beginning in January 2022. Ms. Dooley can be contacted at (510) 719-3089 or firstname.lastname@example.org.
Even before COVID-19, many employers were calling on their employees to be more flexible, learn new skills, and take on tasks that were new to them or even novel to their workplaces.1 Employees are often willing to take on these increased responsibilities in order to improve their skills, challenge themselves, and demonstrate commitment to their co-workers and jobs.2 Because these increased efforts benefit the employer, it is reasonable for an employee to expect a corresponding increase in compensation.