GRIEVANCE PROCEDURE Sample Clauses

GRIEVANCE PROCEDURE. 11.01 The purpose of this Article is to establish a procedure for the settlement of all grievances. 11.02 Any employee having a grievance shall first take the matter up with his/her committee person who will discuss said complaint with the supervisor concerned. If the complaint is not satisfactorily resolved within twenty-four (24) hours, the committee person will then submit the grievance in writing, on a form to be supplied to the Company by the supervisor. The supervisor shall give his/her decision in writing to the committee person within two (2) working days of the receipt of the grievance. Should the employee or the union be dissatisfied with the supervisor’s decision, the Union may refer the grievance to a meeting of the plant committee and representatives of management, who shall meet within five (5) days of the request for such meeting. The Union National Representative and/or President of the local union may be in attendance at this meeting. 11.03 Management's decision relating to the grievance shall be in writing and, if not rendered during the conference, shall be rendered to the Chairperson of the Committee within two (2) working days after the holding of the conference. 11.04 If management's decision is not satisfactory to the employee or the union, it may be referred to an arbitrator, provided written notice of the party's intention to refer the dispute to an arbitrator is given to the other party within ten (10) days after management's decision. Within five (5) days of the giving of written notice, both parties will exchange lists of three (3) proposed arbitrators. In the event that no name is common to both lists, either party may within ten (10) days after the lists have been exchanged request the Minister of Labour of Ontario to appoint an arbitrator and shall provide the other party with a copy of such request. 11.05 The following special procedure shall be applicable to a grievance alleging improper discharge or suspension of an employee. The grievance may be lodged in writing through the Chairperson of the Committee to the management within two (2) working days after the receipt of the grievance. If the decision is not satisfactory to the employee or the union, the matter may then proceed on the giving of the prescribed notice of appeal to an impartial arbitrator selected as herein provided. 11.06 The term working days when used in this Agreement for grievance procedure, shall exclude Saturdays, Sundays, holidays and vacations as defi...

GRIEVANCE PROCEDURE. 7.1 Recognizing that the terms of the Agreement may be subject to different interpretations, both the Department and the Union should have recourse to an orderly means of resolving grievances. The following outline of procedure by which grievances shall be processed is written as for a grievance of the Union against the Department, but it is understood that the steps are similar for a grievance of the Department against the Union. A grievance is defined as any dispute between the parties and/or any employee concerning the interpretation, application, claim of breach or violation of the terms and conditions addressed in this Agreement. Step 1: As the initial step, the grievance shall be verbally presented by the Union ▇▇▇▇▇▇▇ to the employee's immediate supervisor (who is outside of the Bargaining Unit) within fifteen (15) working days of the ▇▇▇▇▇▇▇'▇ knowledge that a grievable incident has allegedly occurred. Step 2: If no settlement is arrived at in Step 1, the grievance may be referred in writing by the employee or the ▇▇▇▇▇▇▇ to the Business Manager of the Union. If the Business Manager decides that the grievance should be forwarded to the Department Human Resources Officer (or designee), he shall submit it in writing, with a copy to the City Director of Labor Relations, within fifteen (15) working days after the discussion in Step 1. The grievance should set forth the following: a. A statement of the nature of the grievance and the facts upon which it is based. b. The remedy or correction desired. c. The Section or Sections of the Agreement relied upon as being applicable thereto. When a grievance is so presented, the Department and Union shall, within ten (10) working days schedule a meeting to discuss the grievance. The Department shall reply in writing within fifteen (15) working days from the date of the meeting. Should the parties agree to forego such a meeting, the Department shall, within fifteen (15) working days from the grievance being so presented, investigate and reply to the Union in writing. Step 3: If no settlement is arrived at in Step 2, the grievance shall be submitted in writing within fifteen (15) working days after the Step 2 answer, to a Joint Labor/Management Committee composed of three (3) representatives of the Union and three (3) representatives for the Department, one of whom shall be the City Director of Labor Relations (or designee), who shall endeavor to settle the grievance within fifteen (15) working days. Step 4: If th...

GRIEVANCE PROCEDURE. SECTION 1. A grievance is a dispute between the Employer and the Union and/or the employees concerning the interpretation or application of a specific provision of this Agreement, and such grievances shall be processed and disposed of in the following manner: Step 1 An employee having a grievance and/or the employee’s Union representative shall discuss it with the employee’s immediate supervisor or whichever management person made the grievable decision within five (5) working days of the occurrence or knowledge giving rise to the grievance, whichever is later. The Employer shall respond to the employee or the employee’s Union representative within five (5) working days after the presentation of the grievance in Step 1. Step 2 If the grievance is not settled in Step 1, the grievance may, within five (5) working days after the response in Step 1, be presented in Step 2. When grievances are presented in Step 2, they shall be reduced to writing, signed by the grievant and/or the Union representative and presented by the grievant and/or the Union representative to the Director of Nursing/Administrator or designee, or with whomever is the individual who possesses the authority to correct the contractual violation or modify the disciplinary action, after which a meeting to discuss the merits of the grievance shall be held within five (5) working days. The grievance in Step 2 shall be answered by the Employer in writing within five (5) working days after the meeting to discuss the grievance. Step 3 If the grievance is not settled in Step 2, the grievance may, within five (5) working days after the response in Step 2, be presented by the grievant and/or Union representative in Step 3. The grievance shall be presented in this step to the Director of Employee/Labor Relations and Workforce Compliance Department or his or her designee. The Union may, upon submission of a grievance in Step 3, request a settlement conference for the purpose of exchanging information in resolution of the grievance. A settlement conference shall be granted as of right. It is agreed that either party may or may not present witnesses at the discretion of either party during the settlement conference. The settlement conference shall be held within ten (10) working days of submission of the grievance at Step 3. The Employer shall respond in writing within five (5) working days after the date of the settlement conference or submission, if no settlement conference is requested. The time limits ...

GRIEVANCE PROCEDURE. A. Step 1 The employee must discuss a grievance with the immediate supervisor within fourteen (14) days of when the employee or Union has learned or may reason- ably have been expected to have learned of its cause. The employee may be accompanied by a ▇▇▇▇▇▇▇ or Union representative, if desired. The supervisor shall render a decision, stating reasons, within five (5) days. The Union shall be entitled to appeal an adverse decision to Step 2 of the grievance proce- dure within ten (10) days after receipt of the Employer’s decision. Such appeal shall be in writing to the Management Designee in each Center and shall include: (1) a detailed statement of facts; (2) contentions of the grievant; (3) particular contractual provisions involved; and (4) the remedy sought. The Union may initiate a grievance at Step 1 in accordance with the above and in such case the participation of an individual grievant is not required. The Union may also initiate a class grievance at Step 1 when the grievance concerns the complaint of more than one employee in the Center. Management will designate the appropriate employer representative (other than the Step 2 designee) responsible for handling such compliant. B. Promotional grievances and grievances based solely upon discrimination or sexual harassment shall bypass Step 1 and be filed directly at Step 2. Any grievance initiated at Step 2, arising out of Article 2 or Article 33 of this Agreement, must be filed within fourteen (14) days of the date on which the Union or the employee first learned or may reasonably have been expected to have learned of its cause. C. Step 2 The employee shall be represented by a ▇▇▇▇▇▇▇ or a Union representative. The Management Designee in each Center will meet with the ▇▇▇▇▇▇▇ or Union representative as expeditiously as possible, but not later than seven (7) days after receipt of the appeal. D. The parties’ representatives shall cooperate fully in the effort to develop all necessary facts, including the exchange of copies of all relevant papers or documents. The parties’ representatives may mutually agree to jointly interview witnesses where desirable to assure full development of all facts and contentions. In addition, in cases involving discharge, either party shall have the right to present no more than two witnesses. Such right shall not preclude the parties from jointly agreeing to interview additional witnesses. E. Any settlement or withdrawal of a grievance at Step 2 shall be in writing. F. Whe...

GRIEVANCE PROCEDURE. 4.1 Any claim by an employee, or a group of employees, that there has been misinterpretation or misapplication of any provision of this written agreement or School Board Policy that affects educational support personnel's wages, hours, or terms and conditions of employment which is inconsistent with the terms of this Agreement or School Board Policy shall be a grievance. If the grievance involves any of the rights granted to the Union, the grievance may be filed by the Union directly to Step II. 4.2 The grievant(s) shall be allowed to appoint a Union representative, at no cost to the Board, to be present for all meetings, hearings, appeals, or other proceedings relative to any grievance which has been formally presented and no employee may be required to discuss any grievance if the Union representative is not present. If an employee desires Union representation, the employee shall be responsible for requesting such representation. Additional representation will be by mutual agreement. 4.3 In the event that an employee believes there is a basis for a grievance he/she shall first discuss the alleged grievance with the facility manager (Within the Superintendent's Complex, a department constitutes a facility.), at which a representative may be present, within ten (10) working days of the alleged violation or within ten (10) working days following the time when the employee responsibly should have gained knowledge of its occurrence. Any adjustment reached in the informal discussion shall be consistent with the terms of this Agreement. If, after informal discussion with the facility manager, a grievance exists, the grievant(s) must initiate the following formal grievance procedure within five (5) working days from the date of the informal conference specified above. When requested by the employee, a Union representative may be present. The aggrieved may withdraw a grievance at any step in the adopted procedure. Appeals to Step I and Step II must be filed within five (5) working days following the disposition of the grievance or the expiration of the disposition timelines. Step I A formal written grievance must be filed on the specified grievance form and submitted to the facility manager. In the event the remedy sought is not within the jurisdiction of the facility manager, the grievant may file the Step I grievance at the lowest level at which the relief may be granted. Such form will be available from the Union representative and will be available on the Dis...

GRIEVANCE PROCEDURE. For the purposes of this Agreement, a grievance is defined as: (a) A difference arising between the parties relating to the interpretation, application, administration, or alleged violation of the Agreement including any question as to whether a matter is arbitrable. (b) The dismissal, discipline or suspension of an employee bound by this agreement. Disciplinary action grievable by the employee shall include written censures, letters of reprimand, and adverse reports or performance evaluation. If an employee has a grievance, his/her grievance shall be settled as follows: The employee, with or without a Shop ▇▇▇▇▇▇▇ or Union Committee member (at the employee's option), shall first discuss the grievance with his/her immediate supervisor or department head within seven (7) calendar days of the occurrence of the grievance. The supervisor will respond within three working days of discussing the grievance with the employee. If the grievance is not settled at this step: Then within seven (7) calendar days of the Step One meeting, the grievance shall be reduced to writing, signed by the employee and a Shop ▇▇▇▇▇▇▇ or Union Committee member and shall be presented to the immediate supervisor or the department head by a Shop ▇▇▇▇▇▇▇ or a Union Committee member. The parties will meet to discuss the grievance. Within seven (7) calendar days following the meeting, the supervisor or the department head shall give his/her written reply. If the grievance is not settled at this step, Then within ten (10) calendar days of receiving the Step Two response, the Union Committee or its delegate, shall notify the Company in writing that the grievance will proceed to Step Three. The Company and Union will meet within twenty-one (21) calendar days of referral of the grievance to Step Three to discuss the grievance. At this step of the grievance procedure, each party shall provide to the other a statement of facts and copies of all relevant documents. The findings or decisions of the Employer shall be presented to the Union in writing within seven (7) calendar days of the meeting. If the grievance is not settled at this step, either party may refer the grievance to arbitration under Articles 7 or 8 within twenty-one (21) calendar days of the presentation of this decision. The Employer agrees that their representatives at the Step 3 meeting have the authority to resolve the grievance.

GRIEVANCE PROCEDURE. ‌ To promote better City – Association relations, both parties pledge their immediate cooperation to settle any grievance or complaint that might arise out of the application of this Contract, at the lowest level possible and the following procedure shall be the sole procedure to be utilized for that purpose. Any settlement of a grievance under this Article, which would alter or amend the terms of this agreement or any side bar or memorandum of understanding, shall not be binding on either party unless the settlement, or memorandum of agreement or side bar agreement, is approved in writing by the president of the Association and the Director of the Bureau of Human Resources. The time limits prescribed in these provisions may be extended by a written mutual agreement between the City and Association. Days as used in this Article shall refer to work days, exclusive of Saturday, Sunday and designated holidays. Step I. The Association or any commanding officer claiming a breach of any specific provision of this Contract may refer the matter, in writing, with or without the Association, to the Chief of Police. The grievant, or Association representative, shall state the nature of the grievance, the section of the Contract allegedly violated and the remedy requested. This grievance shall be presented within twenty (20) days from the date thereof. The Chief shall have twenty (20) days in which to reply. The response shall be in writing and made to the grievant and the Association. Step II. If, after twenty (20) days from the date of the submission of the grievance to the Chief, or from the date of the reply, the grievance still remains unadjusted, the Association may present the grievance to the Commissioner- in-Charge. A copy of the grievance shall be sent simultaneously to the Bureau of Human Resources. Within one week of receipt of the grievance, the Commissioner-in-Charge shall either retain jurisdiction of the grievance at this level or will refer jurisdiction of the grievance to the Bureau of Human Resources for resolution. Step III. The Commissioner-in-Charge or the Bureau of Human Resources shall have twenty (20) days in which to reply. If the grievance has been

GRIEVANCE PROCEDURE. A. A grievance shall be defined as a dispute between the County and The Association arising over the interpretation or application of a specific aspect of this agreement which is not a Management Right. Grievances as defined above shall be resolved pursuant to this Article. This Article shall not apply to disciplinary action of any form covered by Article 9. B. An Association grievance committee shall be established consisting of three members. Such committee shall be selected in a manner to be determined by the Association membership. The purpose of the Association grievance committee is to aid the Association and employee in resolution of grievances or to determine whether to pursue the matter through the grievance procedure. C. If the employee feels he/she has a grievance, he/she shall take up the matter with the immediate supervisor within 10 days after the employee becomes aware of the event giving rise to the grievance. D. The immediate supervisor shall make every attempt to reach an acceptable solution to the problem within 10 days after it has been submitted to him. Any grievance settlement shall be approved in writing by the Department Head and the County Manager. E. If the grievance is not settled during the informal discussion, the Association may proceed with the matter. Within 10 days after the event giving rise to the grievance, the Association shall submit the grievance in writing to the immediate supervisor, the Department Head and provide the following information: 1. The employee’s name; 2. The employee’s position classification; 3. The employee’s department; 4. A complete statement of the nature of the grievance citing the specific section of this agreement which is the basis for the grievance; 5. Any attempts made to resolve the problem; 6. A proposed solution to the grievance; 7. Signature of the President of the Association; and 8. The date the grievance arose and the date the employee signed the statement. F. The Association grievance committee and the immediate supervisor shall attempt to resolve the matter. Any grievance settlement shall be approved in writing by the Department Head and the County Manager. If the grievance is not settled within 10 days after receipt of the written grievance by the County officials as described in paragraph E above, the Association may submit the written grievance with the information outlined above to the County Manager. The County Manager shall arrange for any meetings and investigations necessary...

GRIEVANCE PROCEDURE a. Step 1 – Assistant Superintendent level (informal) A grievant shall informally discuss a grievance with the Assistant Superintendent within ten (10) workdays after the grievant knew or should have known of the act or condition upon which the complaint is based. Failure to reach a mutually satisfactory resolution may be cause for the grievant to refer the grievance to step 2. b. Step 2 – Assistant Superintendent level (formal written) An employee or the union, wishing to process a grievance at step 2 will do so in writing to the Assistant Superintendent within ten (10) working days from the conclusion of the discussions at step 1 or within ten (10) work days after the grievant knew or should have known of the act or condition upon which the complaint has been based (if it has been mutually agreed that the grievance shall be initiated at Step 2). The grievance shall be specific in nature and shall state the remedy requested. The Assistant Superintendent shall establish a formal conference on the matter and whenever a grievance is filed by an employee without the union the Assistant Superintendent shall notify the union and shall give the union the opportunity to be present and to state the views of the union. The aggrieved employee and the union shall be given at least two (2) working days notice of said conference. The Assistant Superintendent shall respond in writing ten (10) workdays from the date the formal grievance is filed. The Assistant Superintendent’s decision shall be presented in writing to both the employee and the union. c. Step 3 – Superintendent level If a settlement is not reached at step 2 the employee or the union may present the grievance to the Superintendent of Schools within five (5) working days after the decision has been rendered at step 2. The grievance must be submitted in writing stating the specific nature of the grievance and the remedy requested and shall include a copy of the step 2 decision. The Superintendent may schedule a meeting at a mutually convenient time to discuss the grievance with the employee and the union. Both parties reserve the right to include consultants in any such meeting. The Superintendent shall respond in writing together with supporting reasons to the employee and the union, within ten (10) working days from the date the grievance is filed at step 3.