2nd step Sample Clauses

2nd step. If settlement is not reached, the matter is discussed between the immediate supervisor, the employee and any representative of the employee. If settlement is not reached, the Plant Manager will become involved.
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2nd step. Within ten (10) working days of the answer received in the first (1st) step the grievance shall be put in writing, signed by the aggrieved employee or designate and the full-time Union Representative and submitted to the Company. The Company shall respond to the grievance in writing within five (5) working days. If the answer received from the 2nd step is not satisfactory to the Union, the grievance can be referred to the 3rd step.
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2nd step. An employee affected by the application of the 1st step or who has been unable to avail herself or himself of the 1st step shall bump the employee in another service with the same job title and the same status who has the least seniority among employees who hold positions for which the employee meets the normal requirements of the job. The employee thus affected shall bump the employee with the same job title and the same status who has the least seniority among the employees who hold positions for which she/he meets the normal requirements of the job.
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2nd step. If settlement is not reached, the matter is discussed between the Employee and the Spotless manager.
Sample 1
2nd step. If settlement is not reached, the matter is discussed between the Employee and a representative of his/her choice (which may be a union delegate) and the Manager.
Sample 1
2nd step. If the department supervisor fails to adjust the grievance In a satisfactory manner, it shall be referred by the Union to the department superintendent in writing within seven calendar days the reply of the department supervisor. The department shall give his reply in writing within seven calendar days. 3rd Step If his reply is not satisfactory, the Union shall the grievance in to the appropriate manager or designate within ten days the date of the reply from the manager. The appropriate manager or designate will give his reply within ten calendar days, and if the reply is not considered satisfactory, the Union shall, within twenty calendar days notify the Company in writing of its intention to the to a Board of Arbitration. The time limit between steps may be extended by mutual consent. If a discharged that an has been done him, an appeal shall be made to the appropriate manager or designate within two calendar days (Saturday, Sunday, and holidays excepted) and if it is found that the employee has been unjustly dismissed, he shall be reinstated without loss of seniority and shall be paid for all time he has lost as result of his dismissal, A policy or group grievance may be initiated by either party Step of the Grievance Procedure. Such grievance shall be filed within seven calendar days after the circumstances giving rise to the grievance, When the grieving party requests that a grievance be submitted to arbitration as provided in the foregoing Article, it shall make such requests in writing addressed to the other party to this Agreement, and state the matter at issue in concise terms and shall state in which respect the Agreement has been violated or misinterpreted by the reference to the specific clause or clauses relied upon. The notice shall also stipulate the nature of the relief or remedy sought. At the same time of notice, the party shall appoint a nominee. Within ten (10) days the other party shall appoint its nominee; however, that if such party fails to appoint a nominee as herein required, the Minister of Labour for the Province of shall have power to effect such appointment upon application thereto by the party invoking arbitration procedure. The so appointed, shall select a mutually agreed upon If the parties fail to reach agreement on the then either party may apply to the of Labour for the Province of Ontario, shall have the authority to appoint a No person may be appointed as an arbitrator who has been involved in an attempt to negotiate ...
Sample 1
2nd step. Failing satisfactory resolution at Step 1, the union will submit the grievance to the Regional Independent Living Manager (RILM), in writing, within seven (7) calendar days of the answer at first step. The RILM will investigate, including meeting within thirty (30) calendar days with the grievor and the International Representative of the Union and/or the Local President, and will respond in writing within seven (7) calendar days. The meeting can, by mutual agreement, be conducted by telephone. For the purpose of this Article, the Employer will accept delivery in person to either of the Community Support Supervisor (CSS) or their designate.
Sample 1
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Related to 2nd step

  • Second Step If the grievance cannot be resolved informally, the aggrieved teacher shall file the grievance in writing and, at a mutually agreeable time, discuss the matter with the principal. The written grievance shall state the nature of the grievance, and shall state the remedy requested. The filing of the formal, written grievance at the second step must be within ten (10) days from the date of the occurrence of the event giving rise to the grievance or within ten (10) days from the time it can be expected that such knowledge would be available. The principal shall make a decision on the grievance and communicate it in writing to the teacher and the Superintendent within ten (10) school days after receipt of the grievance.

  • Third Step In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved teacher shall file, within five (5) school days of the principal’s written decision at the second step, a copy of the grievance with the Superintendent. Within ten (10) school days after such written grievance is filed, the aggrieved and the Superintendent or his/her designee shall meet to resolve the grievance. The Superintendent or his/her designee shall file an answer within ten (10) school days of the third step grievance meeting and communicate it in writing to the teacher and the principal.

  • Fourth Step If U1 is greater than or equal to U2, a standard known resistance (Ro) is inserted between the negative side of the high voltage bus and the electrical chassis. With Ro installed, the voltage (U1') between the negative side of the high voltage bus and the electrical chassis is measured (see Figure 5). The electrical isolation (Ri) is calculated according to the following formula: Ri = Ro*Ub*(1/U1' – 1/U1) Figure 5 Measurement of U1’ Electrical Chassis Energy Conversion System Assembly REESS High Voltage Bus + + Energy Conversion System - REESS - U1’ R0 Traction System Electrical Chassis If U2 is greater than U1, insert a standard known resistance (Ro) between the positive side of the high voltage bus and the electrical chassis. With Ro installed, measure the voltage (U2’) between the positive side of the high voltage bus and the electrical chassis (see Figure 6 below). The electrical isolation (Ri) is calculated according to the following formula: Ri = Ro*Ub*(1/U2’ – 1/U2) Figure 6 Measurement of U2’ U2’

  • First Step If a dispute cannot be resolved by this method, the Accredited Union Representative may file a formal grievance on the prescribed form with EPSCA/the Employer within fifteen (15) working days of the alleged grievous act. Within ten (10) working days of the filing of the grievance, EPSCA/the Employer shall investigate the grievance and convene a First Step meeting which he or the Accredited Union Representative considers necessary to resolve it. The Management Committee shall be comprised of EPSCA or their designate plus at least one representative of the Employer named in the grievance. The Union Committee shall include at least two persons, one of whom shall be the Accredited Union Representative for the grievor. EPSCA/the Employer shall give his reply on the prescribed form to the Accredited Union Representative within five (5) working days from the date of the First Step meeting. Copies of completed grievance forms signed by the appropriate parties shall be filed by EPSCA/the Employer with the General Manager of EPSCA. The Accredited Union Representative for the grievor will file a copy with the Union. The EPSCA/the Employer will send a copy of any signed first step grievance settlement between the Accredited Union Representative and EPSCA/the Employer to the Union and EPSCA office.

  • Informal Step As an informal step, the employee is encouraged to make an xxxxxxx effort to resolve the grievance directly with the management person to whom he reports. At his option, the employee may be accompanied by the Shop Xxxxxxx for the department in which the employee works.

  • NEXT STEPS If you disagree with my findings you may request a hearing to appeal the decision by contacting me using the details provided. If you would like to discuss your application or if there is any confusion on how to proceed, you can write to, e-mail or telephone me. My contact details are shown at the top of this letter. Failure to Respond If you fail to respond by the date given above, your application will be refused under Section 3A(4) of the Registered Designs Act 1949.

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Maintain strong, trusting, and mutually beneficial relationships with patients, doctors, and other providers and encourage those individuals to promote pharmacists’ patient care services. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Other transactions The transactions contemplated by the Sale and Servicing Agreement to be consummated on the Closing Date shall be consummated on such date.

  • Transaction Documents This Agreement, the Pubco Documents and all other documents necessary or reasonably required to consummate the Transaction, all in form and substance reasonably satisfactory to Priveco, will have been executed and delivered by Pubco.

  • Related Documents The words “Related Documents” mean all promissory notes, credit agreements, loan agreements, environmental agreements, guaranties, security agreements, mortgages, deeds of trust, security deeds, collateral mortgages, and all other instruments, agreements and documents, whether now or hereafter existing, executed in connection with the Loan.

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