Common use of SECTION 1 GRIEVANCE PROCEDURE Clause in Contracts

SECTION 1 GRIEVANCE PROCEDURE. The purpose of the grievance procedure shall be to settle all grievances between the Fire Department and the Union as quickly as possible, so as to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as a result of any condition arising out of the employee- employer relationship, including the claim of unjust discrimination an any matter or condition affecting health and safety beyond those normally encountered in all phases of fire fighting, adjustment shall be sought as follows by the employee, with the assistance of the Union; 1. No settlement of a grievance presented by an employee shall contravene the provisions of this Agreement. 2. The matter giving rise to the grievance shall first be discussed orally with the employee’s immediate supervisor within five (5) days (exclusive of Saturday, Sunday, and Holidays) of the occurrence or knowledge thereof. If such discussion does not resolve the grievance it shall proceed as follows; 3. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion with the employee’s immediate supervisor, the grievance shall be presented in writing to the Chief, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 4. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the final written decision from the Chief, the grievance shall be presented in writing to the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 5. Within five (5) days (exclusive of Saturday, Sunday and Holidays), from receiving a written answer from the Town Administrator or from the failure of the Town Administrator to so report, the grievance shall be processed in writing to the Board of Selectmen which shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) of the receipt of the grievance. If their answer does not resolve the grievance, the Union may move to the next step. 6. Within five (5) days (exclusive of Saturday, Sunday and Holidays), of the receipt of the answer or the failure to report by the Board of Selectmen, the Union may seek arbitration either through the State Board of Mediation and Arbitration or the American Arbitration Association. The decision of the Arbitrator shall be final and binding in accordance with MGL Chapter 150. 7. Any expenses incidental to arbitration shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 9. The time limits specified in the preceding sections may be extended by agreement of both parties.

SECTION 1 GRIEVANCE PROCEDURE. The purpose 1. For all purposes of the grievance procedure shall be to settle collective bargaining, including any and all grievances negotiations between the Fire Department Company and the Union as quickly as possible, so as designed to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as arrive at a result of any condition arising out of the employee- employer relationship, including the claim of unjust discrimination an any matter or condition affecting health and safety beyond those normally encountered in all phases of fire fighting, adjustment shall be sought as follows by the employee, with the assistance of the Union; 1. No satisfactory settlement of a grievance presented by an employee shall contravene grievances, the provisions of this Agreementfollowing rules and procedures will be observed. 2. The matter giving rise Company and the Union shall endeavor to settle any grievances promptly and in an amicable manner. No grievance, verbal or written, withdrawn or dropped by the Union or granted by the Company prior to the grievance shall first be discussed orally with the employee’s immediate supervisor within five (5) days (exclusive of Saturday, Sunday, and Holidays) Human Resources step of the occurrence or knowledge thereofgrievance procedure, will have any precedent value. If such discussion does not When grievances arise, they shall be settled by the following procedure: STEP NO. 1 Any employee in the Bargaining Unit who feels that he has a grievance and wishes to process same, the following order shall apply: 1. Within three (3) days, Saturdays, Sundays, afternoon shifts, night shifts and Holidays excluded of the occurrence, the employee shall meet and discuss the problem with his supervisor; who will make every effort to resolve the grievance it shall proceed as follows;problem. An acknowledgment form will be signed by both parties documenting that contact has been made. Copies should be forwarded to: - Director of Manufacturing - Department Manager - Union President, or Unit Chairman, - Human Resources Department - Supervisor - Employee 3. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion with the employee’s immediate supervisor, the grievance shall be presented in writing to the Chief, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 4. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the final written decision from the Chief, the grievance shall be presented in writing to the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 52. Within five (5) days (exclusive of Saturdaydays, Sunday Saturdays, Sundays, and Holidays)Holidays excluded, from receiving a written answer from the Town Administrator or from the failure of the Town Administrator to so reportoccurrence, the grieved employee shall meet and discuss the grievance shall be processed in writing with his shift ▇▇▇▇▇▇▇; who will make every effort to the Board of Selectmen which shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) of the receipt of the grievance. If their answer does not resolve the grievance, the Union may move to the next step. 63. Within five (5) days, Saturdays, Sundays, and Holidays excluded, after the meeting in Paragraph No. 2 above, if no satisfactory settlement is reached, then the matter shall be submitted in writing to the ▇▇▇▇▇▇▇ with whom the meeting in Paragraph One of Step One took place. No written grievance may be submitted until after three (3) days after the meeting in Paragraph No. 2 above, Saturdays, Sundays, & Holidays excluded. The aggrieved employee and ▇▇▇▇▇▇▇ referred to in Paragraph One of Step One shall sign the written grievance attesting that the meeting in Paragraph One of Step One occurred. If the ▇▇▇▇▇▇▇ is not available, the grievance should be presented to the general ▇▇▇▇▇▇▇. The above procedure shall not apply to any grievance protesting disciplinary action that has resulted in suspension or discharge. Any grievance protesting such action by the Company may be submitted in writing within five (exclusive of Saturday5) days, Sunday Saturdays, Sundays, and Holidays)Holidays excluded, of the occurrence. It is understood that the employee may or may not have the assistance of his Union ▇▇▇▇▇▇▇ in the presentation of his grievance in this step as he so chooses; however, it is further understood that there can be no settlement of any grievance between an employee and a representative of the Company which would in any way effect the wages or working conditions of anyone other than the aggrieved employee without the appropriate Union ▇▇▇▇▇▇▇ or Union Officer being present. A written answer shall be given within Five (5) days after receipt of the written grievance, Saturdays, Sundays, and Holidays excluded. If such written answer or the failure to report is not received by the Board Union, the grievance shall be considered ready for the next Step. The above shall not be construed to prohibit the Local Union President, or Unit Chairman, from submitting grievances on behalf of Selectmenemployees where it would not reasonably be expected that a shift ▇▇▇▇▇▇▇ could settle such matters. Such grievances may be submitted directly to the Personnel Department within five (5) days, excluding Saturdays, Sundays, and Holidays of the occurrence of such grievance. If in the opinion of the Personnel Department the grievance could be handled by the shift ▇▇▇▇▇▇▇, then the grievance will be submitted to the shift ▇▇▇▇▇▇▇ as soon as possible. If no settlement is reached in Step No. 1, the Union may seek arbitration either through the State Board of Mediation within ten (10) days, Saturdays, Sundays, and Arbitration or the American Arbitration Association. The decision Holidays excluded, of the Arbitrator Company's Written Answer in Step No. 1, request a meeting between the Company and the Negotiating Committee, and with or without the Union's International Representative, at which time every effort shall be final and binding made to settle the issue in accordance with MGL Chapter 150. 7dispute. Any expenses incidental to arbitration Such meeting shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 9. The time limits specified in the preceding sections may be extended by agreement of both parties.take place within five

SECTION 1 GRIEVANCE PROCEDURE. The purpose Alleged grievances of members of the grievance procedure Police Department in respect to wages, rates of pay, working conditions or other terms or conditions of employment set forth in this Agreement and which arise under this Agreement or in connection with the interpretation thereof shall be to settle all grievances between the Fire Department and the Union as quickly as possible, so as to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as a result of any condition arising out of the employee- employer relationship, including the claim of unjust discrimination an any matter or condition affecting health and safety beyond those normally encountered handled in all phases of fire fighting, adjustment shall be sought as follows by the employee, accordance with the assistance of the Union;following procedure: 1. No settlement of A. An individual having a grievance presented by an employee shall contravene the provisions of this Agreement. 2. The matter giving rise present his/her grievance to the grievance shall first be discussed orally with the employee’s immediate supervisor his/her shift commander within five (5) calendar days (exclusive of Saturday, Sunday, and Holidays) of the occurrence of the alleged grievance, or knowledge thereof. If such discussion does not resolve the grievance it shall proceed as follows; 3. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion with the employee’s immediate supervisor, knowledge of the occurrence of the alleged grievance. Said shift commander shall answer said grievance shall be presented in writing to the Chief, who shall give his final answer in writing within ten (10) calendar days of receipt thereof. Every effort shall be made to resolve the grievance on this level before resorting to any further formal grievance procedures. If the grievant is not satisfied with the decision of his/her shift commander, he/she shall refer the grievance to the Executive Board of the IBPO within five (exclusive 5) calendar days. B. The Executive Board of Saturday, Sunday, and Holidaysthe IBPO shall within five (5) calendar days of receipt of said grievance arrange for the written individual to present his/her alleged grievance at a meeting of the Executive Board. It shall be the responsibility of the Executive Board to determine the justification of the alleged grievance. If this answer does not resolve in the grievancejudgment of the Executive Board the nature of the alleged grievance justifies further action, it may be processed shall, through the President and Vice President of the IBPO, present the grievance in writing to the next stepChief of the Police Department within five (5) calendar days of said meeting. The travel dates of said grievance will be provided at the same time the grievance is presented to the Chief of Police. 4C. The Chief of the Police Department or his/her delegate shall meet with the President or Vice President of the IBPO within five (5) calendar days of receipt of a request from said Officer of the IBPO. Within ten (10) days (exclusive of SaturdayIf either party feels it is necessary, Sunday and Holidays), from the final written decision from the Chief, individual or individuals involved in the grievance shall be presented in writing ordered to appear before the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt Chief of the written grievance. If this answer does not resolve Police Department and the President or Vice President of the IBPO for the purpose of testifying on the grievance, it may be processed to the next step. 5. Within five (5) calendar days (exclusive of Saturday, Sunday and Holidays), from receiving a written answer from the Town Administrator or from the failure unless otherwise agreed upon) of the Town Administrator first meeting between the Chief of the Police Department and the President or Vice President of the IBPO, the Chief shall render his/her decision in writing, a copy of the same to so reportbe delivered to the President or Vice President of the IBPO. D. If the decision of the Chief of the Police Department is not acceptable to the IBPO, the grievance shall be processed in writing referred to the Board Town Manager within five (5) calendar days of Selectmen which receipt of said decision. The Town Manager shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) meet the President or Vice President of the IBPO within five (5) calendar days of receipt of a written request from said officer of the IBPO. If either party feels it necessary, the individual or individuals involved in the grievance shall be ordered to appear before the Town Manager and the President or Vice President of the IBPO for the purpose of testifying on the grievance. If their answer does not resolve the grievance, the Union may move to the next step. 6. Within five (5) calendar days (exclusive of Saturday, Sunday and Holidays), unless otherwise agreed upon) of the receipt first meeting between the Town Manager and the President or Vice President of the answer or the failure to report by the Board of SelectmenIBPO, the Union may seek arbitration either through Town Manager shall render his/her decision in writing, a copy of the State Board same to be delivered to the President or Vice President of Mediation and Arbitration or the American Arbitration Association. The IBPO. E. If the decision of the Arbitrator Town Manager is not acceptable to the IBPO, the Town Manager will be notified within five (5) calendar days. A committee shall be created for the purpose of meeting and arriving at a final and binding in accordance with MGL Chapter 150. 7resolution of the problem. Any expenses incidental to arbitration This Committee shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 9. The time limits specified composed in the preceding sections may be extended following manner:  The Chief of the Police Department or some person designated by agreement him/her as his/her representative;  The President of both parties.the IBPO or a member of that organization so designated by the President of the IBPO;

SECTION 1 GRIEVANCE PROCEDURE. A. The purpose of this Article is to provide opportunity for discussion of any request or complaint and to establish a procedure for the processing and settlement of grievances. For the purpose of resolving alleged grievances of the members of the North Cumberland Fire Department, the following grievance procedure is accepted by the North Cumberland Board of Trustees and the Local: i. The member has ten (10) days from the date of the alleged violation to submit the grievance procedure shall in writing. It should be submitted to settle all grievances between the Fire Department and Officer in charge at the Union as quickly as possible, so as to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as a result of any condition arising out time of the employee- employer relationship, including incident occurred unless that Officer is the claim of unjust discrimination an grievant. In that case the grievance can be submitted to any matter or condition affecting health and safety beyond those normally encountered in all phases of fire fighting, adjustment shall be sought as follows by other Officer. The Officer receiving the employee, with grievance then has five (5) business days to resolve the assistance grievance. If the grievance is not resolved to the satisfaction of the Union; 1. No settlement of a grievance presented by an employee shall contravene aggrieved member it proceeds to the provisions of this Agreementnext step. 2ii. The matter giving rise member will present the grievance to the grievance shall first be discussed orally with Chief of the employee’s immediate supervisor department or their designee within five (5) business days (exclusive of Saturday, Sunday, and Holidays) of the occurrence conclusion of step A. The member has the right to Union representation at this meeting. The Chief (or knowledge thereofdesignee) then has five (5) business days to resolve the grievance, unless otherwise agreed upon by both parties. If such discussion does not resolve the grievance is not resolved to the satisfaction of the aggrieved member, it shall proceed as follows;proceeds to the next step. 3iii. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion The member will request a meeting with the employee’s immediate supervisorExecutive Committee of the Local within five (5) business days of the conclusion of step B. They will present their grievance at a meeting of a majority of the Executive Committee. If the Executive Committee deems the grievance should not be pursued any further, the grievance will end here. If the Executive Committee determines the grievance justifies further action, it shall request to meet with the Chief of the Department within five (5) business days. If the grievance cannot be presented in writing resolved at this meeting, it will proceed to the Chief, who shall give his final answer in writing next step. iv. The Executive Committee of the Local will request a meeting with the Personnel Subcommittee of the Board of Trustees. This meeting should be scheduled within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievancerequest. The Executive Committee will present the grievance to the Personnel Subcommittee. If this answer does not resolve the grievance, it may be processed to the next step. 4. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the final written decision from the Chief, the grievance shall be presented in writing to the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 5. Within five (5) days (exclusive of Saturday, Sunday and Holidays), from receiving a written answer from the Town Administrator or from the failure of the Town Administrator to so report, the grievance shall be processed in writing to the Board of Selectmen which shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) of the receipt of the grievance. If their answer does Personnel Subcommittee cannot resolve the grievance, the Union may move Personnel Subcommittee will bring the grievance to the next step. 6. Within five (5) days (exclusive scheduled monthly meeting of Saturday, Sunday and Holidays), of the receipt of the answer or the failure to report by the Board of SelectmenTrustees. If the grievance cannot be resolved at this meeting, it may be referred to binding arbitration as outlined by applicable RI General Laws and/or governed by the Union may seek voluntary labor arbitration either through the State Board rules of Mediation and Arbitration or the American Arbitration Association. . v. The decision Executive Committee of the Arbitrator shall be final and local will make a decision on whether to proceed to binding in accordance with MGL Chapter 150arbitration. 7. Any expenses incidental to arbitration shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 9. The time limits specified in the preceding sections may be extended by agreement of both parties.

SECTION 1 GRIEVANCE PROCEDURE. The purpose of the grievance procedure shall be to settle all grievances between the Fire Department and the Union as quickly as possible, so as to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as a result of any condition arising out of the employee- employer relationship, including the claim of unjust discrimination an any matter or condition affecting health and safety beyond those normally encountered in all phases of fire fightingfirefighting, adjustment shall be sought as follows by the employee, with the assistance of the Union; 1. No settlement of a grievance presented by an employee shall contravene the provisions of this Agreement. 2. The matter giving rise to the grievance shall first be discussed orally with the employee’s immediate supervisor within five (5) days (exclusive of Saturday, Sunday, and Holidays) of the occurrence or knowledge thereof. If such discussion does not resolve the grievance it shall proceed as follows; 3. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion with the employee’s immediate supervisor, the grievance shall be presented in writing to the Chief, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 4. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the final written decision from the Chief, the grievance shall be presented in writing to the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 5. Within five (5) days (exclusive of Saturday, Sunday and Holidays), from receiving a written answer from the Town Administrator or from the failure of the Town Administrator to so report, the grievance shall be processed in writing to the Board of Selectmen which shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) of the receipt of the grievance. If their answer does not resolve the grievance, the Union may move to the next step. 6. Within five (5) days (exclusive of Saturday, Sunday and Holidays), of the receipt of the answer or the failure to report by the Board of Selectmen, the Union may seek arbitration either through the State Board of Mediation and Arbitration or the American Arbitration Association. The decision of the Arbitrator shall be final and binding in accordance with MGL Chapter 150. 7. Any expenses incidental to arbitration shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 9. The time limits specified in the preceding sections may be extended by agreement of both parties.

SECTION 1 GRIEVANCE PROCEDURE. The purpose 1. For all purposes of the grievance procedure shall be to settle collective bargaining, including any and all grievances negotiations between the Fire Department Company and the Union as quickly as possible, so as designed to ensure efficiency and promote employee’s morale. Should any employee or group of employees feel aggrieved as arrive at a result of any condition arising out of the employee- employer relationship, including the claim of unjust discrimination an any matter or condition affecting health and safety beyond those normally encountered in all phases of fire fighting, adjustment shall be sought as follows by the employee, with the assistance of the Union; 1. No satisfactory settlement of a grievance presented by an employee shall contravene grievances, the provisions of this Agreementfollowing rules and procedures will be observed. 2. The Company and the Union shall endeavor to settle any grievances promptly and in an amicable manner. No grievance, verbal or written, withdrawn or dropped by the Union or granted by the Company prior to the Human Resources step of the grievance procedure, will have any precedent value. When grievances arise, they shall be settled by the following procedure: STEP NO. 1 Any employee in the Bargaining Unit who feels that he has a grievance and wishes to process same, the following order shall apply: 1. Within three (3) days, Saturdays, Sundays, afternoon shifts, night shifts, and Holidays excluded of the occurrence, the employee shall meet and discuss the problem with his supervisor; who will make every effort to resolve the problem. An acknowledgment form will be signed by both parties documenting that contact has been made. Copies should be forwarded to: - Director of Manufacturing - Department Manager - Union President, or Unit Chairman, - Human Resources Department - Supervisor - Employee 2. Within five (5) days, Saturdays, Sundays, and Holidays excluded, of the occurrence, the grieved employee shall meet and discuss the grievance with his shift ▇▇▇▇▇▇▇; who will make every effort to resolve the grievance. 3. Within five (5) days, Saturdays, Sundays, and Holidays excluded, after the meeting in Paragraph No. 2 above, if no satisfactory settlement is reached, then the matter giving rise shall be submitted in writing to the ▇▇▇▇▇▇▇ with whom the meeting in Paragraph One of Step One took place. No written grievance may be submitted until after three (3) days after the meeting in Paragraph No. 2 above, Saturdays, Sundays, & Holidays excluded. The aggrieved employee and ▇▇▇▇▇▇▇ referred to in Paragraph One of Step One shall sign the written grievance attesting that the meeting in Paragraph One of Step One occurred. If the ▇▇▇▇▇▇▇ is not available, the grievance should be presented to the general ▇▇▇▇▇▇▇. The above procedure shall not apply to any grievance protesting disciplinary action that has resulted in suspension or discharge. Any grievance protesting such action by the Company may be submitted in writing within five (5) days, Saturdays, Sundays, and Holidays excluded, of the occurrence. It is understood that the employee may or may not have the assistance of his Union ▇▇▇▇▇▇▇ in the presentation of his grievance in this step as he so chooses; however, it is further understood that there can be no settlement of any grievance between an employee and a representative of the Company which would in any way effect the wages or working conditions of anyone other than the aggrieved employee without the appropriate Union ▇▇▇▇▇▇▇ or Union Officer being present. A written answer shall be given within Five (5) days after receipt of written grievance, Saturdays, Sundays, and Holidays excluded. If such written answer is not received by the Union, the grievance shall first be discussed orally considered ready for the next Step. The above shall not be construed to prohibit the Local Union President, or Unit Chairman, from submitting grievances on behalf of employees where it would not reasonably be expected that a shift ▇▇▇▇▇▇▇ could settle such matters. Such grievances may be submitted directly to the Personnel Department within five (5) days, excluding Saturdays, Sundays, and Holidays of the occurrence of such grievance. If in the opinion of the Personnel Department the grievance could be handled by the shift ▇▇▇▇▇▇▇, then the grievance will be submitted to the shift ▇▇▇▇▇▇▇ as soon as possible. If no settlement is reached in Step No. 1, the Union may within ten (10) days, Saturdays, Sundays, and Holidays excluded, of the Company's Written Answer in Step No. 1, request a meeting between the Company and the Negotiating Committee, and with or without the employeeUnion's International Representative, at which time every effort shall be made to settle the issue in dispute. Such meeting shall take place within five (5) days, Saturdays, Sundays, and Holidays excluded, after the request by the Union for such meeting, and an answer shall be given in writing by the Company to the Union and the Union’s immediate supervisor International Representative within five (5) days (exclusive of Saturdayafter such meeting, SundaySaturdays, Sundays, and Holidays) of the occurrence or knowledge thereof. If such discussion does not resolve the grievance it shall proceed as follows; 3. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the oral discussion with the employee’s immediate supervisor, the grievance shall be presented in writing to the Chief, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next stepHolidays excluded. 4. Within ten (10) days (exclusive of Saturday, Sunday and Holidays), from the final written decision from the Chief, the grievance shall be presented in writing to the Town Administrator, who shall give his final answer in writing within ten (10) days (exclusive of Saturday, Sunday, and Holidays) of receipt of the written grievance. If this answer does not resolve the grievance, it may be processed to the next step. 5. Within five (5) days (exclusive of Saturday, Sunday and Holidays), from receiving a written answer from the Town Administrator or from the failure of the Town Administrator to so report, the grievance shall be processed in writing to the Board of Selectmen which shall give their answer in writing within ten (10) days (exclusive of Saturday, Sunday and Holidays) of the receipt of the grievance. If their answer does not resolve the grievance, the Union may move to the next step. 6. Within five (5) days (exclusive of Saturday, Sunday and Holidays), of the receipt of the answer or the failure to report by the Board of Selectmen, the Union may seek arbitration either through the State Board of Mediation and Arbitration or the American Arbitration Association. The decision of the Arbitrator shall be final and binding in accordance with MGL Chapter 150. 7. Any expenses incidental to arbitration shall be borne equally by both sides. 8. The basis of such grievance shall be that the action grieved was taken without just cause. 91. The time limits specified limit in any step of the preceding sections procedure may be extended by agreement mutual agreement. 2. Union Stewards or Officers shall notify their immediate supervisors when it becomes necessary to leave their jobs for the purpose of both partiessettling or investigating grievances. The Union Representative requesting to leave his job for Union Business will be relieved as soon as possible. 3. Union Stewards and/or Officers shall suffer no loss of pay for time spent investigating and/or handling grievances in Steps One (1) and Two (2) of the grievance procedure. Union Representatives shall suffer no loss of pay for time spent attending any Company/Union meeting or arbitration. If the Union Representative is scheduled to work the second shift immediately preceding the meeting or arbitration, then he shall not be required to work that second shift and will receive the twelve (12) hours pay he would have received if he had worked. If the Union Representative is scheduled for first shift on the day of a substantial or unsubstantial meeting, he will be required to work that shift, but will be relieved from his job one hour before the meeting and one-half hour after the meeting. The Union Representative on first shift during a substantial arbitration will not be required to work his shift and will receive the twelve (12) hours pay he would have received had he worked. Unsubstantial meetings will be any meeting of less than four (4) hours other than grievance meetings. Substantial meetings will be all grievance meetings or any meeting or arbitration lasting four (4) hours or longer. No employee will be paid unless they attend the meeting or arbitration. The Company shall endeavor to schedule the Union Representatives on separate shift rotations. Any time spent on negotiations through the expiration date of the contract shall be counted as time worked in computation of bonuses and vacation entitlement. The intent of this provision is that employees will not be penalized for participating in negotiations.