Step 3 i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b.i. The employer may request further particulars from the complainant. Upon the conclusion of such a review, the employer shall:
Step 3 i. The employer shall investigate the complaint. The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. The complainant may request that the investigator shall be of the same gender as the complainant and where practicable the request will not be denied.
Step 3. If the reply of the Director of Education or designate is unacceptable to the Bargaining Unit, the Bargaining Unit may then apply for arbitration within twenty (20) days of the receipt of the reply.
Step 3. If the grievance is not settled at Step 2, the grieving party shall request a Grievance Board of Adjustment review within five (5) working days by delivering written notice to Respondent Party, COORDINATOR, and UNIONS and/or International Unions. Within five (5) working days of such notice, a Grievance Board of Adjustment meeting shall be held and vote taken with respect to the disposition of the grievance.
Step 3. The President of the Union, or their designate, may present a grievance at Step 3:
Step 3. If a grievance is not settled under Step 1 or 2, it may be presented to the employee’s Department Director, or designee, for review and written response. The request for formal review must be presented on a form provided by the District within five (5) days of the conclusion of Step 1 or 2, and must contain the information specified in Step 2 above. A copy of each written communication on a grievance will be filed with the Director of Human Resources, or designee. The employee’s Department Director, or designee, shall respond in writing to the employee within ten (10) days after the date the grievance is received.
Step 3. If the second level reply is not satisfactory to the Union, the grievance will be referred to third step. The Bargaining Committee and National Representative will meet with the Plant Manager, Human Resources Manager and Labour Relations Manager on a monthly basis to address outstanding grievances at the third step. The list of grievances to be heard will be provided five (5) working days prior to the hearing. Within five (5) working days after the Step 3 meeting, management will render a decision in writing and submit it to the Plant Committee.
Step 3. If the Union Grievance Committee is not satisfied with the decision at Step 2, it may, within fifteen (15) days of such decision, demand in writing that the matter be taken to arbitration in accordance with the procedure set out hereunder.
Step 3. If the grievance is not resolved at Step 2, the employee or Union shall submit the written grievance to the Human Resources Director as the Board's designee for Labor Relations within ten (10) working days of receipt of the department head's response. The Human Resources Director shall respond in writing to this grievance within ten (10) working days.
Step 3. 8.06.01 If the Union is not satisfied with the disposition of the grievance by the Human Resource representative, or if no disposition has been made within ten (10) working days of such hearing, the grievance will be appealed within twenty (20) working days to arbitration. Such appeal will be in writing and will be delivered to the American Arbitration Association and to the Human Resource Department within forty-five (45) days. If not so delivered, the grievance will be considered abandoned.
