Spot the arbitration clause before you book a consultation
Prospective clients answer whether their dispute involves a union contract or arbitration clause, whether they've suffered real harm like lost pay or termination, and whether the issue happened within the last two years — with employment agreements and discipline records uploaded before you ever pick up the phone.
The exact intake your grievances and arbitration leads complete
This is the real 8-question guided intake for Grievances and Arbitration — the same flow your customers finish before you ever pick up the phone.
What a qualified grievances and arbitration lead should tell you
Disputes arising under a union contract, employment agreement, or workplace policy that requires a formal grievance procedure or arbitration rather than a court filing, including filing, defending, preparing for, or enforcing an arbitration outcome.
- Issue Related Job In
- Employee (Or Former Employee)
- Have Employment Agreement, Union
- Been Told Must Go
- Problem Happen Within Last
- Suffered Real Loss Or
- Know Name Employer Or
- Help With Filing Grievance,
The questions your team needs answered
Every grievances and arbitration intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| Is your issue related to a job in the United States (current or recent)? | Confirms the dispute is tied to a US job, which is a threshold jurisdiction check before any grievance or arbitration process can apply. |
| Are you the employee (or former employee) directly affected by the problem? | Distinguishes the directly affected employee from a third party inquiring on their behalf, which changes who the attorney-client relationship would actually be with. |
| Do you have an employment agreement, union contract, or workplace policy that requires a grievance process or arbitration for disputes? | Confirms there is an underlying contract or policy that actually creates a grievance or arbitration obligation, rather than a general workplace complaint with no formal process. |
| Have you been told you must go to arbitration (or you already have an arbitration case) instead of going to court? | Identifies whether the client is locked into arbitration instead of court, which directly shapes the legal strategy and the type of representation needed. |
| Did the problem happen within the last 2 years (or is it still ongoing)? | Flags whether the matter falls within a reasonable timeframe, since stale disputes may face procedural deadlines under a grievance or arbitration agreement. |
| Have you suffered a real loss or harm because of this (such as lost pay, discipline, termination, or a serious workplace problem)? | Confirms there is a concrete, demonstrable harm like lost pay or termination, separating matters worth pursuing from unresolved workplace friction with no measurable loss. |
| Do you know the name of the employer or company involved (or can you identify them)? | A "yes" flags a higher-value, higher-urgency lead you’ll want to reach first. |
| Are you looking for help with filing a grievance, responding to one, preparing for arbitration, or enforcing an arbitration decision? | Reveals what stage the matter is at — filing, responding, preparing, or enforcing — so the attorney knows exactly what work the consultation needs to cover. |
How Cliont scores grievances and arbitration leads
Every answer is weighted automatically — no manual review required.
Value signals
- Issue Related Job In: yes
- Employee (Or Former Employee): yes
- Have Employment Agreement, Union: yes
- Been Told Must Go: yes
- Problem Happen Within Last: yes
- Suffered Real Loss Or: yes
See the lead your team receives
Grievances and Arbitration Lead
From first click to qualified lead
Follow people and businesses seeking counsel through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the matter
Smart questions adapt to their matter and capture the full scope.
They share the documents
The facts, dates, and any paperwork come attached, so you can assess the matter before the consultation.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for grievances and arbitration workflows
| Cliont capability | Grievances And Arbitration application |
|---|---|
| Weighted scoring | Mandatory-arbitration answers and confirmed contract or policy coverage carry heavier weight, so matters with a real grievance/arbitration basis surface above vague workplace complaints. |
| Document upload capture | The intake requests the union contract, employment agreement, or workplace policy behind the dispute, plus any termination or discipline notice, before the case reaches your CRM. |
| CRM routing | Only submissions with an identified employer, demonstrated harm, and a stated grievance/arbitration stage get pushed through as qualified matters, keeping unrelated employment questions out of your pipeline. |
| Structured intake fields | Separating 'filing a grievance' from 'preparing for arbitration' from 'enforcing an arbitration decision' lets your team see immediately what kind of work the matter actually requires. |
Common grievances and arbitration lead scenarios
Fresh termination under a CBA
Employee was terminated last month and has a union contract requiring a grievance step before arbitration; the intake flags this as a strong, timely match.
Forced into arbitration
Employer told the client their dispute must go to arbitration instead of court; the intake captures that mandatory-arbitration status separately from a standard grievance.
Old, unclear dispute
Issue happened years ago with no clear contract or loss identified; answers to the timeline and harm questions come back low, signaling a weaker fit.
Third party inquiring for someone else
A coworker or family member submits the intake on behalf of the affected employee rather than the employee themselves, which the intake surfaces immediately.
Mid-arbitration enforcement request
Client already has an arbitration decision and wants help enforcing it, distinct from someone still filing an initial grievance.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book matters
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More employment and labor law intake templates
Grievances and Arbitration lead-intake FAQs
Can the intake tell the difference between a grievance filing and an arbitration enforcement request?
Yes — the catalog asks directly whether the client needs help filing a grievance, responding to one, preparing for arbitration, or enforcing an arbitration decision, so you see the stage before the consultation.
What happens if the person filling out the intake isn't the affected employee?
The intake asks whether the submitter is the employee or former employee directly affected by the problem, so third-party or HR-initiated inquiries are visible in the lead record rather than mixed in with direct-employee matters.
Does the intake flag mandatory arbitration situations differently from voluntary grievance processes?
The catalog separately asks whether the client has a contract or policy requiring a grievance process and whether they've been told arbitration is mandatory instead of court, so you can see which track the matter is on before you engage.
What if a prospective client doesn't remember the exact date the problem started?
The intake asks whether the issue happened within the last two years or is ongoing, which is enough to flag timeliness concerns without requiring an exact date up front.
Can the intake still qualify a lead if they don't know the employer's legal name?
It captures whether the client knows or can identify the employer, so incomplete identification shows up as a data gap rather than blocking the lead entirely.
How does this differ from the intake for collective bargaining or NLRB matters?
This subservice focuses on individual grievance and arbitration disputes under an existing contract or policy, while Collective Bargaining and NLRB and Union Matters (sibling subservices) cover union negotiation and labor board proceedings rather than a specific employee's dispute.
Turn grievances and arbitration visitors into qualified cases
Give every grievances and arbitration visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you book a consultation.