Common use of Grievance Process Clause in Contracts

Grievance Process. Step 1 A grievance shall be submitted on the Union’s Grievance Form to People & Culture. This must occur within ten (10) days after the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred. The nature of the grievance, the remedy sought and the section(s) of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted within ten (10) days of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.

Grievance Process. Grievances will be handled in the following manner: Step 1 A One The grievant and the Association representative, if requested by the grievant, may orally present the alleged grievance shall be submitted on the Union’s Grievance Form to People & Culture. This must occur within ten (10) days after the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred. The nature appropriate immediate supervisor and Vice President of the grievance, the remedy sought and the section(s) of the agreement which are alleged to be violated must be set out in the grievanceInstruction. If the grievance is not submitted within ten (10) days of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurredadjusted orally, the grievance shall will be deemed settled. Within ten (10) days reduced to writing, dated and signed by the faculty member and the Association representative, if any involved, and will state the specific factual basis of receipt, a step 1 meeting shall be scheduled with the Grievorgrievance, the Grievor’s Managerprovision or provisions of the Agreement involved, Director/Vice President, and the Union Xxxxxxxremedy sought. The Union Chair (or designate) may attend at immediate supervisor and Vice President of Instruction will be given the Grievior’s requestwritten grievance and will note receipt of the same by countersigning and dating the original grievance and will give a copy of the grievance to the Association representative. WoodGreen The Vice President of Instruction will deliver their decision answer the grievance in writing within ten (10) business days of the step 1 meeting. Failing settlement, the next step thereafter and will concurrently send a copy of the grievance and the answer to the authorized Association representative. Step Two If no settlement is reached at Step One, the written grievance may be advanced submitted to the President or designated representative, provided it is filed with the President or designated representative not more than ten (10) business days after it is answered in Step 2One. Step 2 The Union may advance Representative(s) of the Association will be present at any meeting called to consider the grievance by submitting Union’s Grievance Form at Step Two. The President or designated representative will send the written answer to People & Culture the authorized Association representative within ten (10) days business days. Such answer will be deemed to be the final position of receipt of WoodGreen’s response the College. Step Three If no settlement is reached at Step 1. If Two, the grievance is not advanced Association, acting through its President, may, in its sole discretion, within ten (10) business days after the date of the Step Two answer, notify the College that the grievance will be arbitrated, provided that the grievance presents an arbitrable matter as herein defined. The demand for arbitration will be submitted to the College President and the American Arbitration Association within twenty (20) business days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 responseTwoanswer.

Grievance Process. Step 1 I Meeting and Information Provided The College Official shall arrange a meeting within fourteen (14) days after receiving the grievance to permit the employee and a Local Union Representative the opportunity of making representations in support of the grievance. The College Official shall ensure that the current Position Description Form (PDF), as per Article is provided at least five (5) days prior to the meeting. At the meeting, the employee must first indicate in writing whether is in agreement with the PDF and if not what specific disagreements has with it. A grievance discussion to resolve any differences shall be submitted then take place. At this meeting, following discussion on the Union’s Grievance Form to People & CulturePDF, both parties will exchange, in writing, core point rating by factor for the position in dispute. This must occur within ten College Decision Within fourteen (1014) days after the circumstances giving rise receipt of the core point rating by factor from the Union, the College Official shall give decision in writing. It is understood that the grievance cannot proceed further until the core point rating by factor and the specific disagreements on the PDF, if any, have been received by the College Official, in writing from the Union. Referral to Arbitration After Step Where the grievance has not been resolved at Step I but there is agreement concerning the PDF, the matter may be referred directly to Arbitration by notice in writing given to the grievance having originated or ought to have reasonably known to have occurred. The nature of the grievance, the remedy sought and the section(s) of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted College within ten fourteen (1014) days of the circumstances giving rise date the should have received the College's decision under Step The matter will be referred to a single arbitrator as provided in Article Step II Where the grievance has not been resolved and where the is not in agreement with the PDF, then shall refer the grievance in writing to the grievance having originated or ought to have reasonably known to have occurred, President of the grievance shall be deemed settled. Within ten College within fourteen (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (1014) days of the step 1 meetingdate received or should have received the decision. Failing settlement, the next step of The President or designee shall convene a meeting concerning the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten fourteen (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (1014) days of the Step 1 response presentation, at which the grievance is deemed withdrawnshall have an opportunity to be present. Within ten The President or designee shall give decision in writing, within fourteen (1014) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend following the meeting. The Union Referral to Arbitration After Step II Where the grievance has not been resolved at Step II the matter may formally request the Manager be referred to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision Arbitration by notice in writing given to the College within ten fourteen (1014) days of the date the should have received the College's decision under Step 2 meetingII. Failing settlementThe matter will be referred to a single arbitrator as provided in Article On mutualwritten agreement signed by the Local Union and the College, either party may submit the matter shall be referred to arbitration within ten (10) days after an Arbitration Board as provided under Article Expedited Arbitration Where the Step 2 response.grievance has not been resolved, it shall proceed as herein provided:

Grievance Process. Step 1 A (a) Either party, with the agreement of the other party, may submit a grievanceto Grievance Mediation at any time within ten ( I0) days after the Employer's decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. Grievance Mediation will commence within twenty-one (21) days of the grievance being submitted to mediation, or longer period as agreed by the parties. No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. The parties shall agree on a mediator. Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedingsshall be made and legal counsel shall not be used by either party. If possible, an agreed statement of facts will be providedto the Mediator, and if possible, in advance of the Grievance Mediation Conference. The Mediator will have the authority to meet separately with either party. If no settlement is reached within five (5)days following Grievance Mediation, the parties are free to submit the matterto Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator. Nothing said or done by the mediator may be referred to Arbitration. The Union and Employer will share the cost of the Mediator, if any. Arbitration Process When either party requeststhat a grievance be submitted on to Arbitration, the Union’s Grievance Form request shall be in writing addressed to People & Culturethe other partyto this Agreement and shall contain the name of the first party's nominee to the Board of Arbitration. This must occur The recipient of the notice shall, within ten (10) days thereafter designate its nominee to the Board of Arbitration. he two (2) so nominated shall endeavour, within ten (10) days after the circumstances giving rise appointment of the second of them, to agree upon a third person to act as Chairman of the Board of Arbitration. If the nominees are unable to agree upon a third person as Chairman within ten (IO) days after the appointment of the second one of them, then either party may request the Ministry of Labour for the Province of Ontario to appoint the third member as Chairman of the Board of Arbitration. The said two (2) nominees first appointed shall be at liberty prior to the expiration of ten (I0) days from the date of the appointment of the second of them, or prior to the appointment of the Chairman within the said period of ten (IO) days, to discuss the grievance having originated submitted to them with a view to mutual settlement. No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or ought settle the particular grievance concerned. Each of the parties shall pay its own expenses including pay for witnesses d the expenses of its own nominee and one-half of the expenses and of the Chairman. The Board of Arbitration shall have authority only to settle disputes under the terms of this Agreement and only to interpret and apply this Agreement to the facts of the involved. Only grievances arising from the interpretation, application, administration or alleged violation of this Agreement includinga question as to whether a matter is arbitrable shall be arbitrable. of Arbitration shall have no power to alter, add to, subtract from, modify or amend this Agreement in order to give any decision inconsistent with it. The decision of the majority of the members of the Board of Arbitration shall be the decision of the Board, but if there is no majority the decision of the Chairman shall govern. All agreements reached under the grievance and Arbitration procedures between the Employer and its representatives and the Union and its representatives will be final and binding upon the Employer,the Union and the involved. Any grievance involving the interpretation or application, administration or alleged violation of this Agreement which has been disposed of hereunder, shall not be made the subject of another grievance. No costs of any Arbitration shall be awarded to or against any party. At any stage of the grievance procedure, includingArbitration, the parties may have the assistance of the employee (or employees) concerned as a witness, all reasonable arrangements will be made to permit the conferring parties or the Board of Arbitration to have reasonably known access to have occurred. The nature any part of the Nursing Home to view any working conditions which may be relevant to the settlement of the grievance, at a reasonabletime and so as not to interferewith the remedy sought and the section(s) function of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted within ten (10) days of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 responseNursing Home.

Grievance Process. Step 1 A Personal Grievance shall be initiated by the Employee as follows: Level I The grievance shall be submitted on taken up with the UnionEmployee's manager or designate. Level II Level III an Employee wishes to pursue a Personal Grievance, the Employee and/or Union Representative shall advise the Employee’s Grievance Form manager or designate that they wish to People & Cultureinitiate a Level I grievance. This must occur The Employee and/or the Union representative will discuss the subject of the proposed grievance with the Employee’s manager or designate within fourteen (14) calendar days of the receipt of the grievance. date upon which the subject of the grievance, in an attempt to resolve the matter. The manager or designate first level classified supervisor will provide a response to the Employee and/or Union Representative within seven (7) calendar days from when the proposed grievance was discussed. If the Employee continues to be dissatisfied, he should submit the grievance in writing within fourteen (14) days of receiving the response from Level I, to the Department Director. The grievance shall state the general nature of the grievance, the Articles in the Collective Agreement alleged to have been breached and the redress or the remedy sought. The Director, in consultation with Human Resources, will hear the matter and will respond in writing to the Grievor within seven (7) calendar days. If the Union does not accept the decision of the Department Director, they may request in writing within seven (7) days of receiving the Department Directors decision, that the Chief Commissioner review the grievance. The Chief Commissioner shall hear the matter within ten (10) days after and will advise the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred. The nature Union of his decision in writing within fourteen (14) days of the grievance, the remedy sought hearing; The Chief Commissioner may designate an Associate Commissioner to hear and the section(s) of the agreement which are alleged to be violated must be set out in the grievance. decide on Level III grievances; If the grievance is not submitted within ten (10) days settled as a result of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the GrievorChief Commissioner’s Manager, Director/Vice Presidentdecision, the Union Xxxxxxx. The Union Chair (or designate) the Employer may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit refer the matter to arbitration within ten (10) days after pursuant to the Step 2 responseLabour Relations Code.

Grievance Process. Step 1 A Either party, with the agreement of the other party, may submit a grievance shall be submitted on the Union’s Grievance Form to People & Culture. This must occur within ten (10) Mediation at any time fen days after the circumstances giving rise decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Grievance Mediation commence within twenty-one (21) days of the grievance being submitted to mediation, or longer as agreed by the No matter may be to Grievance Mediation which has not been properly carried through the grievance procedure, provided may extend the time fixed in the grievance procedure. The parties shall agree on a mediator. Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence not apply, no of the proceedingsshall be made and legal shall not be used by either party. If possible, an agreed statement of facts be provided to the Mediator, and If in advance of the Grievance Mediation Conference. The Mediator have the authority to meet separately with either if no settlement reached within five (5) days Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance the provisions of the agreement. in the event that a grievance having originated which has been mediated subsequently proceeds to arbitration. no person serving as the Mediator may serve as an Arbitrator. Nothing said or ought done by the mediator may be referred to Arbitration. The Union and Employer the cost of the Mediator, if any. Arbitration Process When either party requests that a grievance be submitted to Arbitration, the request shall be in writing addressed to the other party to this Agreement and shall contain the name of the first nomineeto the Board of The recipient of the notice shall within ten days thereafter designate its nominee to the Board of Arbitration. The (2) so nominated endeavour within ten days the appointment of the of them to agree upon e third person to act as Chairman of the Board of Arbitration. If the nominees are unable to agree upon a third person as Chairman within ten days after the appointment of the second one of them, then either party may request the of Labour for the Province of Ontario to appoint the third member as Chairman of the Board of Arbitration. The said two (2) nominees first appointed shall be at liberty prior to the expiration of ten days from the date of the appointment of the second of them, or prior to the appointment of the Chairman in the said period of ten days to discuss the grievance submitted to them with a view to mutual settlement. No person may be appointed as an Arbitrator who has been involved in an to negotiate or settle the particular grievance concerned. Each of the parties shall pay its own expenses including pay for witnesses and the expenses of its own nominee and one-half of the expenses and fees of the Chairman. The Board of Arbitration shall have authority only to settle disputes under the terms of this Agreement and only to interpret and apply this Agreement to the facts of the involved. Only grievances arising from the interpretation, application, administration or alleged violation of this Agreement including a question as to whether a matter is arbitrable, be arbitrable. The Board of Arbitration shall have no power to add to, subtract from, modify or amend this Agreement in order to give any decision inconsistent with it. The decision of the majority of the members of the Board of Arbitration be the decision of the Board, but if there is no majority, the decision Chairman All agreements reached under the Grievance and Arbitration procedures between the Employer and its representatives and the Union and its representatives be and binding upon the Employer, Union and the involved. At any stage of the grievance procedure, including Arbitration, the parties may have the assistance of the employee or employees concerned as a witness, reasonable arrangements be made to the conferring parties or the Board of Arbitration to have reasonably known access to have occurred. The nature any part of the Nursing Home to view any working conditions which may be relevant to the settlement of the grievance, at a reasonable time and so as not to interfere with the remedy sought and the section(s) function of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted within ten (10) days of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 responseNursing Home.

Grievance Process. Step 1 A If a grievance which has been referred to the Administrator not settled within ten (10) working days it shall be submitted on deemed to have been abandoned as of the Union’s Grievance Form tenth day unless either party notifies the other in writing that it wishes to People & Cultureproceed to arbitration. This must occur Either party, with the agreement of the other party, may submit a grievance to grievance Mediation at any within ten (10) days after the circumstances giving rise decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitration. Grievance mediation will commence within twenty-one days of the grievance being submitted to mediation, or longer period as agreed by the parties. No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. The parties shall agree on a mediator. Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party. If possible, an agreed statement of facts will be provided to the grievance having originated or ought to have reasonably known to have occurredMediator, and if possible, in advance of the Grievance Mediation Conference. The nature Mediator will have the authority to meet separately with either party. If no settlement is reached within five (5) days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the grievancecollective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator. Nothing said or done by the mediator may be referred to Arbitration. The Union and Employer will share the cost of the Mediator, if any. Arbitration Process When either party requests that a grievance be submitted to Arbitration, the remedy sought and request shall be in writing addressed to the section(s) other party of the agreement which are alleged Agreement, and shall contain the name of the nominee to be violated must be set out in the grievanceArbitration Board of the party requesting Arbitration. If the grievance is not submitted The recipient of notice shall within ten (10) days thereafter notify the other party in writing of the circumstances giving rise name of its nominee to the grievance having originated or ought Arbitration Board. The two (2) nominees shall endeavour within ten days to have reasonably known agree upon a third member and Chairman of the Arbitration Board and it is understood that if two (2) nominees fail to have occurredagree upon a Chairman, the grievance Chairman shall be deemed settledappointed by the Ministry of Labour for the Province of Ontario. Within ten (10) days of receipt, a step 1 meeting No person shall be scheduled appointed as an Arbitrator who has been involved in an attempt to negotiate or settle the grievance. No matter may be submitted to Arbitration which has not been properly carried through all previous steps of the Grievance Procedure. Each of the parties to this Agreement shall bear the fees and expenses of their own nominee and witnesses, and the fees and expenses of the Chairman shall be shared equally between the parties. The Board of Arbitration shall not be empowered to make any decision inconsistent with the Grievorprovisions of this Agreement, nor shall they alter, modify or amend any part of this Agreement. The Board of Arbitration shall have no power to alter, add to, subtract from, modify or amend this Agreement in order to give any decision inconsistent with it. The decision of the Grievor’s Managermajority of the members of the Board of Arbitration shall be the decision of the Board, Director/Vice Presidentbut if there is no majority the decision of the Chairman shall govern. All agreements reached under the grievance and arbitration procedure between the Employer and its representatives and the Union and its representatives will be final and binding upon the Employer, the Union Xxxxxxxand the employee involved. Any grievance involving the interpretation or application, administration or alleged violation of the Agreement, which has been disposed of hereunder, shall not be made the subject of another grievance. No costs of any arbitration shall be awarded to or against any party. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlementmajority of the Arbitration Board shall be final and binding on both parties as well as upon all employees affected, but in the event there is no majority decision, the next step decision of the grievance Chairman shall then be the decision of the Board. At any stage of the Grievance Procedure including Arbi- tration, the parties may have the assistance of the employee or employees concerned as witnesses and any other necessary witnesses. All reasonable arrangements will be made to permit the conferring parties or the Arbitrator to have access to any part of the Nursing Home to view any working conditions which may be advanced relevant to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days settlement of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.

Grievance Process. Step 1 A grievance is a complaint by (1) a bargaining unit Member, or (2) a group of bargaining unit Members, or (3) the Union about any working condition including, but not limited to a violation, misinterpretation or misapplication of any provision of this Agreement, the District’s Rules and Regulations, District Policies, Labor Management Agreements, or past practices. Employees of the District who are subject to discipline in the form of reprimands, suspensions (with or without pay), demotion, and/or discharge, shall have a right to Due Process in the resolution of any employment actions taken. Actions taken by the District shall not be arbitrary, capricious or unreasonable. All grievances shall be submitted on settled in the Unionfollowing manner: Step One Should a Member, group of Members, or the Union believe that the District, or a District representative, has taken a violative action, said grievant(s) shall informally discuss the event with their immediate supervisor, or other District officer with the ability to adjust the grievance as appropriate, as soon as is practicable. The grievant(s) shall provide the supervisor or officer with an explanation of the grievance, the foundation of the alleged violation, and the remedy sought within (15) calendar days of the event. Xxxxxxxxx shall have the right to be assisted by a Union representative, if so requested, during this discussion. In all cases, grievants shall notify the Union in writing of the alleged grievance as well as the time, date and location of any and all grievance proceedings. Step Two In the event that the grievant’s Grievance Form immediate supervisor or officer does not satisfactorily resolve the grievance in Step One of this procedure, the grievant(s) shall reduce the grievance to People & Culture. This must occur within ten writing and shall state: the section (10or sections) days after of this Agreement, Rule/Regulation, Policy, and/or past practice which is alleged to have been violated; an explanation of the grievance in detail, including dates, actions, and such other information necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the remedy sought. Grievances shall be submitted to the Shop Xxxxxxx for review who shall then forward the grievance having originated to the Union Grievance Committee for review. Should the Committee determine that a grievance may exist, they shall return the grievance to the Shop Xxxxxxx with their recommendation for further action. Should the Committee determine that no grievance exists, the grievant may either accept the Committee’s finding, in which case the matter shall be considered closed, or ought to have reasonably known to have occurred. The nature they may seek an appeal with the IAFF Local 2665 3rd District Vice-President, or designee, who may confirm or overrule the decision of the grievanceCommittee. If no grievance is found to exist, the remedy sought Member is entitled to submit their concern as a complaint to be addressed by JLM, however no additional action shall be otherwise required by the District or the Union. Step Three Grievances submitted for further action in Step Two shall be submitted by the Shop Xxxxxxx or Union Grievance Committee Chair to the employee’s immediate supervisor, Battalion Chief, Deputy Chief, or the Assistant Chief, as appropriate and upon the section(s) advice of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted Shop Xxxxxxx, within ten fifteen (1015) calendar days of the circumstances date upon which the grievant(s) could reasonably have been expected to know of such action giving rise to the grievance having originated grievance. The officer or ought to have reasonably known to have occurred, supervisor receiving the grievance shall be deemed settledarrange a meeting on the next duty day of the aggrieved employee(s), or at an otherwise mutually agreeable time, for the purpose of considering the matter and attempting to adjust the grievance. Within ten (10) days of receipt, a step 1 meeting A written decision shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair issued within five (or designate5) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) calendar days of the step 1 meeting. Failing settlement, meeting and delivered to the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designategrievant(s), the Director/Vice President Shop Xxxxxxx and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend any Grievance Committee members who were present at the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.

Grievance Process. Step 1 1. A grievance shall is hereby defined as an alleged violation by the College of the terms of this Agreement. An individual faculty member who has been aggrieved, or group of faculty members who have been individually aggrieved, or the authorized Association representative, will have the right to present grievances. Such grievances will be submitted on handled in the Union’s Grievance Form to People & Culture. This must occur within ten (10) days after following manner: Step One The grievant and the circumstances giving rise Association representative, if requested by the grievant, may orally present the alleged grievance to the grievance having originated or ought to have reasonably known to have occurred. The nature appropriate immediate supervisor and Vice President of the grievance, the remedy sought and the section(s) of the agreement which are alleged to be violated must be set out in the grievanceInstruction. If the grievance is not submitted within ten (10) days of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurredadjusted orally, the grievance shall will be deemed settled. Within ten (10) days reduced to writing, dated and signed by the faculty member and the Association representative, if any involved, and will state the specific factual basis of receipt, a step 1 meeting shall be scheduled with the Grievorgrievance, the Grievor’s Managerprovision or provisions of the Agreement involved, Director/Vice President, and the Union Xxxxxxxremedy sought. The Union Chair (or designate) may attend at immediate supervisor and Vice President of Instruction will be given the Grievior’s requestwritten grievance and will note receipt of the same by countersigning and dating the original grievance and will give a copy of the grievance to the Association representative. WoodGreen The Vice President of Instruction will deliver their decision answer the grievance in writing within ten (10) contracted days of the step 1 meeting. Failing settlement, the next step thereafter and will concurrently send a copy of the grievance and the answer to the authorized Association representative. Step Two If no settlement is reached at Step One, the written grievance may be advanced submitted to the President or designated representative, provided it is filed with the President or designated representative not more than ten (10) contracted days after it is answered in Step 2One. Step 2 The Union may advance Representative(s) of the Association will be present at any meeting called to consider the grievance by submitting Union’s Grievance Form at Step Two. The President or designated representative will send the written answer to People & Culture the authorized Association representative within ten (10) days contracted days. Such answer will be deemed to be the final position of receipt of WoodGreen’s response the College. Step Three If no settlement is reached at Step 1. If Two, the grievance is not advanced Association, acting through its President, may, in its sole discretion, within ten (10) contracted days after the date of the Step Two answer, notify the College that the grievance will be arbitrated, provided that the grievance presents an arbitrable matter as herein defined. The demand for arbitration will be submitted to the American Arbitration Association or the Federal Mediation and Conciliation Services within twenty (20) contracted days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 responseTwo answer.

Grievance Process. Step 1 A grievance shall The objective of this process is to promote open and continuous communication regarding concerns in the workplace and recommendations for improving the quality of work life. This process is established on the premise of trust and mutual respect and is to be used for determining “what’s right” NOT “who’s right”. To facilitate this process, the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted on in writing within fifteen (15) working days of the Union’s Grievance Form to People & Cultureoccurrence or Association knowledge thereof. This must occur within ten (10) days after If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances giving rise in writing and provide copies to the grievance having originated or ought to have reasonably known to have occurredDepartment Head and Executive Board Member for Step 2. The nature of the grievanceSTEP 2: Employee, the remedy sought Association and the section(s) of the agreement which are alleged to be violated must be set out in the grievance. Administrative Services Director Procedure: If the grievance is not submitted within ten (10) days of the circumstances giving rise resolved at Step 1, it may be presented to the grievance having originated or ought to have reasonably known to have occurred, the Administrative Services Director. The grievance shall be deemed settledsubmitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) working days of receipt of WoodGreen’s response at Step 1the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not advanced settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within ten fifteen (1015) working days after receipt of the response at Step 1 response 2. Such appeal shall be in writing and shall set forth the grievance is deemed withdrawnspecific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the notice to advance the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a Step 2 meeting written decision shall be scheduled with provided to the Grievor, grievant or Association representative by the Union Chair City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (or designatethree), the Director/Vice President and People & CultureAssociation may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The Union Representative parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Manager Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to whom submit a list of eleven (11) arbitrators from which the Grievor reports may attend arbitrator shall be selected by alternately striking one (1) name from the meetinglist until only one (1) name shall remain. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meetingarbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. Failing settlement, either party may submit The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the matter to arbitration within ten (10) days after cost of the Step 2 responseservice of the arbitrator and of any other joint costs of the arbitration.

Grievance Process. Step 1 A grievance is a complaint by (1) a bargaining unit Member, or (2) a group of bargaining unit Members, or (3) the Union about any working condition including, but not limited to a violation, misinterpretation or misapplication of any provision of this Agreement, the District’s Rules and Regulations, District Policies, Labor Management Agreements, or past practices. Employees of the District who are subject to discipline in the form of reprimands, suspensions (with or without pay), demotion, and/or discharge, shall have a right to Due Process in the resolution of any employment actions taken. Actions taken by the District shall not be arbitrary, capricious or unreasonable. All grievances shall be submitted on settled in the Unionfollowing manner: Step One Should a Member, group or Members, or the Union believe that the District, or a District representative, has taken a violative action, said grievant(s) shall informally discuss the event with their immediate supervisor, or other District officer with the ability to adjust the grievance as appropriate, as soon as is practicable. The grievant(s) shall provide the supervisor or officer with an explanation of the grievance, the foundation of the alleged violation, and the remedy sought within (15) calendar days of the event. Xxxxxxxxx shall have the right to be assisted by a Union representative, if so requested, during this discussion. In all cases, grievants shall notify the Union in writing of the alleged grievance as well as the time, date and location of any and all grievance proceedings. Step Two In the event that the grievant’s Grievance Form immediate supervisor or officer does not satisfactorily resolve the grievance in Step One of this procedure, the grievant(s) shall reduce the grievance to People & Culture. This must occur within ten writing and shall state: the section (10or sections) days after of this Agreement, Rule/Regulation, Policy, and/or past practice which is alleged to have been violated; an explanation of the grievance in detail, including dates, actions, and such other information necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the remedy sought. Grievances shall be submitted to the Shop Xxxxxxx for review who shall then forward the grievance having originated to the Union Grievance Committee for review. Should the Committee determine that a grievance may exist, they shall return the grievance to the Shop Xxxxxxx with their recommendation for further action. Should the Committee determine that no grievance exists, the grievant may either accept the Committee’s finding, in which case the matter shall be considered closed, or ought to have reasonably known to have occurred. The nature they may seek an appeal with the IAFF Local 2665 3rd District Vice-President, or designee, who may confirm or overrule the decision of the grievanceCommittee. If no grievance is found to exist, the remedy sought Member is entitled to submit their concern as a complaint to be addressed by JLM, however no additional action shall be otherwise required by the District or the Union. Step Three Grievances submitted for further action in Step Two shall be submitted by the Shop Xxxxxxx or Union Grievance Committee Chair to the employee’s immediate supervisor, Battalion Chief, Deputy Chief, or the Assistant Chief, as appropriate and upon the section(s) advice of the agreement which are alleged to be violated must be set out in the grievance. If the grievance is not submitted Shop Xxxxxxx, within ten fifteen (1015) calendar days of the circumstances date upon which the grievant(s) could reasonably have been expected to know of such action giving rise to the grievance having originated grievance. The officer or ought to have reasonably known to have occurred, supervisor receiving the grievance shall be deemed settledarrange a meeting on the next duty day of the aggrieved employee(s), or at an otherwise mutually agreeable time, for the purpose of considering the matter and attempting to adjust the grievance. Within ten (10) days of receipt, a step 1 meeting A written decision shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair issued within five (or designate5) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) calendar days of the step 1 meeting. Failing settlement, meeting and delivered to the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designategrievant(s), the Director/Vice President Shop Xxxxxxx and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend any Grievance Committee members who were present at the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.

Grievance Process. Step 1 A Personal Grievance shall be initiated by the Employee as follows: Level I If an Employee wishes to pursue a Personal Grievance, the Employee and/or Union Representative shall advise the Employee’s manager or designate that they wish to initiate a Level I grievance. The Employee and/or the Union representative will discuss the subject of the proposed grievance with the Employee’s manager or designate within fourteen (14) calendar days of the date upon which the subject of the grievance, in an attempt to resolve the matter. The manager or designate first level classified supervisor will provide a response to the Employee and/or Union Representative within seven (7) calendar days from when the proposed grievance was discussed; Level II If the Employee continues to be dissatisfied, he should submit the grievance in writing within fourteen (14) days of receiving the response from Level I, to the Department Director. The grievance shall be submitted on state the Union’s Grievance Form general nature of the grievance, the Articles in the Collective Agreement alleged to People & Culturehave been breached and the redress or the remedy sought. This must occur The Director, in consultation with Human Resources, will hear the matter and will respond in writing to the Grievor within seven (7) calendar days; Level III If the Union does not accept the decision of the Department Director, they may request in writing within seven (7) days of receiving the Department Directors decision that the Chief Commissioner review the grievance. The Chief Commissioner shall hear the matter within ten (10) days after and will advise the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred. The nature Union of his decision in writing within fourteen (14) days of the grievance, the remedy sought hearing; The Chief Commissioner may designate an Associate Commissioner to hear and the section(s) of the agreement which are alleged to be violated must be set out in the grievance. decide on Level III grievances; If the grievance is not submitted within ten (10) days settled as a result of the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the GrievorChief Commissioner’s Manager, Director/Vice Presidentdecision, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit refer the matter to arbitration within ten (10) days after pursuant to the Step 2 responseLabour Relations Code.

Grievance Process. Step 1 A grievance shall be submitted on the Union’s Grievance Form Presented in Writing to People & Culture. This must occur within ten Administrator Within thirty (1030) calendar days after the circumstances giving rise employee knew or reasonably should have known of the cause of any grievance, an employee having a grievance, with the optional assistance of a Union representative, shall present it in writing to the Facility Administrator or authorized designee. The written grievance having originated or ought shall contain all of the following pertinent information: • The specific Article(s) of this Agreement alleged to have reasonably known to have occurred. The nature been violated; • A brief factual description of how the specific language of the grievance, the remedy sought and the section(sidentified Section(s) has been violated; • The date of each alleged violation of the agreement which are identified Section(s); • The specific remedy requested for each alleged violation (i.e., if possible, describe how the grievant will be "made whole in every way"); • The reason the response in the previous step is not satisfactory when appealing a grievance to be violated must be set out in the next step; and The names of the grievant(s) and union representatives presenting the grievance. If Violations of other contract Sections cannot be alleged after the written grievance is not has been submitted within ten (10) days of and accepted by the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxxother party. The Union Chair representative and the administrator shall arrange a mutually agreeable date to meet within fifteen (or designate15) may attend at calendar days from the GrieviorAdministrator’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step receipt of the grievance may be advanced to review and, where possible, attempt to settle the matter. The Administrator shall provide a written response to the written grievance within fifteen (15) calendar days following the grievance meeting. The Step 1 response will settle the matter unless appealed to Step 2. Step 2 The Union may advance written response will be provided to the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of WoodGreen’s response at Step 1employee and the union representative. If the grievance Union has requested information from the Employer to which it is legally entitled and the Employer has not advanced within ten responded to the information request at least seventy-two (1072) days of hours before the scheduled Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the grievancemeeting, a Step 2 meeting shall be scheduled with the Grievor, then the Union Chair (or designate), shall have the Director/Vice President and People & Culture. The Union Representative and option of postponing the Manager hearing to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 responsea mutually agreeable date.

Grievance Process. Step 1 A grievance shall be submitted on NOTIFICATION: When a dispute arises relative to the Union’s Grievance Form administration of the provisions of this Agreement, the employee and/or Union Xxxxxxx must complete a mutual gains issue form and submit it to People & Culture. This must occur within ten the appropriate supervisor for signature no later than thirty (1030) calendar days after the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurredfirst arises. The nature time period shall start from the first day the Company can show that the Union or an employee affected by the Company's action knew or should have known of the grievancesituation. It is in the best interest of both parties to keep the same Xxxxxxx involved from start to finish. The Company will make a reasonable effort to use the same Xxxxxxx throughout the process. The time limitations may be extended to accommodate this provision. At each step in the process, the remedy sought Union shall officially sign off on the mutual gains issue and grievance forms, verifying that their interests have been satisfied or to pursue resolution at the next step. STEP ONE (MUTUAL GAINS MEETING - SUPERVISOR): The supervisor shall schedule a meeting with the grievant and xxxxxxx within seven (7) calendar days of receipt of the mutual gains issue form. The grievant and the section(s) of supervisor will define interests and work on resolving the agreement which are alleged to be violated must be set out issue in the grievancea manner satisfying those interests. If the grievance issue is not submitted resolved at step one (1), the mutual gains issue form may be referred by the Union to the next level of supervision within ten three (103) calendar days of the circumstances giving rise step one (1) meeting. STEP TWO (MUTUAL GAINS MEETING - LEVEL II SUPERVISION): The next level of supervision shall schedule a meeting with the grievant, xxxxxxx, and STEP THREE (MUTUAL GAINS HEARING): The level II supervisor shall schedule a hearing with the grievant, xxxxxxx, supervisor, and official Union and Human Resources representatives (HR Partner and Senior Labor Relations Consultant) within seven (7) calendar days of receipt of the mutual gains issue form. Witnesses will be designated to testify and related evidence shall be submitted. Those in attendance shall discuss possible remedies, which will be implemented upon final approval by the grievance having originated or ought official Union and Labor Relations representatives. This joint decision shall be final and binding on all parties. If, at the conclusion of step three (3), the two (2) parties are unable to have reasonably known to have occurredresolve the issue, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in reduced to writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of on the grievance may be advanced to Step 2. Step 2 The Union may advance report form, citing the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days Article and/or section of this Agreement which has been allegedly violated, and the Company shall sign, date, and acknowledge receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the such grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.

Grievance Process. Step 1 A grievance shall be submitted on NOTIFICATION: When a dispute arises relative to the Union’s Grievance Form administration of ------------ the provisions of this agreement, the employee and/or Union xxxxxxx must complete a mutual gains issue form and submit it to People & Culture. This must occur within ten the appropriate supervisor for signature no later than thirty (1030) calendar days after the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurredfirst arises. The nature time period shall start from the first day the Company can show that the Union or an employee affected by the Company's action knew or should have known of the grievancesituation. At each step in the process, the remedy sought Union shall officially sign off on the mutual gains issue and grievance forms, verifying that their interests have been satisfied or to pursue resolution at the next step. STEP ONE (MUTUAL GAINS MEETING - SUPERVISOR): The supervisor shall ------------------------------------------- schedule a meeting with the grievant and xxxxxxx within seven (7) calendar days of receipt of the mutual gains issue form. The grievant and the section(s) of supervisor will define interests and work on resolving the agreement which are alleged to be violated must be set out issue in the grievancea manner satisfying those interests. If the grievance issue is not submitted resolved at step one (1), the mutual gains issue form may be referred by the Union to the next level of supervision within ten three (103) calendar days of the circumstances giving rise step one (1) meeting. STEP TWO (MUTUAL GAINS MEETING - LEVEL II SUPERVISION): The next ----------------------------------------------------- level of supervision shall schedule a meeting with the grievant, xxxxxxx, and supervisor within seven (7) calendar days of receipt of the mutual gains issue form. The grievant and supervision will define interests further and work on resolving the issue at this level. If they are unable to satisfy interests, the grievance having originated or ought Union may request a formal hearing within three (3) calendar days of the step two (2) meeting. STEP THREE (MUTUAL GAINS HEARING): The level II supervisor shall -------------------------------- schedule a hearing with the grievant, xxxxxxx, supervisor, and official Union and Employee Relation representatives within seven (7) calendar days of receipt of the mutual gains issue form. Witnesses will be designated to have reasonably known testify and related evidence shall be submitted. Those in attendance shall discuss possible remedies, which will be implemented upon final approval by the official Union and Employee Relation representatives. This joint decision shall be final and binding on all parties. If, at the conclusion of step three (3), the two (2) parties are unable to have occurredresolve the issue, the grievance shall be deemed settled. Within ten (10) days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in reduced to writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of on the grievance may be advanced to Step 2. Step 2 The Union may advance report form, citing the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days Article and/or section of this agreement which has been allegedly violated, and the Company shall sign, date, and acknowledge receipt of WoodGreen’s response at Step 1. If the grievance is not advanced within ten (10) days of the Step 1 response the grievance is deemed withdrawn. Within ten (10) days of receipt of the notice to advance the such grievance, a Step 2 meeting shall be scheduled with the Grievor, the Union Chair (or designate), the Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit the matter to arbitration within ten (10) days after the Step 2 response.