General Application Dispute Sample Clauses

General Application Dispute. If a difference of a general nature arises between the Union or its members and the Employer concerning the interpretation, application, operation or alleged violation of this Agreement or Memoranda, the aggrieved party may submit a written grievance to the other party within twenty- one (21) calendar days of becoming aware of the matter giving rise to the difference, and Step 3 of Article 9.02 shall apply. A copy of the grievance shall in every case be forwarded to the Union and the Employer.
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General Application Dispute. If a difference of a general nature arises between the Employer and the Union concerning the interpretation, application, operation, or alleged violation of this Agreement, which does not specifically involve an employee, a written grievance within fourteen (14) days of either the Employer of the Union becoming aware of the matter giving rise to the difference will be submitted as the case may be, by the Employer to the Union, or by the Union to the Employer, and Step 3 of Article 8.02 shall apply.
General Application Dispute. If a difference of a general nature arises between the College and the Union concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, a written grievance will be submitted within thirty (30) working days from the date either party became aware of the incident prompting the grievance, by the College to the Union, or by the Union to the College, as the case may be, and Step 3 of Article 5.1 – Grievance will apply.
General Application Dispute. If a difference of a general nature arises between the Union or its members and the Employer concerning the interpretation, application, operation or alleged violation of this Agreement or Memoranda, the aggrieved party shall submit a written grievance to the other party within fourteen
General Application Dispute. Where either party disputes the general application, interpretation or alleged violation of an Article of this or a component Agreement, they shall notify the other party in writing within:
General Application Dispute. When a "dispute", as defined in the Industrial Relations Act, arises between the parties, including any difference concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, the Union may submit the matter, in writing, to the Administrator, Human Resources. If a satisfactory settlement is not reached with the Administrator, Human Resources within ten (10) working days, such matter may be referred to the Chief Administrative Officer at step 4 of Clause 13.1. If a satisfactory settlement is not reached with the Chief Administrative Officer within ten (10) working days, such matter may be referred to Arbitration under Clause 13.1, step 5, and as provided for in Clause 13.3.
General Application Dispute. ‌ When a "dispute", as defined in the Labour Relations Code, arises between the parties, including any difference concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, the matter may be submitted in writing by the Union to the City Engineer or General Manager, Human Resources or, alternatively, by the Employer to the Union, as the case may be. If a satisfactory settlement is not reached with the City Engineer or General Manager, Human Resources and the Union within ten (10) calendar days of being submitted in writing, such matter may, within a further ten (10) calendar days, be referred to the City Manager as provided for in Clause 13.1(c). If a satisfactory settlement is not reached within ten (10) calendar days of being referred to the City Manager then, within a further ten (10) calendar days, such matter may be referred to Arbitration under Clause 13.1(d) and as provided for in Clause 13.3.
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General Application Dispute. When a "dispute", as defined in the Labour Relations Code arises between the parties, including any difference concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, the matter may be submitted in writing by the Union to the Deputy Chief Constable or, alter- natively, by the Employer to the Business Representative or their designates, as the case may be. If a satisfactory settlement is not reached with the Deputy Chief Constable and the Business Representative or their designates within seven (7) working days such matter may be referred to the Department Head or designate at step 1 of Section 13.1. If a satisfactory settlement is not reached with the Chief Constable within seven (7) working days such matter may be referred to Arbitration under Section 13.1(e) and as provided for in Section 13.3.
General Application Dispute. When a “dispute”, as defined in the Labour Relations Code, arises between the parties, including any difference concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, the Union may submit the matter, in writing, to the Director, Employee & Labour Relations. If a satisfactory settlement is not reached with the Director, Employee & Labour Relations within ten (10) working days, such matter may be referred to the Chief Administrative Officer at step 4 of Clause 13.1. If a satisfactory settlement is not reached with the Chief Administrative Officer within ten (10) working days, such matter may be referred to Arbitration under Clause 13.1, step 5, and as provided for in Clause 13.3.

Related to General Application Dispute

  • Calculation Disputes If the Defaulting Party disputes the Non-Defaulting Party’s calculation of the Settlement Amount or Termination Payment, in whole or in part, the Defaulting Party will, within two Business Days of receipt of Non-Defaulting Party’s calculation, provide to the Non- Defaulting Party a detailed written explanation of the basis for such dispute; provided, however, that the Defaulting Party must first transfer Performance Assurance to the Non-Defaulting Party in an amount equal to the full Settlement Amount or Termination Payment, as applicable. References to Defaulting Party and Non-Defaulting Party in this Section include the Potentially Defaulting Party and Potentially Non-Defaulting Party, as applicable.

  • Informal Dispute Resolution Process 1. In the event there is a dispute under this Centralized Contract, the Contractor, OGS and Authorized User agree to exercise their best efforts to resolve the dispute as soon as possible. The Contractor, OGS and Authorized User shall, without delay, continue to perform their respective obligations under this Centralized Contract which are not affected by the dispute. Primary responsibility for resolving any dispute arising under this Centralized Contract shall rest with the Authorized User’s Contractor Coordinators and the Contractor’s Account Executive and the State & Local Government Regional General Manager.

  • Submission of a Claim to Arbitration 1. An investor that meets the conditions precedent in Article 22 (Conditions Precedent to Submission of a Claim to Arbitration) may submit a claim to arbitration under:

  • Alternative Dispute Resolution Process Owner may establish a dispute resolution process to be utilized in advance of that outlined in Tex. Gov’t Code, Chapter 2260.

  • Contract Disputes The Parties shall deal in good faith and attempt to resolve potential disputes informally. If the dispute concerning a question of fact arising under the terms of this Contract is not disposed of in a reasonable period of time by the Contractor’s Supervisor and the County‘s project manager as specified in Article 25. Notices by way of the following process, such matter shall be brought to the attention of the County DPA by way of the following process:

  • MEDICAL DISPUTE In the event of a dispute involving an employee's health as it affects the employee's ability to perform his/her job on return to work at the University from a layoff or leave of absence of any kind, and if the employee is not satisfied with the determination of the University's physician, the employee may submit a report from a medical doctor of his/her own choosing at his/her own expense. If the dispute still exists, at the request of the employee, the University's physician and the employee's doctor shall agree upon a third medical doctor to submit a report to the University and the employee, and the decision of such third party regarding the employee's health as it affects the employee's ability to perform his/her job will be binding on both parties. The expense of the examination by the third party shall be shared equally by the University and the employee.

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