General Grievance Provisions. A. In all steps of the grievance procedure, if the Board requires such steps to be held during the working hours of the grievant and/or the grievant’s representative, such employees shall be excused with pay for that purpose. If the Board requires an employee to attend an arbitration as a witness, he/she shall be excused without loss of pay or leave for that purpose. An arbitration hearing shall not be held during the working hours of Union witnesses without the mutual agreement of the Board and the Union.
General Grievance Provisions. (a) Any grievance involving the interpretation, application, administration or alleged violation of this Agreement, which has been disposed of herein by an arbitration award shall not be made the subject of another grievance.
General Grievance Provisions. 3-7.1. The resolution of all grievances shall be in accordance with the procedures which are part of this Agreement. If the grievant fails to appear at a scheduled grievance conference and fails to appear at another grievance conference scheduled at the grievant's or UNION'S request, the grievance shall be considered resolved.
General Grievance Provisions. 1. Any individual employee may present grievances to his/her supervisor and have the grievances adjusted, without intervention of the Association, provided that the Association has been given an opportunity to have a representative present at such adjustment and the Office of Human Resource Services concurs with the resolution. If the adjustment is inconsistent with the terms of this collective bargaining agreement, the grievant may appeal that decision at the step of the grievance procedure immediately following the step where the adjustment was attempted.
General Grievance Provisions. If the Union has a general policy grievance, it shall be initiated by the President of the Union and forwarded to the Manager Human Resources or designate who will respond to the grievance within working days of its receipt. If the Commission has a grievance, it shall be taken up with the President of the Union and the Manager Human Resources and if not settled satisfactorily, the grievance may proceed to Arbitration as provided in step above. A decision with respect to any complaint or grievance which at any stage is mutually satisfactory to the Union and the Commission shall be final and binding upon the Union, the Commission and the em- ployee or employees concerned and shall not be submitted again by the same employee or the same group of employees, nor on their behalf by the Union during the period of this Agreement. No employee or representative of the Union shall leave work or fail to appear for work for the purpose of presenting a complaint or griev- ance, or in connection with the handling of any complaint or grievance without first having obtained the consent of the Supervisor. Section Probationary Period New employees until they have completed ten months’ continuous service with the Commission shall be considered as on probation. If an employee changes sections during his or her initial ten month probationary period, the employee will be on probation for eight months in addition to the time spent on probation to the date of the change. During the probationary period their progress shall be re- viewed with them periodically, and the Union and the Commission shall co-operate in providing guidance and assistance to them in adapt- ing themselves to such new work and conditions as may be involved. If a probationary employee’s services are proving unsatisfactory, the case shall be discussed with the Union in advance of release from the service. Should a review show that the joint efforts of the parties hereto have failed then the employee shall be released from the service. Such release is not subject to appeal beyond Step of the Grievance Procedure. Employees who have had their probationary period ex- tended shall be denied all step rate increases until they have success- fully completed their probationary period.
General Grievance Provisions. 20.3.1 Faculty shall be entitled to Union representation at all steps of the grievance procedure.
General Grievance Provisions. If the Union has a general policy grievance, it shall be initiated by the President of the Union and forwarded to the Executive Director - Human Resources or designate who will respond to the grievance within 10 working days of its receipt. If the Commission has a grievance, it shall be taken up with the President of the Union and the Executive Director - Human Re- sources and if not settled satisfactorily, the grievance may proceed to Arbitration as provided in step 5 above. A decision with respect to any complaint or grievance which at any stage is mutually satisfactory to the Union and the Commission shall be final and binding upon the Union, the Commission and the em- ployee or employees concerned and shall not be submitted again by the same employee or the same group of employees, nor on their behalf by the Union during the period of this Agreement. No employee or representative of the Union shall leave work or fail to appear for work for the purpose of presenting a complaint or grievance, or in connection with the handling of any complaint or grievance without first having obtained the consent of the Supervi- sor.
General Grievance Provisions. If the TTC has a grievance it shall be taken up with the Officers of the Union and if not settled satisfactorily the grievance shall proceed to arbitration as provided for in Step 3 above. A decision with respect to any complaint or grievance which at any stage is mutually satisfactory to the Union and the TTC shall be final and binding upon the TTC, the Union and the employee or employ- ees concerned and shall not be submitted again by the same employ- ee or the same group of employees nor on their behalf by the Union during the period of this Agreement. No employee or representative of the Union shall leave work or fail to appear for work for the purpose of presenting a complaint or grievance or in connection with the handling of any complaint or grievance without first having obtained the consent of the Foreperson or designated representative. Any of the time set out in this procedure may be extended by mutual agreement of the parties hereto in writing.
General Grievance Provisions. (1) The number of days indicated at each step of the grievance procedure should be considered as a maximum and every effort should be made to expedite the grievance process. All time limits herein shall consist of calendar days unless otherwise specified. A time limit may be extended by mutual consent of the parties.
General Grievance Provisions. If the Commission has a grievance it shall be taken up with the Offi- cers of the Union and if not settled satisfactorily the grievance shall proceed to arbitration as provided for in Step 3 above. A decision with respect to any complaint or grievance which at any stage is mutually satisfactory to the Union and the Commission shall be final and binding upon the Commission, the Union and the em- ployee or employees concerned and shall not be submitted again by the same employee or the same group of employees nor on their behalf by the Union during the period of this Agreement. No employee or representative of the Union shall leave work or fail to appear for work for the purpose of presenting a complaint or grievance or in connection with the handling of any complaint or grievance without first having obtained the consent of the Foreperson Senior Foreperson, and Superintendent or Head, Rail Shops. Any of the time set out in this procedure may be extended by mutual agreement of the parties hereto in writing. For ready reference here follows a short summary of the foregoing Complaint and Grievance Procedure: SUMMARY Complaints Employee and/or Union Representative sees Foreperson, Senior Foreperson, Superintendent or Equivalent. If this fails of satisfactory settlement, then Employee and/or Union Representative sees Head, Rail Shops. If this fails, then complaint becomes a grievance and must be written out on prescribed form. Then Union Representatives decide whether to appeal.
