Formal Steps. 1. Step One A grievant or the Union shall initiate their grievance in writing and present it formally to the College/University President or his or her designee. Such statement of grievance should include specific reference to the following:
Formal Steps. Step One: The grievance shall be reduced to writing and submitted to the department head within fourteen (14) calendar days excluding holidays, from the date on which the alleged violation of the Agreement or policy took place. The grievance shall be signed by the grievant and/or Union representative, and shall set forth the nature of the dispute, the relief sought and the specific provisions of the Agreement/policy alleged to have been violated. The department head shall answer the grievance in writing within seven (7) calendar days excluding holidays, after its receipt. Step Two: The grievance may be appealed by written notice to the Vice President for Human Resources of the University or his representative within seven (7) calendar days excluding holidays, after the Step One decision was rendered or due. The Vice President for Human Resources or his representative will convene a hearing within twenty-one (21) calendar days, excluding weekends and holidays, after receipt of the grievance unless extended by mutual agreement. The employee may be represented at such hearing by the Union representative, Local Union President or designee. The Vice President for Human Resources or his representative will render a decision within twenty one (21) calendar days from the date of the conclusion of the hearing. Beginning with discipline that takes place on or after July 1, 2003, discipline that is grieved in accordance with Step One of the grievance procedure shall be stayed until resolved through Step Two. Such grieved discipline may not be referred to or relied upon in any evaluation, promotional decision or subsequent disciplinary charge, other than termination until the grieved discipline has been resolved through Step Two. Grieved discipline shall be considered resolved through Step Two after the Vice President of Human Resources or his/her representative has held a hearing and rendered a decision in accordance with that step of the grievance procedure or, for discipline subject to arbitration, the time for the hearing or decision has passed. This provision shall not apply to:
Formal Steps. All grievances shall be processed in the following manner:
Formal Steps. 1. Step One: Within twenty (20) working days* after the grievant knew, or reasonably should have known, of the occurrence of the act or omission giving rise to the grievance, the grievant must present the grievance in writing to the immediate administrator. The written grievance shall fully state the facts surrounding the grievance and identify the provisions of this Agreement alleged to have been violated, the circumstances involved, the decision (if any) rendered at the informal conference, and the remedy sought. The statement will be signed and dated by the unit member(s) or by an Association Representative on behalf of the unit member(s). A meeting with the grievant and immediate administrator will be arranged to review and discuss the grievance at a mutually agreed upon time. Such meeting will take place within five (5) working days from the date the written grievance is received by the immediate administrator. The immediate administrator will give a written reply by the end of the fifth working day following the date of the meeting, and the giving of such reply will terminate Step One.
Formal Steps. All grievances shall be processed in the following manner: Step 1: Any non-disciplinary grievance shall be submitted in writing, to the applicable Department Head within ten (10) calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the applicable Department Head within ten (10) calendar days of the Union’s receipt of the written notice of discipline. The written grievance shall set forth the name of the grievant(s), the date of the alleged violation, the alleged facts of the grievance, the specific Article(s) and Section(s) alleged to have been violated, and the remedy that is being sought by the grievant or Union. If the grievance is disciplinary in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. The Department Head shall render a written decision (“Step 1 Decision”) based on the evidence submitted by the Union within 10 calendar days of receipt of the written grievance. A copy of the Step 1 Decision will be provided to the Union president and the grievant(s). During the ten (10) day review period, the Union may request a meeting with the Department Head to discuss the grievance. If the Department Head believes a meeting is beneficial, it will be held within the ten (10) day review period. The decision by the Department head to meet and discuss the grievance shall not toll the ten (10) day response period.
Formal Steps. 1) Step One The aggrieved and/or his representative shall present the grievance on the adopted form to his Captain or the Captain's designee no later than twelve (12) calendar days after the informal meeting or, in the absence of such meeting, no later than seven (7) calendar days after the request for a meeting was made. The Captain or his designee shall submit a written response on the adopted forms within seven (7) calendar days after submission of the grievance, or the grievance may be taken to the next step.
Formal Steps a. If the grievance is not resolved at the informal level (see above) the employee may submit the grievance, in writing, to the concerned department head within 10 calendar days after the meeting with the supervisor. The grievance shall include the specific section(s) of the MOU alleged to have been violated, a clear, concise statement of the nature of the grievance, and the remedy sought.
Formal Steps. Step One If the grievance is not informally resolved, the CIR must file a written request for review with the Director of Labor Relations within twenty-one (21) calendar days after the date on which the act(s), which is the subject of the grievance, occurred, or twenty-one (21) calendar days from the date on which the individual Housestaff Officer should reasonably have known of its occurrence. The Director of Labor Relations, or his/her designee, shall review the grievance and, where he or she deems it appropriate, witnesses may be heard and cross examined, and pertinent records received. The hearing shall be held within twenty-eight (28) calendar days of receipt of the grievance, and the decision shall be rendered in writing to the Union within fourteen (14) calendar days following the conclusion of the hearing. Should no hearing be held within the prescribed time, or should no decision be made within the prescribed time or should the decision reject the Union's grievance, the grievance may be submitted to Arbitration. The subject matter of each Grievance shall be considered individually. When an individual Grievance is decided at Step I, the resolution or decision of that Grievance shall not constitute a precedent in any arbitration or other proceeding unless agreed to in writing by the Hospital and Union. However, this shall not preclude either party from introducing relevant evidence, including the resolution of the individual Grievance, as prior conduct of each party. Step Two
Formal Steps a. An employee may submit the grievance, in writing, to the City Manager, or City Council in the case of the City Manager, within 10 calendar days after the occurrence of the act or omission giving rise to the grievance. The grievance shall include the specific section(s) of this Agreement alleged to have been violated, a clear, concise statement of the nature of the grievance, and the remedy sought.
