GRIEVANCE PROCEDURE 29 Sample Clauses

GRIEVANCE PROCEDURE 29. 16.1 General 29 16.2 Definitions 29 16.3 Filing and Processing Grievances 29 16.4 Time Limits 31 Article 17. Probationary Period 31
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GRIEVANCE PROCEDURE 29. Section 21.1 Grievance Defined 29 Section 21.2 Just Cause 29 Section 21.3 Matters Excluded From Consideration Under the Grievance Procedure 29 Section 21.4 Grievance Presentation 29 Section 21.5 Selection of Arbitrator 30 Section 21.6 Arbitrator’s Decision 30 Section 21.7 Procedure 30 Section 21.8 Continuous Dispute Resolution 31 ARTICLE 22 – STRIKES AND LOCKOUTS 31
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GRIEVANCE PROCEDURE 29. Section A. General. 29 Section B. Grievance Steps. 31 Section C. Panel Selection and Administration 34 Section D. Time Limits. 35 Section E. Retroactivity 36 Section F. Exclusive Procedure 36 Section G. Processing Grievances. 36 Section H. Documents and Witnesses. 37 Section I. State Employer. 38 ARTICLE 10 LABOR-MANAGEMENT MEETINGS 39 Section A. Purpose 39 Section B. Representation 39 Section C. Scheduling 41 Section D. Pay Status of Union Representatives. 41 Section E. State Employer. 41 Section F. Response to Labor-Management Meetings. 41 Section G. Labor-Management Council 41 ARTICLE 11 HEALTH AND SAFETY 43 Section A. General. 43 Section B. First Aid Equipment 43 Section C. Tools and Equipment. 43 Section D. Protective Clothing 43 Section E. Confidentiality of Records. 43 Section F. Buildings. 43 Section G. Contagious Diseases and Conditions. 44 Section H. Medical Examinations. 44 Section I. Foot Protection 45 Section J. Safety and Health Inspection 45 Section K. Damage to Personal Items. 45 Section L. Health and Safety Committees 46 Section M. Compliance Limitations. 47 Section N. Evacuation Plans. 47 Section O. Unexpected Immediate Danger. 47 Section P. Use of Employer Facilities. 47 ARTICLE 12 SENIORITY 48 Section A. Seniority Definitions. 48 Section B. Application 49 Section C. Seniority Information 49 Section D. Supervisors. 50 Section E. Other Employees. 50 Section F. Probationary Employees. 50
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GRIEVANCE PROCEDURE 29. 02 If a Teacher is unable to resolve by informal discussion with a supervisor appointed by the Superintendent of Human Resources any complaint or question as to the interpretation, application, administration or alleged violation of this agreement, the Union on behalf of the Teacher may lodge a grievance as herein provided.
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GRIEVANCE PROCEDURE 29. Section 1. Grievance 29 Section 2. Conduct of the Grievance Procedure 30 Section 3. Grievance Procedure Steps 30 ARTICLE XXI 32 MISCELLANEOUS 32 Section 1. Substance Abuse Policy 32 Section 2. 125 Plan 34 Section 3. Filling and Vacating Assignments 34 Section 4. Examination Observer34 Section 5. No Smoking Policy 34 Section 6. Court Time Pay 34 ARTICLE XXII 35 SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING 35 ARTICLE XXIII 35 WAIVER OF BARGAINING DURING TERM OF THIS MEMORANDUM OF UNDERSTANDING 35 ARTICLE XXIV 35 REOPENER 35 ARTICLE XXV 36 EMERGENCY WAIVER PROVISION 36 ARTICLE XXVI 36 SEVERABILITY 36 ARTICLE XXVII 36 TERM OF THIS MEMORANDUM OF UNDERSTANDING 36 ARTICLE XXVIII 37 RATIFICATION AND EXECUTION 37 EXHIBIT A 38 CLASSIFICATIONS REPRESENTED BY THE DOWNEY FIREMEN'S ASSOCIATION 38 PAY SCHEDULE 38 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF XXXXXX AND THE DOWNEY FIREMEN'S ASSOCIATION (IAFF Local 3473) ARTICLE I RECOGNITION‌ Pursuant to the provisions of the Employee Relations Ordinance No. 394 and the Supplemental Employee Relations Rules and Regulations of the City of Xxxxxx, the City of Downey (hereinafter called the "City") has recognized the Downey Firemen's Association/IAFF Local 3473 (hereinafter called the "Association") as majority representative of sworn fire department personnel including the classifications of Firefighter, Fire Engineer, Fire Captain, and excluding all management employees of the Fire Department. The City has recognized the Association for the purpose of meeting its obligations under the Xxxxxx-Xxxxxx-Xxxxx Act, Government Code Section 3500 et seq., and the Employee Relations Ordinance of the City when City rules, regulations or laws affecting wages, hours or other terms and conditions of employment are amended or changed.
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GRIEVANCE PROCEDURE 29. Article 20 Paid Leaves of Absence (sick time, death, personal business, adoption, sabbatical leave) 33 Teacher / Ancillary Staff Absence Request Form (Personal Business) 35
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GRIEVANCE PROCEDURE 29. 18.1 Definition 29 18.2 Step 1 - Nurse and Immediate Supervisor 29 18.3 Step 2 - Nurse, Local Unit Chairperson and Chief Nurse Executive 29 18.4 Step 3 - Administrator and Association Representative 29 18.5 Step 4 - Binding Arbitration 30 ARTICLE 19 STAFFING 30 19.1 Staffing 30 19.2 Staff Development 31 ARTICLE 20 GENERAL PROVISIONS 31 20.1 Savings Clause 31 20.2 Past Practices 32 20.3 Wage and Benefit Minimums 32 20.4 Successorship 32 ARTICLE 21 MANAGEMENT RIGHTS 32 21.1 Management Rights 32 ARTICLE 22 TERM OF AGREEMENT 33 22.1 Duration and Renewal 33 APPENDIX A 34 MEMORANDUM OF UNDERSTANDING 35 INNOVATIVE WORK SCHEDULE AGREEMENT 10 HR SHIFT 36 INNOVATIVE WORK SCHEDULE AGREEMENT 12 HR SHIFT 38 MEMORANDUM OF UNDERSTANDING ~ JOB SHARE GUIDELINES 40 MEMORANDUM OF UNDERSTANDING ~ 42 JOB SHARE AGREEMENT FORM 43 MEMORANDUM OF UNDERSTANDING ~ SUBSTANCE ABUSE POLICY 44 DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C MEMORANDUM OF UNDERSTANDING 46 MEMORANDUM OF UNDERSTANDING 47 MEMORANDUM OF UNDERSTANDING 48 DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C REGISTERED NURSES COLLECTIVE BARGAINING AGREEMENT By and Between WASHINGTON STATE NURSES ASSOCIATION and WHIDBEYHEALTH MEDICAL CENTER (April 1, 2022 – March 31, 2025) REGISTERED NURSES THIS AGREEMENT is made and entered into by and between WHIDBEYHEALTH MEDICAL CENTER (hereinafter referred to as the “Employer”), and the WASHINGTON STATE NURSES ASSOCIATION (hereinafter referred to as the “Association”).
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GRIEVANCE PROCEDURE 29. Article 2.
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GRIEVANCE PROCEDURE 29. Section 1. Definitions. 29 Section 2. Grievance Steps. 30 Section 3. Fees and Expenses. 31 Section 4. Arbitrator's Authority 31 Section 5. Processing of Grievances 31 Section 6. Time Limits. 32 Section 7. Identifying Designees. 32 Section 8. Veterans’ Preference 32 ARTICLE 18 – LEAVES OF ABSENCE 32 Section 1. Application for Leave. 32 Section 2. Authorization for Leave. 32 Section 3. Statutory Leaves. 32 Section 4. Leaves of Absence with Pay. 32 Section 5. Leaves of Absence Without Pay. 36 Section 6. Cancellation of Leaves of Absence 39 Section 7. Reinstatement from Leave of Absence. 39
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Related to GRIEVANCE PROCEDURE 29

  • GRIEVANCE PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as 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.

  • Grievance Procedure - Party In the case of all other grievances by a party, (including those on behalf of a group of Members, an individual Member, a retired Member or a deceased Member), the party making the grievance may take the following steps in sequence to resolve the matter after the matter has been discussed informally with the other party. The informal discussion shall occur with the Administrator of Employee Relations.

  • The Grievance Procedure Step I. A grievance may be submitted within the thirty (30) day period specified in Section Five to the employee’s first management supervisor in the chain of command (e.g., Bureau Chief) who is outside the bargaining unit. Such supervisor shall meet with the union representative and/or the grievant and issue a written response within seven (7) days after such meeting but not later than ten

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • Informal Grievance Procedure It shall be the mutual responsibility of employees and management to endeavor to resolve grievances informally at the lowest practicable level of management. To this end, the grievant shall first present the grievance to the grievant's immediate supervisor in an informal meeting within ten (10) days after the occurrence of the circumstances giving rise to the grievance or when the grievant first actually knew, or could have reasonably known of them. The grievant may request the meeting be held at any reasonable time, and the supervisor shall meet with the grievant as soon as reasonably practicable after receipt of the request. In the meeting, the grievant and the supervisor shall review the grievance. The employee shall fully and fairly explain: the alleged action or inaction by the employee's department which caused grievance; the written departmental policy allegedly violated by the department; and the remedy the grievant believes will resolve the grievance. The parties shall cooperate in seeking a resolution of the grievance. If questions beyond the scope of the supervisor's authority or knowledge are involved, the supervisor may consult the supervisor's superiors or other County officers. The supervisor shall present an informal, oral decision with supporting reasons to the grievant within ten (10) days after the meeting.

  • Grievance Procedure Steps The following procedure shall be followed by an employee submitting a grievance:

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