Common use of Policy or Group Grievance Clause in Contracts

Policy or Group Grievance. 9:07 A grievance of the Employer, or a policy or group grievance of the Union which is distinguished from an employee's grievance, must be sent by registered mail or be personally delivered to the Director of Human Resources of the Employer or the Business Manager of the Union, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievance, then either party may notify the other party in writing within a further period of five (5) working days that it intends to proceed to arbitration. The notice of intention to proceed to arbitration shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration board.

Policy or Group Grievance. 9:07 14.06 A grievance of the Employer, or a policy or group grievance of the Union Union, which is distinguished from an individual employee's grievance, must be sent by registered mail or be personally delivered to the Director of Vice President, Human Resources of Resources, or his/her designate or to the Employer or the Business Manager of the UnionLocal Union President, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties Parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievancedays, then either party Party may notify the other party Party in writing within a further period of five (5) working days days, that it intends to proceed to arbitration. The notice of intention to proceed to arbitration Such notification shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration boardarbitrator.

Policy or Group Grievance. 9:07 13:07 A grievance of the Employer, or a policy or group grievance of the Union Union, which is distinguished from an individual employee's ’s or group grievance, must be sent by registered mail or be personally delivered to the Director of Human Resources of Resources, or his/her designate or to the Employer or the Business Manager of the UnionLocal Union President, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievancedays, then either party may notify the other party in writing within a further period of five (5) working days days, that it intends to proceed to arbitration. The notice of intention to proceed to arbitration Such notification shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration board.

Policy or Group Grievance. 9:07 13:07 A grievance of the Employer, or a policy or group grievance of the Union Union, which is distinguished from an individual employee's ’s or group grievance, must be sent by registered mail or be personally delivered to the Director of Human Resources of Labour Relations, or his/her designate or to the Employer or the Business Manager of the UnionLocal Union President, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievancedays, then either party may notify the other party in writing within a further period of five (5) working days days, that it intends to proceed to arbitration. The notice of intention to proceed to arbitration Such notification shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitrator or arbitration board.

Policy or Group Grievance. 9:07 11:08 A grievance of the Employer, or a policy or group grievance of the Union Union, which is distinguished from an individual employee's ’s grievance, must be sent by registered mail or be personally delivered to the Director of Human Resources of Labour Relations or his designate or to the Employer or the Business Manager of the UnionLocal Union President, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within the said ten (10) working days of receipt of the grievancedays, then either party may notify the other party in writing within a further period of five (5) working days days, that it intends to proceed to arbitration. The notice of intention to proceed to arbitration Such notification shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration board.. Discharge Grievance

Policy or Group Grievance. 9:07 11:07 A grievance of the Employer, or a policy or group grievance of the Union which is distinguished from an employee's the individual employee grievance, must be sent by registered mail mail, or be personally delivered to the Director of Human Resources of the Employer or the Business Manager of the Union, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievance, then either party may notify the other party in writing within a further period of five (5) working days that it intends to proceed to arbitration. The notice of intention to proceed to arbitration shall contain the details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration board.

Policy or Group Grievance. 9:07 8:07 A grievance of the Employer, or a policy or group grievance of the Union which is distinguished from an individual employee's ’s grievance, must be sent by registered mail mail, or be personally delivered to the Director of Human Resources of the Employer or the Business Manager of the Union, as the case may be, within fifteen (15) working days after the occurrence of the matter which is the subject of the grievance. The parties shall meet to discuss any such grievance within ten (10) working days of receipt of the grievance, then either party may notify the other party in writing within a further period of five (5) working days that it intends to proceed to arbitration. The notice of intention to proceed to arbitration shall contain details of the grievance, a statement of the exact matter in dispute and a statement of the relief sought from an arbitration board.