Grievance/Adjudication Clause Samples
The Grievance/Adjudication clause establishes a formal process for addressing and resolving disputes or complaints that arise between the parties during the course of their relationship. Typically, this clause outlines the steps that must be followed, such as submitting a written complaint, engaging in discussions or mediation, and, if necessary, proceeding to arbitration or another adjudicative process. By providing a clear and structured mechanism for dispute resolution, this clause helps prevent conflicts from escalating and ensures that both parties have a fair opportunity to present their concerns and seek resolution.
Grievance/Adjudication. Notwithstanding any other provision in this Agreement, for the purposes of this Article, the grievance and adjudication rights of an employee covered by this Agreement shall be extended to apply to all positions included in all civil service bargaining units covered by all collective agreements between the Union and the Employer made pursuant to the Civil Service Collective Bargaining Act.
Grievance/Adjudication. 2.3.1. If the grievance is not resolved at Step Two, the grievant may submit the grievance to the President for adjudication at Step Three.
Grievance/Adjudication. The Collective Agreement allows for grievances to be heard by either a single adjudicator or a board of three. The single adjudicator, or the Chair of a board of three, is most often a lawyer with considerable experience in labour relations. The remaining two members of a board of three are nominees, one appointed by each of the Employer and the Union.
Grievance/Adjudication. Notwithstanding any other provision in this Agreement, for the purposes of this Article, the grievance and adjudication rights of an employee covered by this Agreement shall be extended to apply to all positions included in all civil service bargaining units covered by all collective agreements between the Union and the Employer made pursuant to the Civil Service Collective Bargaining Act.
Article 14 Temporarily Working in an Excluded Position
(a) Where an employee successfully competes for an excluded position and takes an approved leave from their bargaining unit position to work in an excluded position, the employee has a right to return to their bargaining unit position at the expiry of the excluded position.
(b) While in the excluded position, the employee shall not pay Union dues, nor shall the Union have a duty to represent the employee in any matter arising out of their excluded position. However, the Union reserves the right to represent the employee in relation to their right to return to their bargaining unit position.
(c) Should the employee apply for a bargaining unit position while on an approved leave from their bargaining unit position, the employee shall be considered an internal applicant.