Grievance/Arbitration Process Sample Clauses

Grievance/Arbitration Process. Step 1 - Hospitalist and Employer Hospital Medicine Designee (“Director”) If the Hospitalist or Union believes a grievance exists, a written grievance must be submitted to the Director within twenty (20) days of the date that the Hospitalist or Union knew or should have known that a grievance exists. The written grievance must be signed and dated and must also include (1) description of the nature of the grievance, (2) the article(s) of the contract or provisions of the Individual Agreement alleged to have been violated, (3) and the specific remedy(ies) requested. Grievances may not be submitted by email to the Director and the parties shall meet in an attempt to resolve the grievance. If the Hospitalist requests it, a Union representative may be present and the Employer may have the Medical Director and/or a Human Resources representative present. The Director will issue a written reply within twenty (20) days following the meeting.
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Grievance/Arbitration Process. 16 Step 1 - Hospitalist and Employer Hospital Medicine Designee (“Director”) 16 Step 2 - Hospitalist and Employer Designated Executive (“Executive”) 16 Step 3 – Arbitration 17 ARTICLE 11 - COMMITTEES 18
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Grievance/Arbitration Process. Step 1 - Employee and Administrator/Designee (Clinic) or Director/Designee (Hospital) If the informal discussion does not resolve the issue and the employee and the Union believe a grievance exists, the Union on the employee’s behalf must submit a written grievance within thirty (30) days of the date that the employee knew or should have known that a grievance exists (this allows time for the informal resolution process to occur). The written grievance shall include (1) the article(s) of the contract alleged to have been violated, (2) the circumstances under which the problem occurred, including the Grievant’s name and position, dates, and other employees who may have been involved, (3) and the specific remedy(ies) requested, e.g., reinstatement, mitigation of discipline and, if applicable, categorized back pay, calculated if reasonably possible. The Administrator/Designee (Clinic) or Director/Designee (Hospital), aggrieved employee and a Union Representative or Shop Xxxxxxx shall meet in an attempt to resolve the grievance. The Assistant Administrator (Clinic) or Director (Hospital) shall issue a written reply within twenty-eight (28) days following the meeting. Step 2 - Employee and Vice President of Clinic Operations/Designee or Executive Team Member/Designee (Hospital) If the grievance is not resolved at Step 1, and it is the employee’s and Union’s desire to proceed further, then the Union must refer the grievance to Step 2 within fourteen (14) days of receipt of the Step 1 response. The Vice President of Clinic Operations/Designee or Executive Team Member/Designee (Hospital), aggrieved employee and a Union Representative or Shop Xxxxxxx shall meet in an attempt to resolve the grievance. The Vice President of Clinic Operations/Designee or Executive Team Member/Designee (Hospital) shall issue a written reply within fourteen (14) days following the meeting.
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Grievance/Arbitration Process. 1 Step 1 - Hospitalist and Employer Hospital Medicine Designee (“Director”) 3 If the Hospitalist or Union believes a grievance exists, a written grievance must 4 be submitted to the Director within twenty (20) days of the date that the 5 Hospitalist or Union knew or should have known that a grievance exists. The 6 written grievance must be signed and dated and must also include (1) 7 description of the nature of the grievance, (2) the article(s) of the contract or 8 provisions of the Individual Agreement alleged to have been violated, (3) and 9 the specific remedy(ies) requested. Grievances may not be submitted by email 10 to the Director and the parties shall meet in an attempt to resolve the grievance.
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Related to Grievance/Arbitration Process

  • GRIEVANCE ARBITRATION PROCEDURE The grievance-arbitration procedure set forth in Sections 18.37 through 18.43 shall be applicable only to disputes arising under Division C of this article.

  • Grievance Arbitration Notwithstanding any other provision of this Agreement, for the purposes of this Article, an Employee has the right to grieve any filling of a vacancy or Assignment in the bargaining unit.

  • Arbitration Process Any arbitration will be conducted pursuant to the applicable rules (the “Arbitration Rules”) of the American Arbitration Association, as modified herein, to the extent such modifications are not prohibited by the Arbitration Rules. The arbitration will be conducted in Indianapolis, Indiana. The parties will select a single arbitrator, but in the event that the parties are unable to agree, the arbitrator will be appointed pursuant to the Arbitration Rules. The arbitrator will be a practicing attorney with significant expertise in litigating and/or presiding over cases involving the substantive legal areas involved in the dispute. The parties to the arbitration will not request, and the arbitrator will not order, that any discovery be taken or provided, including depositions, interrogatories or document requests, except to the extent the amount in controversy exceeds $50,000. The arbitration will be concluded within three months of the date the arbitrator is appointed. The arbitrator’s findings, reasoning, decision, and award will be stated in writing and based upon applicable law. Judgment on the arbitration award may be entered in any court having jurisdiction. In the event that the arbitration results in an award which imposes an injunction or contains a monetary award in excess of $100,000, the award will be reviewable on appeal initiated by filing notice of appeal with the AAA office within 30 days of the award, governed by the AAA Optional Appellate Arbitration Rules and conducted by a panel of three new arbitrators, ruling by majority, under the procedure for appointment from the national roster of arbitrators. Unless the applicable Arbitration Rules require otherwise, arbitration fees and costs will be shared equally by the claimant(s) and respondent(s), respectively, in any arbitration proceeding. Should the AAA be unavailable, unable or unwilling to accept and administer the arbitration of any claim under these arbitration provisions as written, the parties will agree on a substitute arbitration organization, such as JAMS, that will enforce the arbitration provisions as written. Because this Agreement memorializes a transaction in interstate commerce, the Federal Arbitration Act governs the interpretation and enforcement of these arbitration provisions. More information about arbitration, including the Arbitration Rules, is available at xxx.xxx.xxx or by calling 0-000-000-0000.

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity.

  • GRIEVANCE PROCEDURE & ARBITRATION 36.01 Any complaint, disagreement or difference of opinion between the Company and the Union, or the employees, which concerns the interpretation, application, operation or alleged violation of the terms and provisions of this Agreement, shall be considered as a grievance.

  • GRIEVANCE AND ARBITRATION PROCEDURES 8.01 For the purposes of this Agreement, a grievance is defined as a difference arising between the parties related to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.

  • GRIEVANCE AND ARBITRATION Casual employees have access to the grievance and arbitration procedures. (Reference Article 9 - Grievances and Article 10 - Arbitration.)

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.7 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone.

  • 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.

  • Arbitration Procedure 1301 In the event of the failure of the parties to settle a grievance by means of the grievance procedure stated in Article 12, within ten (10) days of the date upon which the written reply referred to in Article 12 is received from the Human Resources Director or equivalent, the matter may then be referred to arbitration as hereinafter set forth. 1302 If mutual agreement is not reached by both parties to choose a single Arbitrator within ten (10) days from the time that the matter is referred to arbitration as defined in 1301 above, then the procedure stated below will be followed. 1303 Either party may submit the matter in dispute to a Board of Arbitration by giving notice to the other party within a further seven (7) days and by appointing in that notice one (1) nominee of the intended Board of Arbitration. The other party to the dispute shall, within seven (7) days after the receipt of such notice, also appoint a nominee and the two (2) nominees thus appointed shall, within ten (10) days thereafter, select a third member who shall be Chairperson. 1304 Should either party fail to appoint an Arbitrator as herein provided, or if any Arbitrator thus appointed should fail or be unable to serve and another Arbitrator not be appointed in her/his place by the party who made the original appointment, then the other party to the dispute may request the Minister of Labour for Manitoba to select a substitute. 1305 Should the two (2) appointed nominees fail within ten (10) days to agree upon a Chairperson, the two (2) nominees shall forward a request to the Minister of Labour for Manitoba to select a Chairperson. 1306 It is mutually agreed by both parties to this Collective Agreement that the decision of the Arbitrator, or the decision of the Chairperson in the absence of the majority decision of the Arbitration Board shall be final and binding upon the Employer, the Union and the nurse(s) concerned; however, the Arbitrator or the Arbitration Board shall not be authorized to make any decisions inconsistent with the provisions in this Collective Agreement. 1307 The Board of Arbitration shall determine its own procedure but shall give full opportunity to all parties to present evidence and make representations. 1308 In the event of a grievance alleging unjust layoff, suspension or discharge being referred to arbitration, the Arbitrator or Board of Arbitration shall be authorized to rule whether or not the nurse(s) concerned shall be reinstated and, in the event of reinstatement, shall also be authorized to make an award in terms of compensation for regular salary lost or a reasonable alternate award, however, any monetary award shall not exceed the difference between salary lost and any wages that may have been earned from employment with another employer during the period of the layoff, suspension or discharge. 1309 Any costs incurred by either of the parties hereto, preceding or during arbitration proceedings, shall be borne by the respective parties incurring such costs, but the costs of the Arbitrator or of the Chairperson of the Arbitration Board shall be borne by the parties hereto in equal shares. 1310 For the purposes of determining lengths of time in the foregoing procedure, Saturdays, Sundays and Recognized Holidays are excluded. 1311 Nothing in this Collective Agreement shall preclude a nurse or the Union committee and the Employer from mutually agreeing to settle a dispute by means other than those described in the grievance and arbitration procedures or to extend any of the stipulated time limits. 1312 Nurses whose attendance is required at arbitration hearings related to the Agreement shall be given permission to be absent from work and shall not suffer any loss of salary as a result. 1313 The Arbitrator shall be requested to provide both parties with a hard (paper) copy as well as a disk/electronic version of an arbitration award.

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