GRIEVANCE PROCEDURE 33 Sample Clauses

GRIEVANCE PROCEDURE 33. Section 1. Definitions 33 Section 2. General Provisions 33 Section 3. Procedure 34 ARTICLE XII 35 CONTRACTS - FULL-TIME FACULTY 35 Section 1. Full-time Faculty Contract Defined 35 Section 2. Counselor Contract Defined 35 Section 3. Librarian Contract Defined 35 Section 4. Assigned and unassigned time 35 Section 5. Probationary and Full Status Contracts 36 Section 6. Contract Supplementals 36 Section 7. Temporary Contract 36 Section 8. Annual Contract for Experimental Programs 36 ARTICLE XIII 37 TRACK PLACEMENT AND COMPENSATION - FULL-TIME FACULTY 37 Section 1. Initial Hiring and Track Placement 37 Section 2. Basic Salary Schedules 38 Section 3. Salary Payments - General Provisions 38 Section 4. Compensation - Contract Supplements 39
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GRIEVANCE PROCEDURE 33. Section 1. Definition of a Grievance 33 Section 2. Grievance Procedure 33 Section 3. Disclosure 34 Section 4. Release Time 34 Section 5. Arbitrator's Authority 35 ARTICLE 17 - WAGES 35
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GRIEVANCE PROCEDURE 33. A. Definition of a Grievance 33 B. Timeliness of a Grievance 33 C. Grievance Procedure 33 ARTICLE 31 DISCIPLINE 35 A. Pre-Action Due Process 35 B. Disciplinary Appeals 36 ARTICLE 32 PERSONNEL FILES 37 ARTICLE 33 JOB DESCRIPTIONS 37 ARTICLE 34 ADMINISTRATIVE CODE AND PERSONNEL RULES AND REGULATIONS 38 ARTICLE 35 SAVINGS CLAUSE 38 EXHIBIT “A”: LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION EXHIBIT “B”: SALARY SCHEDULES AND MATRICES FOR TERM OF CONTRACT SUPERVISORS ASSOCIATION MEMORANDUM OF UNDERSTANDING CHAPTER 1 - INTRODUCTION The Supervisors Association of Xxxxxxx Hills (hereinafter referred to as “SUP”), a formally recognized employee organization, representing all its members within the Supervisors Association (hereinafter referred to as "Employees"), and duly authorized representatives of the management of the City of Xxxxxxx Hills (hereinafter referred to as "the City"), have met and conferred in good faith, freely exchanging information, opinions and proposals, and have reached the following agreement (hereinafter referred to as “MOU” or “agreement”) on matters within the scope of representation. A list of all of the classifications represented by the SUP is attached to this MOU as Exhibit A. Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:
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GRIEVANCE PROCEDURE 33. Section 1. Purpose 33 Section 2. Definition of a Grievance (Coverage and Scope) 34 Section 3. Exclusive Procedure 36 Section 4. Representation 37 Section 5. Who May Initiate a Grievance 37 Section 6. Grievance Form 38 Section 7. General Procedures 40 Section 8. Failure to Meet Requirements 44 Section 9. Modification of Procedures 44 Section 10. Statement of Grievability 44 Article 16 Arbitration 44 Section 1. Selection of Arbitrators and/or Regional Panels 45 Section 2. Cost of Arbitrator; Fees and Travel Expenses 46 Section 3. Date and Site of Arbitration Hearing 46
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GRIEVANCE PROCEDURE 33. Section 16.1 Definition 33 Section 16.2 Informal Procedure 33 Section 16.3 Formal Procedure 33 Section 16.4 Representation 34 Section 16.5 Association Rights 34 Section 16.6 Procedures 34 ARTICLE 17 TRANSFER OF PREVIOUS EXPERIENCE 35
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GRIEVANCE PROCEDURE 33. Section 16.1. - Scope 33 Section 16.2. - Election of Remedies. 34 Section 16.3. - Time Limitations. 34 Section 16.4. - Procedural Steps. 35 Section 16.5. - Other Conditions. 36 ARTICLE 17 - L.E.O.B.R. DISCIPLINARY PROCEDURES 36 Section 17.1. - Administrative Discovery 36 Section 17.2. - Composition of Hearing Boards. 36 Section 17.3. - Final Decision. 37 Section 17.4 – Criminal Charges. 37 Section 17.5. – Disciplinary Matrix 37 ARTICLE 18 - PERSONNEL FILES 37 Section 18.1. - Employee Access. 37 Section 18.2. - Removal of Information. 37 Section 18.3. - Employee Additions. 37 ARTICLE 19 - SUBSTANCE ABUSE TESTING 38 ARTICLE 20 - REFERRAL SERVICES 38 ARTICLE 21 - TAKE HOME VEHICLE 38 ARTICLE 22 - XXXXXX COUNTY POLICE AND FIRE RETIREMENT SYSTEM 38 ARTICLE 23 - DEFERRED RETIREMENT OPTIONS PROGRAM (DROP) 39 ARTICLE 24 - LABOR MANAGEMENT COMMITTEE 39 Section 24.1. – Auto Vehicle Locator (AVL). 40 ARTICLE 25 - NO STRIKE OR LOCKOUT CLAUSE 40 Section 25.1. - No Strikes. 40 Section 25.2. - No Lockouts. 41 ARTICLE 26 – SAVINGS CLAUSE 41 ARTICLE 27 – PHYSICAL FITNESS STANDARDS/WELLNESS PROGRAM 41 ARTICLE 28 - DURATION AND FINALITY OF AGREEMENT 42 EXHIBIT A – MEMORANDUM 92-02 44 EXHIBIT B – FY10-FY11 SALARY SCALE EFFECTIVE 07-01-2009 45 EXHIBIT C – FMLA PROVISIONS 46 EXHIBIT D – HEALTH INSURANCE 49 EXHIBIT E – APPEALS EXTRACT 50 EXHIBIT F – ADM-34 SUBSTANCE ABUSE POLICY 55 EXHIBIT G – POLICE RETIREMENT BENEFIT 62 PREAMBLE This AGREEMENT, made this 1st day of July 2009, between Xxxxxx County, Maryland, hereinafter referred to as the “County”, and “XXXXX Xxxxx 00", hereinafter referred to, as the "Union" shall be effective as of July 1, 2009.
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GRIEVANCE PROCEDURE 33. Section 8.01 Definitions 33 Section 8.02 Union Grievance 33 Section 8.03 Level I - Informal 33 Section 8.04 Level II – Formal 34 Section 8.05 Level III 34 Section 8.06 Level IV 35 Section 8.07 Level V – Arbitration 35 Section 8.08 General Provisions 35 Article 9. Representation 37 Section 9.01 AFSCME Deductions 37 Section 9.02 Maintenance of Membership 37 Section 9.03 Records 37 Section 9.04 Indemnification 38 Section 9.05 Union Stewards 38 Section 9.06 Release Time 38 Section 9.07 Access to Work Location 39 Section 9.08 Shift Changes For Union Meetings 39 Section 9.09 Union/Management Meetings 39 Section 9.10 Bulletin Boards 40 Section 9.11 New Employee Orientation 40 Article 10. General Provisions 41 Section 10.01 Personnel Files 41 Section 10.02 Safety Program 41 Section 10.03 Separability 42 Section 10.04 Peaceful Performance of City Services 42 Section 10.05 Direct Deposit and Electronic Pay Advice 42 Section 10.06 Failure to Maintain Driver’s License 42 Section 10.07 Overpayments, Recovery and Underpayments 43 Section 10.08 Duration and Implementation 43
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GRIEVANCE PROCEDURE 33. Section A. General. 33 Section B. Grievance Steps 36 Section C. Panel Selection and Administration 39 Section D. Time Limits 40 Section E. Retroactivity 41 Section F. Exclusive Procedure 41 Section G. Processing Grievances 41 Section H. Documents and Witnesses 42 Section I. State Employer 43 ARTICLE 10 LABOR-MANAGEMENT MEETINGS 44 Section A. Purpose 44 Section B. Representation 45 Section C. Scheduling 46 Section D. Pay Status of Union Representatives 46 Section E. State Employer 47 Section F. Response to Labor-Management Meetings 47 Section G. Labor-Management Council 47
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Related to GRIEVANCE PROCEDURE 33

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

  • Formal Grievance Procedure Stage 1:

  • 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 Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • Grievance Process In the event of any dispute arising in connection with any part of this clause, such a dispute shall be processed in accordance with the dispute settling provisions of this Agreement.

  • COMPLAINT AND GRIEVANCE PROCEDURE 1. When a member has any grievance or complaint, he shall forthwith convey to his immediate superior, orally or in writing, all facts relative to the grievance and/or complaint. The member and the superior shall make every attempt to resolve the problem at this preliminary stage.

  • 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.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

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