Pre-Grievance Meeting Sample Clauses

Pre-Grievance Meeting. Prior to the filing of a grievance, the Union will meet with the Director of Public Safety and the Director of Human Resources to attempt to resolve the matter informally. This meeting shall take place within ten working days of the date of the claimed violation or the date on which the employee was made aware of such claimed violation. If the matter is not resolved informally, then the following steps shall apply.
Sample 1Sample 2
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Pre-Grievance Meeting i) An employee who believes that he/she has a justifiable request or complaint may discuss such matters with the supervisor and Manager: Human Resources or designate, in an effort to resolve the problem. The supervisor and Manager: Human Resources or designate shall convene a meeting with the Employee within seven working days at a time mutually agreed upon. The employee may request the attendance of the shop xxxxxxx at the meeting.
Sample 1
Pre-Grievance Meeting. Before a grievance may be filed, within ten (10) business days of the occurrence of the grievable action, or of the date on which the grievant learned of the action when earlier discovery was not possible through no fault of the grievant, the Union must request, in writing, a “Pre-Grievance Meeting” with the management official who took the action. An email is an acceptable means of requesting this meeting. At the Pre-Grievance Meeting, the grievant and management official who took the action will informally discuss the matter, and the management official will attempt to satisfactorily resolve the matter, including issuing the written documentation of the outcome, within ten (10) business days of receipt of the request for a meeting. Prior to resolving any matter, the management official will consult with the Human Capital Manager (HCM) or Benefits Manager on their proposed resolution for grievances involving specific employees. Any settlements or resolutions at this phase are not precedential. If a settlement is reached, the management official will reduce it to a writing that will be signed by the parties. If no settlement is reached, the management official will issue a written decision. The Union will receive a copy of the written decision. If the written decision is unsatisfactory to the Union, the Union may initiate the grievance process. Step One. Within seven (7) calendar days of receipt of the decision from the Pre-Grievance Meeting, the Union may submit a written grievance to the Director of the Office of Human Relations (OHR). The Union must submit the written grievance on the LSC Grievance Form. If the Union fails to do so, the grievance will be deemed settled in accordance with the Office Head’s/management official’s Pre-Grievance disposition. The Grievance Form must include the following: • date of the filing; • name(s) of the employee(s) involved, if applicable; • date on which the alleged violation occurred; • a short and plain statement of the facts giving rise to the grievance; • any available supporting documentation; • the names and contact information of any witnesses; • a reference to the provision of the Agreement or LSC policy alleged to have been violated; • the relief requested; • signature of the employee, if applicable; and • signature of an authorized union representative. If the Grievance Form is incomplete, the OHR Director, or his or her designee, will request that the Union resubmit the Grievance Form providing the missing ...
Sample 1
Pre-Grievance Meeting. An employee who believes that he/she has a justifiable request or complaint may discuss such matters with the supervisor and Operations Manager or designate, in an effort to resolve the problem. The supervisor and Operations Manager designate shall convene a meeting with the Employee within seven working days at a time mutually agreed upon. The employee may request the attendance of the shop xxxxxxx at the meeting. Utilizing this process will not deny the employee access of the grievance/arbitration procedure. If an employee accesses this process the time frame to launch a grievance will be extended to commence on the date that the supervisor provides a decision. The supervisor shall provide the decision within seven working days of the meeting and the decision shall be presented to the employee and the shop xxxxxxx (if one was in attendance).
Sample 1
Pre-Grievance Meeting. For issues involving an employee, before filing a Step One grievance, the employee, and Shop Xxxxxxx, if requested; shall first meet with his/her immediate supervisor and/or Operations Manager to discuss the concerns and attempt to resolve the issue informally, within (5) days of the knowledge of the issue. If the employee wishes to have a shop xxxxxxx present, they can make such an arrangement. If an informal resolution is reached, the parties shall document the resolution in writing and submit a copy to Human Resources. If the parties are unable to resolve the dispute, the employee may proceed to Step One.
Sample 1
Pre-Grievance Meeting. Before a policy grievance is filed, the Union must request within ten (10) calendar days of the occurrence of the event giving rise to the grievance to meet with the Employer to discuss the issues involved with the potential grievance in an honest and xxxxxxx effort to attempt to resolve the problem or concern. The Union and the Employer may have those representatives or witnesses present at this meeting who are considered necessary.
Sample 1
Pre-Grievance Meeting. In an honest and xxxxxxx effort to settle grievances informally before resorting to the following steps and procedures, the employee and a union representative are encouraged to first discuss the complaint with the first line supervisor and attempt to resolve the dispute. The parties may mutually agree to waive the pre-grievance meeting.
Sample 1
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Pre-Grievance Meeting. If the grievant employee shall raise concerns in writing, stating specific relevant facts, alleged contract violation(s), and the remedy sought within seven (7) calendar days of its alleged occurrence to their immediate supervisor. The immediate supervisor shall attempt to resolve it within seven (7) calendar days, and provide a written response, after receipt of the grievant employee’s concern. For grievances initiated by the Union, the pre- grievance meeting process does not apply, and the grievance shall be filed at Step One.
Sample 1
Pre-Grievance Meeting. Before filing a grievance in accordance with the provisions of this Article, the exempt union employee shall discuss the matter with the exempt union employee’s supervisor.
Sample 1

Related to Pre-Grievance Meeting

  • Grievance Meeting An employee shall present a signed grievance in writing to the College President or his/her designee setting forth the nature of the grievance, the surrounding circumstances and the remedy sought. The College President or his/her designee shall arrange a meeting within 15 days of the receipt of the grievance at which the employee, a Union Xxxxxxx, and an additional representative designated by the Union Local shall be present if requested by the employee, the Union Local or the College. The College President or his/her designee may have such persons or counsel attend as the College President or his/her designee deems necessary.

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

  • Performance Meetings During a meeting on performance, the parties will:

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Disciplinary Meeting Supervisors shall give employees a forty-eight (48) hour notice, whenever possible, of planned disciplinary meetings. If the Xxxxxxx and the employee agree, the disciplin- ary meeting can be held less than forty-eight (48) hours after notification, but the Xxxxxxx or employee cannot refuse to hold an immediate meeting if circumstances require it. Supervisors shall give employees the opportunity to have a Union Xxxxxxx present for an oral warning, a written warning, a notice of suspension, or a notice of discharge. Employees will be given an opportunity to hear the evidence and respond to the evidence supporting suspension or discharge while still in pay status. Non- supervisory co-workers, other than a Union Xxxxxxx of the employee's choice, shall not be present in another employee's disciplinary meeting. In cases of immediate suspension or discharge, the supervisor will meet with the Xxxxxxx and employee prior to the employee being required to leave the facility. However, neither the refusal of the Union Xxxxxxx to participate nor their unavailability shall abridge the Employer's right to take disciplinary action.

  • Meeting Agenda 6.1 The Co-chairpersons will prepare an agenda and forward a copy of the agenda to all Joint Committee members at least one week in advance of the meeting (sample attached).

  • Grievance Hearings Each grievance hearing will be conducted by the designated administrator to determine what, if any, violation of this Agreement has occurred. Hearings will be attended by the grievant, the Hearing officer, and up to two (2) additional representatives designated by the parties respective sides. The parties may request and mutually agree that additional witnesses/representatives may attend. Witnesses will be permitted to attend hearings in those instances when the grievant and/or the Union need information more specific than that available to the grievant or Union. The parties agree that the University will schedule grievance hearings no later than two (2) hours prior to the end of the grievant’s and/or Union representative’s work shift, and the grievant will be released from duty early enough to be able to attend the grievance hearing as scheduled. If such hearings extend beyond the end of the normal work schedule of any bargaining unit member(s), the bargaining unit member(s) present at the grievance hearing will not be paid for any time spent after the end of the work schedule. Grievance hearings for bargaining unit members whose work schedules are other than the standard day shift will be scheduled at mutually convenient times. A “class action” grievance is when more than one (1) employee files a grievance over the same alleged violation, misapplication and/or misinterpretation of the terms of the Agreement. When such occurs the grievant or the Union will attempt to identify the bargaining unit members initially involved in the class action grievance, or will provide a description of the class in sufficient detail to enable the University to investigate the grievance. In class action grievances no more than one (1) grievant may attend the hearings.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Review Meeting i. Either the BCTF or BCPSEA may request in writing a meeting to review the issues in a provincial matters grievance that has been referred to arbitration.

  • Pre-Disciplinary Meeting The College will schedule a pre-disciplinary meeting to permit the faculty member to respond to a notice of intent to discipline. At the beginning of any pre-disciplinary meeting, the College will describe its proposed discipline and the general reasons for issuing the proposed discipline.

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