Procedure for Adjusting Grievances. All grievances shall be adjusted exclusively in the following manner:
Procedure for Adjusting Grievances. 1. For purposes of this agreement, the term "Grievance" means any complaint or dispute between the Company and the Union or between the Company and any employee concerning the interpretation or application of this agreement or any claim or breach or violation of this agreement or concerning any claim of disciplinary action or discharge taken against an employee without just cause. If the Agreement expires and/or is terminated, grievances may be processed through the grievance procedure outlined below but will not proceed to arbitration. Grievances not so presented or processed according to the timelines established below shall be considered waived by the Union.
Procedure for Adjusting Grievances. SECTION 1
Procedure for Adjusting Grievances. Both the AAPOPA and the RTAA agree that it is in the party’s best interest to resolve disputes at the lowest level and that this should be done within the ten (10) day time frame stated in Section C, above. XXXXXX recognizes that a supervisor or the operations commander do not have the authority to overturn any discipline handed down by the Chief of Police, policy directives or long standing practices approved by the Chief of Police and any attempts to resolve such grievances informally must begin with the Chief of Police. The purpose of the Grievance Procedure shall be to settle all grievances between the RTAA and AAPOPA or an individual officer as quickly as possible to ensure efficiency and promote employee morale. All grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. 13.01 Any complaint or dispute arising between any employee and the Company shall be presented by the employee or by a Representative of the Union to the immediate management supervisor of the employee in an effort to reach a mutually acceptable adjustment.
Procedure for Adjusting Grievances. Both the AAPOPA and the AIRPORT AUTHORITY agree that it is in the party’s best interest to resolve disputes at the lowest level and that this should be done within the ten (10) day time frame stated in Section C, above. XXXXXX recognizes that a supervisor or the operations commander do not have the authority to overturn any discipline handed down by the Chief of Police, policy directives or long standing practices approved by the Chief of Police and any attempts to resolve such grievances informally must begin with the Chief of Police. The purpose of the Grievance Procedure shall be to settle all grievances between the AIRPORT AUTHORITY and AAPOPA or an individual officer as quickly as possible to ensure efficiency and promote employee morale. All grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. Both the UNION and the COUNTY agree that it is in the parties’ best interest to resolve disputes at the lowest level. Prior to the submission of a formal grievance, the ATS Manager, the potential grievant, and/or UNION representative(s) may attempt to resolve any questions, problems, or misunderstandings that have arisen. However, a written grievance must still be submitted within ten (10) business days of the date the grievant knew, or reasonably should have known, of the event giving rise to the grievance. For the purpose of attempting to resolve grievances prior to arbitration, the parties, at any meeting prior to the Step One meeting, (the Step Two meeting if no Step One meeting is held) or at the meeting, shall make full disclosure to each other of facts and evidence then known to them which bear on the grievance. Any grievance relating to a termination shall advance directly to Step Two. All other grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. All grievances shall be adjusted exclusively in the following manners: The employee may, within three (3) working days of the incident or circumstance giving rise to the dispute, take the matter up with his/her immediate supervisor. The employee has the full right and involvement of the Shop Sxxxxxx in this step. Settlements reached at this level shall be considered non-precedential, unless the Employer and the Union Representative agree that the settlement shall be reduced to writing and may be used as a precedent in the future. The Supervisor involved in the Step 1 meeting shall respond within three (3) days of the Step 1 meeting. While this step is encouraged, it is not required.
Procedure for Adjusting Grievances. 1. For purposes of this agreement, the term "Grievance" means any complaint or dispute between the Company and the Union or between the Company and any employee concerning the interpretation or application of this agreement or any claim or breach or violation of this agreement or concerning any claim of disciplinary action or discharge taken against an employee without just cause. If any step is not taken within the time specified, unless the delay is caused by the Company, the grievances will be considered as settled.
Procedure for Adjusting Grievances. Both the AAPOPA and the AIRPORT AUTHORITY agree that it is in the party’s best interest to resolve disputes at the lowest level. Prior to the submission of a formal grievance, the Supervisor and an officer may attempt to resolve any questions, problems, or misunderstandings that have arisen. However, a written grievance must still be submitted within ten (10) days of the date the grievant knew, or reasonably should have known, of the event giving rise to the grievance. All grievances shall be resolved exclusively in the following manner:
