potential grievance?

beezee Rookie

My manager recently introduced a new training plan to my facility. Essentially, because we are so overwhelmed with developmentals training on one position, they decided to stop half of us from training. The idea was that the other half with more seniority would get twice as many opportunities to train, thereby getting rated twice as fast. Long story short, after three months, the half still training hasn't recieved anywhere near "double" training. In fact, they are receiving equal to less than the amount prior to the implementation of said plan.
Furthermore, the half still training is all on one side of the schedule (due to higher seniority). Therefore, much of the time I am working, there isn't even anybody around who is "allowed to train."
No one had any say in this plan, and many of us are becoming increasingly frustrated with the lack of progress. Why should we suffer because they are unable to get rated?
My question to NATCA, does this seem to qualify as a potential grievance? Or do we just have to obey now, grieve later? If not, can anybody provide any advice as how to approach my manager about this problem?

Doug Church Director of Communications Washington, D.C.

The person who can best assist with this matter and decide whether to file a grievance is your local facility fac rep. Please contact them. If you need help finding out who your fac rep is and how to contact them, please email me at dchurch@natcadc.org

-Doug Church