A Grievance. A grievance is a complaint or allegation by a member of the bargaining unit that there has been a violation of a specific provision(s) of this Agreement. A grievance may be a group grievance if, in the opinion of the Administration and the CSU-AAUP, an individual's grievance alleges a violation which affects a substantial number of employees as it relates to certain provisions of this Agreement. Through the mechanism of the group grievance, the related grievances of similarly situated employees, whether filed or not, will be consolidated into one proceeding, the outcome of which will be binding on all parties, actual or potential. Once classified as a group grievance, the dispute will be handled pursuant to the existing procedure. A grievance may also be a complaint or allegation by the CSU-AAUP that there has been (1) a violation of the rights of the CSU-AAUP as set forth in this Agreement, or (2) an act or failure to act by the Administration which violates this Agreement. Examples of a chapter Grievance by the CSU-AAUP shall include, but not be limited to, a violation of Article 12.1.B. (College Lecturers), Article 12.4 (Visiting Appointments), Article 16.10 (Financial Exigency and Academic Reorganization), Article 31 (Chapter Rights), Article 37.3 (Contract Implementation Committee), and other Articles regarding the Administration’s obligation to provide the Chapter with information.
A Grievance. Within ten (10) working days following the receipt of the Grievance, the Executive Director, Human Resources shall give the opportunity to have the grievance presented at a meeting arranged for that purpose. In addition to the concerned, up to three (3) representatives of the local Union, for example, the appropriate Steward, the Chief Steward and the Local President as well as a Staff Representative from the Ontario Public Service Employees Union shall have the right to be present. The Executive Director, Human Resources may invite to the meeting such other persons (for example, the appropriate Supervisor, Manager, Director or Dean), as considers advisable to a maximum of five (5). shall render decision on the grievance in writing either at the meeting or within ten (10)working days from the conclusion of the meeting.
A Grievance is a dispute raised by an employee or employees or the Company or the Union as to the meaning or application of a provision of the Agreement. A grievance must specify the issue(s) involved and also specify the action requested on behalf of the grievor. In case of discharge, the Company will notify the Local Union prior to dismissal, where possible; but no later than the following day shift.
A Grievance is a claim by a unit member or group of unit members in the negotiating unit or the Association that there has been a violation, misrepresentation, misinterpretation, or misapplication of the terms of the Agreement.
A Grievance. A grievance shall consist of a dispute concerning interpretation and application of any clause in this Agreement, alleged violation of the Agreement, and alleged abuses of discretion by supervision in the treatment of employees contrary to the terms of the Agreement. If any question arises as to whether a particular dispute is or is not a grievance within the meaning of these provisions, the question may be taken up through the Grievance Procedure and determined, if necessary, by Arbitration. There shall be an earnest effort on the part of both parties to settle such grievances promptly through the following steps at which any employee covered by this agreement when called into the Company’s office for any discussion which may result in disciplinary action or a grievance, will, upon request, be by a Steward or Business Representative. Suspensions Except in cases which are considered “Subject to Dismissal” in Appendix suspensions will not take effect until the suspension is sustained under the Grievance Procedure. The agreed to suspension must be served within thirty (30) calendar days of the infraction.
A Grievance. For purposes of clarification, the processing of job-related grievances shall be directed to the immediate Supervisor to whom the employee normally reports. In the case of a grievance arising from a job selection interview, then the grievance shall begin at Step Two Limits The time limits relative to Grievance Procedure and Arbitration under Article 7 and Article 8 are mandatory and not simply directory, unless otherwise agreed to in writing between the Parties. It is agreed that failure to process a Grievance or an Arbitration case within the appropriate time limits set out will be an absolute bar to further proceedings, and in such cases the Grievance will be forfeit and deemed to have been abandoned. Time limits may be mutually extended in writing. Complaint It is the mutual desire of the Parties that the complaints of employees shall be adjusted as quickly as possible. An employee who has a complaint must bring that complaint to the attention of the immediate Supervisor within five working days of when the employee became or ought reasonably to have become aware of the occurrence which gave rise to the complaint. It is understood that no employee has a Grievance until the immediate Supervisor has been given an opportunity to adjust the complaint and verbally reply, which shall be a maximum of three working days from the presentation of the complaint.