Common use of ADJUSTMENT OF COMPLAINTS Clause in Contracts

ADJUSTMENT OF COMPLAINTS. Any employee or employees not in agreement with Company policies or ruling must first take the matter up with his or their xxxxxxx within 48 hours, excluding statutory holidays and weekends and may request to be accompanied by Union Representation. If this meeting fails to adjust the matter, the employee must refer it to his appropriate supervision in writing within five (5) days excluding statutory holidays and weekends. If the appropriate supervision fails to settle the problem to the employee's satisfaction and a complaint develops, it will be referred to the Director of Human Resources either by the employee alone or in the company with representative of the Grievance Committee. The original written complaint received by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources does not settle the matter in five (5) days excluding statutory holidays and weekends, it shall become a grievance and then be reported by the officials of the Union to the Resident Mill Manager in writing and the Resident Mill Manager shall give a written reply within five (5) days excluding statutory holidays and weekends stating the decision arrived at. If these two fail to reach an understanding, the matter may be referred to arbitration. The Company will have the privilege of selecting an arbitrator, the Union will have the same privilege of selecting an arbitrator, and the two thus chosen may select a third arbitrator. If these two arbitrators cannot agree upon a third arbitrator, the Provincial Minister of Labour at Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged in a manner that he considers unjust, it shall be reported to the Vice-President and Mill Manager within 48 hours in writing excluding statutory holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have the power to dispose of such grievances by any arrangement which, in its opinion, it deems just and equitable. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the Agreement.

ADJUSTMENT OF COMPLAINTS. 23.01 Any employee or employees not in agreement with the Company policies or ruling rulings must first take up the matter up with his or their xxxxxxx supervisor within 48 hoursfive (5) working days, excluding statutory holidays Statutory Holidays and weekends weekends, and may will request to be accompanied by Union Representationa Shop Xxxxxxx in his department or a union representative. If this meeting fails to adjust the matter, the employee must refer it to his appropriate supervision or his Departmental Superintendent in writing within five (5) working days, excluding Statutory Holidays and weekends, and shall become a grievance. The Department Superintendent, or delegate, griever and shop xxxxxxx and/or union representative will meet to discuss the matter within five (5) working days excluding Statutory Holidays and weekends. If the Superintendent fails to settle the problem, it will be referred to the Human Resources Department by Representatives of the Grievance Committee and the parties will meet to discuss the matter within ten (10) working days, excluding statutory holidays and weekends. If the appropriate supervision fails to settle the problem to the employee's satisfaction and a complaint develops, it will be referred to the Director of Human Resources either by the employee alone or in the company with representative of the Grievance Committee. The original written complaint received by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources Department does not settle the matter in five (5) days working days, excluding statutory holidays Statutory Holidays and weekends, it shall become a grievance be referred to the General Mill Manager and then be reported by the officials National President or Representative of the Union to the Resident Mill Manager in writing Union. The parties will convene a meeting and the Resident Mill General Manager shall give a written reply within five (5) days working days, excluding statutory holidays and weekends stating the decision arrived at. If these two fail to reach an understanding, the matter may be referred to arbitration. At the Local level, the time interval applies equally for both employer and employee, unless notice advising delay has been submitted within the time interval. The Company will have the privilege of selecting an arbitrator, ; and the Union will have the same privilege of selecting an arbitrator, and the two thus chosen may select a third arbitrator. If these two arbitrators cannot agree upon a third arbitrator, the Provincial Minister of Labour at of Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged in The parties may agree to forgo a manner that he considers unjust, it three party board of arbitration and agree to a sole arbitrator who will convene a meeting and render a decision which shall be reported final and binding upon both parties to the Vice-President and Mill Manager within 48 hours in writing excluding statutory holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have the power to dispose of such grievances by any arrangement which, in its opinion, it deems just and equitable. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the Agreementthis agreement.

ADJUSTMENT OF COMPLAINTS. Any employee or employees not in agreement with Company policies or ruling rulings must first take the matter up with his or their xxxxxxx within 48 hoursfive (5) working days, excluding statutory holidays Statutory Holidays and weekends weekends, and may request to will be accompanied by a Shop Xxxxxxx in his department or a Union RepresentationRepresentative. If this meeting fails to adjust the matter, the employee must refer it to his appropriate supervision Departmental Superintendent in writing writing, within five (5) days excluding statutory holidays Statutory Holidays and weekends. The Department Superintendent or delegate, shop xxxxxxx or union representative will meet to discuss the matter within working days excluding Statutory Holidays and weekends. If the appropriate supervision Superintendent fails to settle the problem to the employee's ’s satisfaction and a complaint develops, it will be referred to the Director of Human Resources Department either by the employee alone or in the company with a representative of the Grievance Committee. Superintendent must reply within five (5) working days excluding Statutory Holidays and weekends. The original written complaint complaints received the by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources Department does not settle the matter in five (5) days days, excluding statutory holidays Statutory Holidays and weekends, it shall become a grievance and then be reported by the officials of the officialsofthe Union to the Resident Mill Manager in writing writing, and the Resident Mill Manager Manager, shall give a written reply within five (5) days excluding statutory holidays Statutory Holidays and weekends weekends, stating the decision arrived at. If these Resident Manager fails to adjust the grievance in a satisfactory manner, it should be referred to the President of X. Xxxx Xxxxxx Products or his authorized representative and the National President or Representative ofthe Union. two fail to reach an understanding, the matter may be referred to arbitration. The Company will have the privilege of selecting an arbitrator, the Union will have the same privilege of selecting an arbitrator, arbitrator and the two thus chosen may select a third arbitrator. If these Ifthese two arbitrators cannot agree upon a third arbitrator, the Provincial Minister of Labour at Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged in a manner that he considers unjust, it shall be reported in writing to the Vice-President and Mill Resident Manager within 48 hours in writing five excluding statutory holidays Statutory Holidays and weekends and who shall reply within five (5) working days excluding Statutory Holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have Ifdetermining any grievance ofdischarge, the power to Board may dispose of the claim by the Company’s action dismissing the grievance or by setting aside the disciplinary action involved and restoring the to his former position with or without compensation or in such grievances by any arrangement which, other manner as may in its opinion, it deems just the opinion ofthe Board Such decision shall be final and equitablebinding on both parties to this agreement. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the Agreement. Article Obeyance Federal and Provincial Laws It is further understood that each party to the Agreement agrees to abide by all Provincial and Federal laws now in force or that may hereafter come in force during the life of the Agreement or any extension thereof, insofar as they apply to this Agreement.

ADJUSTMENT OF COMPLAINTS. Any employee or employees not in agreement with Company policies or ruling rulings must first take the matter up with his or their xxxxxxx within 48 hoursfive (5) working days, excluding statutory holidays Statutory Holidays and weekends weekends, and may request to will be accompanied by a Shop Xxxxxxx in his department or a Union RepresentationRepresentative. If this meeting fails to adjust the matter, the employee must refer it to his appropriate supervision Departmental Superintendent in writing writing, within five (5) days excluding statutory holidays Statutory Holidays and weekends. The Department Superintendent or delegate, shop xxxxxxx or union representative will meet to discuss the matter within working days excluding Statutory Holidays and weekends. If the appropriate supervision Superintendent fails to settle the problem to the employee's ’s satisfaction and a complaint develops, it will be referred to the Director of Human Resources Department either by the employee alone or in the company with a representative of the Grievance Committee. Superintendent must reply within five (5) working days excluding Statutory Holidays and weekends. The original written complaint complaints received the by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources Department does not settle the matter in five (5) days days, excluding statutory holidays Statutory Holidays and weekends, it shall become a grievance and then be reported by the officials of the officialsofthe Union to the Resident Mill Manager in writing writing, and the Resident Mill Manager Manager, shall give a written reply within five (5) days excluding statutory holidays Statutory Holidays and weekends weekends, stating the decision arrived at. If these Resident Manager fails to adjust the grievance in a satisfactory manner, it should be referred to the President of X. Xxxx Forest Products or his authorized representative and the National President or Representative ofthe Union. two fail to reach an understanding, the matter may be referred to arbitration. The Company will have the privilege of selecting an arbitrator, the Union will have the same privilege of selecting an arbitrator, arbitrator and the two thus chosen may select a third arbitrator. If these Ifthese two arbitrators cannot agree upon a third arbitrator, the Provincial Minister of Labour at Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged in a manner that he considers unjust, it shall be reported in writing to the Vice-President and Mill Resident Manager within 48 hours in writing five excluding statutory holidays Statutory Holidays and weekends and who shall reply within five (5) working days excluding Statutory Holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have Ifdetermining any grievance ofdischarge, the power to Board may dispose of the claim by the Company’s action dismissing the grievance or by setting aside the disciplinary action involved and restoring the to his former position with or without compensation or in such grievances by any arrangement which, other manner as may in its opinion, it deems just the opinion ofthe Board Such decision shall be final and equitablebinding on both parties to this agreement. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the Agreement. Article Obeyance Federal and Provincial Laws It is further understood that each party to the Agreement agrees to abide by all Provincial and Federal laws now in force or that may hereafter come in force during the life of the Agreement or any extension thereof, insofar as they apply to this Agreement.

ADJUSTMENT OF COMPLAINTS. Any employee Section 1: Grievance Procedure Step One - Should there be any dispute or employees not complaint as to the interpretation of any of the clauses of this Agreement, or any grievance arising out of the operation of this Agreement, except in agreement with Company policies cases of discharge or ruling must first take the matter up with his or their xxxxxxx within 48 hours, excluding statutory holidays and weekends and may request to be accompanied by Union Representation. If this meeting fails to adjust the mattersuspension, the employee must shall continue to work as per the conditions existing prior to the time the dispute, complaint or grievance arose, and such dispute, complaint or grievance shall first be taken up with the supervisor by the employee with the Shop Xxxxxxx. Step Two - If no satisfactory settlement is made, the employee may, within thirty (30) days, refer it the question to his appropriate supervision the Union Standing Committee. Within three (3) days after written notification by either the Union or Company Standing Committee to the other of the existence and general outline of any dispute, complaint or grievance, the Company Standing Committee and the Union Standing Committee shall agree on a mutually satisfactory date for a meeting thereon, but in writing no case longer than five (5) days after such notice is given. Subjects not listed on the written notice shall nevertheless be dealt with. Grievances other than those involving individual employees may be initiated at Step Two by either party. Step Three - If the two Standing Committees are unable to arrive at a satisfactory settlement within five (5) days excluding statutory holidays and weekendsdays, the question may, within thirty (30) days, be taken up directly with the Manager, Human Resources. Step Four - If the appropriate supervision fails to settle the problem to the employee's satisfaction and a complaint developsManager, it will be referred to the Director of Human Resources either by the employee alone or in the company with representative of the Grievance Committee. The original written complaint received by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources does not settle the matter in five (5) days excluding statutory holidays and weekends, it shall become Union are unable to come to a grievance and then be reported by the officials of the Union to the Resident Mill Manager in writing and the Resident Mill Manager shall give a written reply satisfactory settlement within five (5) days excluding statutory holidays and weekends stating the decision arrived at. If these two fail to reach an understandingdays, the matter may question may, within thirty (30) days, upon the written request of either the Manager or the Union (a copy of which request shall be delivered to the other party), be referred to arbitration. The Company will have the privilege Regional Vice-President of selecting an arbitrator, the National Union will have the same privilege of selecting an arbitratoror representative, and the two thus chosen may select a third arbitratorResident Manager or representative, neither of whom has previously judged the case in accordance with this section. Step Five - If these two arbitrators cannot the Regional Vice-President of the National Union or representative and the Resident Manager or representative are unable to agree upon a third arbitratorsatisfactory settlement the matter may, within thirty (30) days, be referred to an Arbitrator. Where a grievance arising from the Provincial Minister discharge of Labour at Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged progresses to arbitration, either party may elect, in a manner that he considers unjustwriting, it shall be reported to utilize the procedure outlined in Section (5) below as an alternative to the Vice-President and Mill Manager within 48 hours arbitration procedure set out in writing excluding statutory holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have the power to dispose of such grievances by any arrangement which, in its opinion, it deems just and equitable. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the AgreementSection (4).

ADJUSTMENT OF COMPLAINTS. Any employee Section Grievance Procedure Step One Should there be any dispute or employees not complaint as to the interpretation of any of the clauses of this Agreement, or any grievance arising out of the operation of this Agreement, except in agreement with Company policies cases of discharge or ruling must first take the matter up with his or their xxxxxxx within 48 hours, excluding statutory holidays and weekends and may request to be accompanied by Union Representation. If this meeting fails to adjust the mattersuspension, the employee must shall continue to work as per the conditions existing prior to the time the dispute, complaint or grievance arose, and such dispute, com- plaint or grievance shall first be taken up with the Xxxxxxx by the employee with or without the Shop Xxxxxxx. Step Two If no satisfactory settlement is made, the employee may, within thirty days, refer it the question to his appropriate supervision the Union Standing Committee. Within three days after written notifi- cation by either the Union or Company Standing Committee to the other of the existence and general outline of any dispute, complaint or grievance, the Company Standing Committee and the Union Standing Committee shall agree on a mutually satis- factory date for a meeting thereon, but in writing no case longer than five days after such notice is given. Subjects not listed on the written notice shall nevertheless be dealt with. Step Three If the two Standing Committees are unable to arrive at a satisfactory settlement within five (5) days excluding statutory holidays and weekendsdays, the question may, within thirty days, be taken up directly with the Resident Manager. Step Four If the appropriate supervision fails Resident Manager and Local Union are unable to settle come to a satisfactory settlement within five days, the problem to the employee's satisfaction and a complaint developsquestion may, it will within thirty days, be referred to the Director an impartial Board of Human Resources either by the employee alone or in the company with representative of the Grievance CommitteeArbitration. The original written complaint received by the Departmental Superintendent will be the basis of the complaint or grievance from that point on. If the Director of Human Resources does not settle the matter in five (5) days excluding statutory holidays and weekends, it shall become Where a grievance and then be reported by arising from the officials discharge of an employee progresses to arbitration either party may elect, in writing, to the procedure outlined in Section below as an alterna- tive to the arbitration procedure set out in Section Section National Officer It is understood that in all discussions concerning grievances, any National may accompany the Union to the Resident Mill Manager Standing Com- mittee in writing and the Resident Mill Manager shall give a written reply within five (5) days excluding statutory holidays and weekends stating the decision arrived at. If these two fail to reach an understanding, the matter may be referred to arbitration. The their meetings with Company will have the privilege of selecting an arbitrator, the Union will have the same privilege of selecting an arbitrator, and the two thus chosen may select a third arbitrator. If these two arbitrators cannot agree upon a third arbitrator, the Provincial Minister of Labour at Toronto shall appoint a third arbitrator and this board of arbitration shall convene and render a decision which shall be final and binding upon both parties to this Agreement. If an employee should be discharged in a manner that he considers unjust, it shall be reported to the Vice-President and Mill Manager within 48 hours in writing excluding statutory holidays and weekends. In dealing with discharge or discipline grievances an arbitration board shall have the power to dispose of such grievances by any arrangement which, in its opinion, it deems just and equitable. However, in no case shall the Arbitration Board have the right to add, delete or modify any clause of the Agreementofficials.