Step 1 – Discussion Sample Clauses

Step 1 – Discussion. The Employee shall first seek to settle the dispute through discussions about the matter with her supervisor (who is not within the scope of this Collective Agreement) within ten (10) days of the date the difference allegedly occurred with a view to resolving it. An Employee shall have the right to have a Union Xxxxxxx present during the discussion at this Step. If the dispute is not resolved to the satisfaction of the Employee, the dispute may be advanced to Step 2.
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Step 1 – Discussion. If an employee has a complaint, within seven (7) days of the occurrence coming to the attention of the employee or within seven (7) days of when the employee ought reasonably to have known of the occurrence which gives rise to the complaint, he must first give opportunity to his Field Supervisor or designate to discuss and resolve the complaint before he files a grievance.
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Step 1 – Discussion. An employee who believes he has a grievance shall first talk with his supervisor about the grievance, with his Local Union Representative, to give the supervisor an opportunity to explain and resolve the matter; if the employee requests to discuss the matter with the Local Union Representative first, the supervisor will provide some time for such discussion. Said step will be non-precedent setting.
Sample 1
Step 1 – Discussion. The Employee shall first seek to settle the dispute through discussions about the matter with her supervisor (who is not within the scope of this Collective Agreement) within ten
Sample 1

Related to Step 1 – Discussion

  • Formal Discussion In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Employer, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.

  • Formal Discussions Section 3.1.1. Pursuant to 5 USC 7114(a)(2)(A), the Union shall be given the opportunity to be represented at any formal discussion between one or more employees it represents and one or more representatives of the Employer concerning any grievance (to include settlement discussions) or any personnel policy or practice or other general condition of employment. This right to be represented does not extend to informal discussions between an employee and a supervisor concerning a personal problem, or work methods and assignments.

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Discussion Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

  • Mutual Discussions The Employer and the Union acknowledge the mutual benefits to be derived from dialogue between the parties and are prepared to discuss matters of common interest.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Settlement Discussions This Agreement is part of a proposed settlement of matters that could otherwise be the subject of litigation among the Parties hereto. Nothing herein shall be deemed an admission of any kind. Pursuant to Federal Rule of Evidence 408 and any applicable state rules of evidence, this Agreement and all negotiations relating thereto shall not be admissible into evidence in any proceeding other than to prove the existence of this Agreement or in a proceeding to enforce the terms of this Agreement.

  • Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.

  • Positive Test Result Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the positive test result:

  • Justification and Anticipated Results The Privacy Act requires that each matching agreement specify the justification for the program and the anticipated results, including a specific estimate of any savings. 5 U.S.C. § 552a(o)(1)(B).

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