Grievances Process Clause Samples
Grievances Process. A. Grievances will be handled pursuant to the Human Resources policies established by ▇▇▇▇▇▇▇▇▇.
Grievances Process. A. Grievances will be handled pursuant to the Human Resources policies established by ▇▇▇▇▇▇▇▇▇ Health System or ▇▇▇▇▇▇▇▇▇ Wyoming Valley Medical Center.
Grievances Process. Grievances shall be processed in the following manner:
6.1.3.1 Step I - Informal Step: Any employee who believes he or she has a grievance (and/or the employee's Association representative) shall discuss the employee's complaint with the Deputy Fire Chief. If the issue is not resolved within fifteen (15) calendar days, the employee (and/or the employee’s Association representative) may elect to invoke the procedure hereinafter specified by filing a formal grievance.
6.1.3.2 Step II - Fire Chief: Any grievance that has not been resolved at Step I (Informal Step) may be referred to the Fire Chief (or his or her designee) by the grievant (and/or the employee’s Association representative). Any such referral shall be in writing to the Fire Chief with a copy to the Human Resources Department, on a grievance form provided by the City (see Exhibit E), and approved by the Associa- tion. The written statement shall be a clear concise statement of the grievance, in- cluding specific provisions of this agreement and/or City ordinance, rule or regula- tion, and/or past practice alleged to have been violated, the circumstances involved in the decision rendered at Step I, and the specific remedy sought. Either party shall be entitled to a personal conference upon request. The Fire Chief shall communicate a decision to the grievant with a copy to the As- sociation and to the Director of Human Resources in writing within ten (10) working days after receiving the grievance or ten (10) working days from the date of the personal conference, whichever is later, and such action will terminate Step II.
6.1.3.3 Step III - City Manager: In the event that the employee (or the employee’s Associ- ation representative) is not satisfied with the decision at Step II, the employee (or the employee’s Association representative) may appeal the decision in writing to the City Manager or his or her designee within ten (10) working days after the ter- mination of Step II. The written statement shall include a copy of the original grievance, the decision rendered at Step II, and a clear and concise statement of the reasons for the appeal. The grievant or the City Manager or his / her designee shall be entitled to a personal conference upon request within the time limits specified. The City Manager or his or her designee shall communicate a decision within ten
Grievances Process. Both parties recognize a need for communication channels that are visible, nonintimidating and always available to address complaints or grievances raised by employees. It is encouraged by the District and the Union for parties to meet informally and try to reach resolution regarding any issue. During such meeting no staff member or administrator may use abusive language, profanity, or shout. Nothing contained in this grievance process shall deprive an employee of any legal right or right as a member of any organizations with which an association is affiliated. The grievant may be accompanied by a Union representative at any step in the grievance process. The Grievance Process outlined in Board policy will be controlling.
Grievances 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 Clause 11 Grievance and Dispute Settlement Procedure.
Grievances Process. ▇. ▇▇▇▇▇▇▇▇▇▇ will be handled pursuant to the Human Resources policies established by Geisinger.
Grievances Process. Grievances shall be processed in the following manner: