Step 1 – Informal Sample Clauses

Step 1 – Informal. The employee shall orally present the grievance to the employee's immediate supervisor within fourteen (14) calendar days from the time the employee becomes aware of the occurrence which gave rise to the grievance. The immediate supervisor shall investigate and provide an appropriate answer within fourteen (14) calendar days following an informal meeting at this Step. There shall be no prohibition against having a grievance representative present.
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Step 1 – Informal. A grievant shall first discuss the grievance with the appropriate immediate supervisor. The date of such discussion and the signature of the grievant and the appropriate supervisor shall be noted on the grievance form (Appendix A). This meeting shall be on an informal basis and shall be within fifteen (15) days following the act or condition which is the basis of the grievance. The supervisor shall respond within ten (10) days after the conclusion of the meeting on the “Disposition” portion of Appendix A.
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Step 1 – Informal. 27 Employees shall first discuss the grievance with their immediate supervisor. If employees so 28 wish, a local Association representative at such discussion may accompany them. All 29 grievances not brought to the immediate supervisor in accordance with the preceding sentence 30 within twenty (20) workdays of the occurrence of the grievance shall be invalid and subject to 31 no further processing. 32
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Step 1 – Informal. Any employee or Union representative who believes the provisions of this Agreement have been violated may discuss the matter with the employee’s immediate supervisor as designated by the Employer in an effort to avoid a grievance and/or resolve any dispute. While employees are encouraged to utilize the provisions of this subdivision, nothing herein shall be construed as a limitation upon the employee's Union representative respecting the filing of a grievance at Subd. 2 (Step 2) of the grievance procedure.
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Step 1 – Informal. The grievant shall first discuss the alleged grievance with the grievant’s immediate supervisor in a scheduled meeting.
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Step 1 – Informal. 19 a. A bargaining unit faculty member shall first discuss a grievance with his or her 20 department or unit head within 45 days following the date on which the grievant 21 knew, or reasonably should have known, of the act, omission, or condition which is 22 the basis of the grievance.
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Step 1 – Informal. 21 The employee shall first discuss the grievance with his/her immediate supervisor or administrator 23 be Step 1 of the Grievance Procedure. If the employee wishes, (s)he may be accompanied by an 24 Association representative at such discussion. All grievances not brought to the immediate 26 occurrence of the grievance, shall be invalid and subject to no further processing.
Sample 1
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Step 1 – Informal a) Any complaint may be lodged in confidence with a Union or management official of their choice or a formal complaint may be lodged directly at Step 2. In either case, the recipient of the complaint shall immediately notify the other party and together they will notify the alleged harasser of the complaint.
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Step 1 – Informal. 11 The employee shall first discuss the grievance with his/her immediate supervisor or administrator
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Related to Step 1 – Informal

  • Level One - Informal Within twenty (20) workdays after the grievant knew or could reasonably have known of the event or condition upon which the alleged grievance is based, the grievant shall meet with the appropriate supervising administrator to attempt to resolve the alleged grievance. There will be no meetings during school recess periods unless mutually agreed upon by the grievant and the District.

  • Informal Grievance Procedure It shall be the mutual responsibility of employees and management to endeavor to resolve grievances informally at the lowest practicable level of management. To this end, the grievant shall first present the grievance to the grievant's immediate supervisor in an informal meeting within ten (10) days after the occurrence of the circumstances giving rise to the grievance or when the grievant first actually knew, or could have reasonably known of them. The grievant may request the meeting be held at any reasonable time, and the supervisor shall meet with the grievant as soon as reasonably practicable after receipt of the request. In the meeting, the grievant and the supervisor shall review the grievance. The employee shall fully and fairly explain: the alleged action or inaction by the employee's department which caused grievance; the written departmental policy allegedly violated by the department; and the remedy the grievant believes will resolve the grievance. The parties shall cooperate in seeking a resolution of the grievance. If questions beyond the scope of the supervisor's authority or knowledge are involved, the supervisor may consult the supervisor's superiors or other County officers. The supervisor shall present an informal, oral decision with supporting reasons to the grievant within ten (10) days after the meeting.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with the grievant's immediate supervisor.

  • Submission of Grievance Information a) Upon appointment of the arbitrator, the appealing party shall within five days after notice of appointment forward to the arbitrator, with a copy to the School Board, the submission of the grievance which shall include the following:

  • Contractor Sensitive Information 17.1 The Authority must:

  • Requested Information with reasonable promptness, such other data and information relating to the business, operations, affairs, financial condition, assets or properties of the Company or any of its Subsidiaries or relating to the ability of the Company to perform its obligations hereunder and under the Notes as from time to time may be reasonably requested by any such holder of Notes.

  • 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.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Conference Prior to the filing of a grievance, in an effort to resolve the issue(s), the grievant shall make reasonable attempts to initiate / discuss or an attempt to initiate / discuss the issue(s) informally with the grievant’s Principal or Supervisor.

  • Request for Redacted Information In the event of a public records or other disclosure request pursuant to Chapter 119, Florida Statutes, the Florida Constitution or other authority, to which documents that are marked as “Confidential” are responsive, the Department will provide the Contractor- redacted copies to the requestor. If a requestor asserts a right to the Confidential Information, the Department will notify the Contractor such an assertion has been made. It is the Contractor’s responsibility to assert that the information in question is exempt from disclosure under Chapter 119 or other applicable law. If the Department becomes subject to a demand for discovery or disclosure of the Confidential Information of the Contractor under legal process, the Department shall give the Contractor prompt notice of the demand prior to releasing the information labeled “Confidential” (unless otherwise prohibited by applicable law). The Contractor shall be responsible for defending its determination that the redacted portions of its response are confidential, proprietary, trade secret, or otherwise not subject to disclosure.

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