Application of the Grievance Procedure Sample Clauses

Application of the Grievance Procedure. This grievance procedure shall be available to all employees covered by this Agreement subject to the following:
Application of the Grievance Procedure. This grievance procedure shall be available to all RNs in the bargaining unit subject to the following: Concerns regarding performance evaluations may be filed as a grievance and processed only through Step 3.
Application of the Grievance Procedure. Discipline and discharge shall be subject to the grievance procedure of Article V, except that oral warnings and written reprimands shall not be subject to the arbitration provisions thereof.
Application of the Grievance Procedure. Demotions, Suspensions of three (3) or more days, and Discharge shall be subject to the grievance and arbitration procedure. Oral and written reprimands and suspensions of one (1) or two (2) days are not appealable and are not subject to the grievance and arbitration procedure. However, the employee may write and have placed a rebuttal to all discipline in his/her personnel file.

Related to Application of the Grievance Procedure

  • of the Grievance Procedure If the grievance is unresolved at Step Three (3), appeal may be taken to Step Four (4) of the Grievance Procedure, The Office of Collective Bargaining. No further appeal may be taken. Should the appeal be successful, the step increase shall be retroactive to the date on which it was due. If the employee’s performance evaluation is not completed on time, the employee shall not be denied a step increase.

  • Steps of the Grievance Procedure The following constitutes the sole and exclusive method for resolving grievances between the parties covered by this Agreement and shall be followed in its entirety unless any step is waived by mutual consent: Step One:

  • Steps in the Grievance Procedure Step 1. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor in writing within seven (7) actual working days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a steward and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five (5) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five (5) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used.

  • ARTICLE GRIEVANCE PROCEDURE (a) The parties to this Agreement are agreed that of the utmost importance to adjust complaints and grievance as quickly as possible. Accordingly, where the circumstances giving rise to a grievance occurred or originated more than five (5) working days before the filing of the grievance, shall not be arbitrable unless there exits a compelling reason to arbitrate. If a time limits dispute exits a tribunal consisting of: one bargaining unit employee (from an area unaffected by the grievance), one supervisor and one member of the clerical staff shall be presented the facts concerning the time limits violation by both parties to the dispute. The tribunal shall make a recommendation to the General Manager or his designate and the Union Executive on the merits of the dispute, The recommendations are not binding on either party. It generally understood that an employee has no complaint or grievance until he, either directly or through the Steward, has first given his immediate supervisor an opportunity to adjust the complaint. If the reply of the supervisor is not satisfactory to the employee concerned, the complaint must be stated in writing within three (3) working days following the reply of the supervisor, to the Production Manager. If the reply of the Production Manager not satisfactory to the employee concerned, the grievance shall be submitted, within three (3) working days following the reply of the Production Manager to the General Manager or his designate. Within five (5) working days following receipt of a written grievance the General Manager and/or such other persons as may be designated by the Company, will meet with the Union Committee to discuss the grievance. The General Manager, or his designate will give his reply in writing within (5) working days after the meeting has been held. At this stage, a full-time officer of the Union may be present, if his presence is requested by either party. If the reply of the General Manager not satisfactory, the dispute will be heard by the tribunal outlined in Article The tribunal will make a recommendation to both parties on a possible resolution. The recommendation not binding. If the issue is not resolved in a satisfactory manner, either party may, within ten (10) working days following the date of the General final reply, refer the grievance to arbitration. Any of the time allowances provided for the Article may be extended by mutual agreement.

  • GRIEVANCE PROCEDURE 22.01 The parties to this Agreement recognize the Stewards and the CLAC Representatives specified in Article 4 as the agents through which employees shall process their grievances and receive settlement thereof.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Formal Grievance Procedure If the matter has not been disposed of informally, an employee having a complaint concerning any condition of employment within the authority of the Board of Education may, within a reasonable period not to exceed 75 days following the action complained of, present such complaint as a grievance in accordance with the provisions of this grievance procedure. Complaints concerning matters which are not within the authority of the Board should be presented in accordance with the review procedures of the agency having authority over such matters. The grievance procedure does not apply to complaints concerning out-of-title work except that a complaint by an employee that he/she has been assigned continuously after September 1, 1974 for three months or more to the general duties and responsibilities prescribed for a higher school lunch title is subject to the grievance procedure. Other complaints as to out-of-title work are to be referred to the Executive Director, Division of Human Resources. It is understood, however, that complaints of employees in title against out-of-title assignments made to other employees are subject to the grievance procedure. If a group of employees has the same complaint, a member of the group may present the grievance in the group's behalf under this procedure. The Union has the right to initiate or appeal a grievance involving alleged violation of any term of this Agreement. Such grievance shall be initiated within a reasonable period of time with the Administrator of the Office of School Food Services, or with such other Board official as may be appropriate. Grievances arising from the action of officials other than the head of a school shall be initiated with and processed by such officials in accordance with the provisions of Step 2 of this grievance procedure.

  • Grievance Procedure Steps Step 1: (a) Any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the Union first learned or may reasonably have been expected to have learned of its cause unless the parties agree in writing to extend the fourteen (14) day period. The employee, if he or she so desires, may be accompanied and represented by the employee's stew- ard or a Union representative. The Union also may initiate a grievance at Step 1 within 14 days of the date the Union first became aware of (or rea- sonably should have become aware of) the facts giving rise to the griev- ance. In such case the participation of an individual grievant is not re- quired.

  • PROFESSIONAL GRIEVANCE PROCEDURE A. A claim by a teacher or the Association that there has been a violation, misrepresentation, or misapplication of any provision of this Agreement may be processed as a grievance as hereinafter provided.

  • COMPLAINT AND GRIEVANCE PROCEDURE a) This Article, Expediting Redeployment Grievances and Arbitration, applies to grievances arising from the administration of Employment Continuity provisions of the Collective Agreement (Article 64.3), including the redeployment process in each Unit of Application, non- selection to positions in the mix and match and non-selection of employees entitled to priority placement in the search/notice period, and to decisions of JROTs.