Common use of Step I Clause in Contracts

Step I. The aggrieved employee, with or without the Union Xxxxxxx, shall discuss the grievance or dispute with the supervising administrator within five working days of the occurrence or knowledge giving rise to the grievance. If after discussion with the supervising administrator, the grievance has not been resolved, the grievance shall be offered, in writing, within 10 working days, to the supervising administrator, who shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP II -- If the grievance or dispute has not been satisfactorily resolved at Step I, the Union Xxxxxxx and/or the aggrieved employee and the Union representative may appeal the grievance to the immediate Director within 10 working days after the supervising administrator's response is due. The immediate Director shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP III -- If the grievance has not been satisfactorily resolved at Step II, the employee may submit the grievance to the Associate Superintendent for School Operations or designee within 10 working days after the immediate Director's response is due. The Associate Superintendent for School Operations or designee shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. Failure to observe the time limits for submission of a grievance, at any step, will automatically result in the grievance being considered abandoned. Failure to respond to a grievance within the prescribed time limits will automatically move the grievance to the next step. The parties acknowledge that, as a principle of interpretation, employees are obligated to work, as directed, while grievances are pending. All responses required at Steps I, II, and III above shall be directed to the employee, with a copy furnished to the Union. It is understood and agreed by the employer, members of the unit, and the bargaining agent, that the resolution of complaints which are grievable or litigable shall be pursued through the grievance procedure until such remedy is exhausted. It is further understood and agreed that the aggrieved employee(s) shall be granted released time with pay to attend formal proceedings, as described herein, which are held during working hours. Additional employee witnesses, who may be needed to insure a full hearing on the merit of the issues, shall be given released time with pay, provided the agent of M- DCPS and AFSCME, Local 1184 mutually agree on the number of representatives. If the formal proceedings extend beyond the employee's workday, the time spent beyond the employee's workday at the formal proceedings shall not be considered time worked and shall not be with pay.

Step I. The aggrieved employee, with or without the Union Xxxxxxx, shall discuss the grievance or dispute with the supervising administrator within five working days of the occurrence or knowledge giving rise to the grievance. If after discussion with the supervising administrator, the grievance has not been resolved, the grievance shall be offered, in writing, within 10 working days, to the supervising administrator, who shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP II -- If the grievance or dispute has not been satisfactorily resolved at Step I, the Union Xxxxxxx and/or the aggrieved employee and the Union representative may appeal the grievance to the immediate Director within 10 working days after the supervising administrator's response is due. The immediate Director shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP III -- If the grievance has not been satisfactorily resolved at Step II, the employee may submit the grievance to the Associate Superintendent for School Operations or designee within 10 working days after the immediate Director's response is due. The Associate Assistant Superintendent for School Operations or designee Full Service Schools shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. Failure to observe the time limits for submission of a grievance, at any step, will automatically result in the grievance being considered abandoned. Failure to respond to a grievance within the prescribed time limits will automatically move the grievance to the next step. The parties acknowledge that, as a principle of interpretation, employees are obligated to work, as directed, while grievances are pending. All responses required at Steps I, II, and III above shall be directed to the employee, with a copy furnished to the Union. It is understood and agreed by the employer, members of the unit, and the bargaining agent, that the resolution of complaints which are grievable or litigable shall be pursued through the grievance procedure until such remedy is exhausted. It is further understood and agreed that the aggrieved employee(s) shall be granted released time with pay to attend formal proceedings, as described herein, which are held during working hours. Additional employee witnesses, who may be needed to insure a full hearing on the merit of the issues, shall be given released time with pay, provided the agent of M- M-DCPS and AFSCME, Local 1184 mutually agree on the number of representatives. If the formal proceedings extend beyond the employee's workday, the time spent beyond the employee's workday at the formal proceedings shall not be considered time worked and shall not be with pay.

Step I. The aggrieved employee, with or without the Union Xxxxxxx, shall discuss the grievance or dispute with the supervising administrator within five working days of the occurrence or knowledge giving rise to the grievance. If after discussion with the supervising administrator, the grievance has not been resolved, the grievance shall be offered, in writing, within 10 working days, to the supervising administrator, who shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP II -- If the grievance or dispute has not been satisfactorily resolved at Step I, the Union Xxxxxxx and/or the aggrieved employee and the Union representative may appeal the grievance to the immediate Director within 10 working days after the supervising administrator's response is due. The immediate Director shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP III -- If the grievance has not been satisfactorily resolved at Step II, the employee may submit the grievance to the Associate Assistant Superintendent for School Operations or designee Full Service Schools within 10 working days after the immediate Director's response is due. The Associate Assistant Superintendent for School Operations or designee Full Service Schools shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. Failure to observe the time limits for submission of a grievance, at any step, will automatically result in the grievance being considered abandoned. Failure to respond to a grievance within the prescribed time limits will automatically move the grievance to the next step. The parties acknowledge that, as a principle of interpretation, employees are obligated to work, as directed, while grievances are pending. All responses required at Steps I, II, and III above shall be directed to the employee, with a copy furnished to the Union. It is understood and agreed by the employer, members of the unit, and the bargaining agent, that the resolution of complaints which are grievable or litigable shall be pursued through the grievance procedure until such remedy is exhausted. It is further understood and agreed that the aggrieved employee(s) shall be granted released time with pay to attend formal proceedings, as described herein, which are held during working hours. Additional employee witnesses, who may be needed to insure a full hearing on the merit of the issues, shall be given released time with pay, provided the agent of M- M-DCPS and AFSCME, Local 1184 mutually agree on the number of representatives. If the formal proceedings extend beyond the employee's workday, the time spent beyond the employee's workday at the formal proceedings shall not be considered time worked and shall not be with pay.

Step I. An employee who has a complaint shall first discuss it with his xxxxxxx and at the option of the xxxxxxx or the employee the shop xxxxxxx may be requested to be present If the employee is not satisfied by his xxxxxxx he may with the of the shop xxxxxxx and within ten working days the of the fact or event giving rise to the present the complaint to his xxxxxxx as a formal grievance. The grievance shall be stated in writing and shall indicate the nature of the grievance, the section or sections of the Agreement which it alleges have been violated and the adjustment sought by the griever. The xxxxxxx shall meet with the aggrieved employee and his xxxxxxx and shall reply to the grievance in writing within three working days. A grievance shall not be carried further unless, within working days of receipt of the xxxxxxx’x answer by the xxxxxxx acting on behalf of the employee, the xxxxxxx together with or without the Union Xxxxxxx, shall discuss employee present the written grievance to the Production Manager. The Production Manager will consider the grievance or dispute with the supervising administrator and render his decision in writing within five working days of of the occurrence grievance. 3step A grievance shall not be carried unless, within five working days of receipt of the Production Managers answer by the xxxxxxx acting on behalf of the employee, the union grievance committee present the written grievance to the General Manager or knowledge giving rise his designate. He shall meet as promptly as possible with the committee to discuss the grievance and at the request of the general shop xxxxxxx or the General Manager, a representative of the International Union may attend the meeting. The General Manager shall give his answer in writing to the general shop xxxxxxx within seven working days of receipt of the grievance. If after discussion with the supervising administratorCompany’s answer is not satisfactory to the griever, the grievance may be referred to a Board of Arbitration as provided in ARBITRATION Any grievance concerning the interpretation, application, administration or violation of this Agreement and which has been properly carried through the steps of the procedure, and which has not been resolvedsettled, may within thirty calendar days from the day on which the Company’s answer in writing was given to the general shop xxxxxxx, be to arbitration. Within five working days of notification by either party of their intent to arbitrate the matter, notification of the respective appointees to the Board shall be given. The two appointees shall then undertake to select a Chairman for the arbitration board and should they fail to do within five days of the last notice given, or should either party fail to name an appointee, then the Provincial Minister of Labour will be asked to make the appointments. The decision of a board of arbitration constituted as in be binding on both parties. However, the board of arbitration shall not have any power to alter or change any of the provisions of this Agreement or to substitute any new provision for any existing provision, nor to give any decision inconsistent with the terms and provisions of this Agreement. Each of the parties to this Agreement will bear the expenses of the arbitrator appointed by it and the parties will jointly bear the expense, if any, of the Chairman, LIMITS For the purpose of this article only, wherever the words “working days“ are used they shall mean the days on which the Company schedules production activities but shah not include Saturdays, Sundays and Statutory Holidays. The time limits as stated in this article may be extended by mutual agreement of the conferring parties. advantage of the grievance and arbitration provisions of this Agreement is not taken within the time limits specified therein or extended in writing as provided in the grievance shall be offered, in writing, within 10 working days, deemed to the supervising administrator, who shall conduct a meeting with the aggrieved employee have been abandoned and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP II -- If the grievance or dispute has not been satisfactorily resolved at Step I, the Union Xxxxxxx and/or the aggrieved employee and the Union representative may appeal the grievance to the immediate Director within 10 working days after the supervising administrator's response is due. The immediate Director shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP III -- If the grievance has not been satisfactorily resolved at Step II, the employee may submit the grievance to the Associate Superintendent for School Operations or designee within 10 working days after the immediate Director's response is due. The Associate Superintendent for School Operations or designee shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. Failure to observe the time limits for submission of a grievance, at any step, will automatically result in the grievance being considered abandoned. Failure to respond to a grievance within the prescribed time limits will automatically move the grievance to the next step. The parties acknowledge that, as a principle of interpretation, employees are obligated to work, as directed, while grievances are pending. All responses required at Steps I, II, and III above shall be directed to the employee, with a copy furnished to the Union. It is understood and agreed by the employer, members of the unit, and the bargaining agent, that the resolution of complaints which are grievable or litigable shall be pursued through the grievance procedure until such remedy is exhausted. It is further understood and agreed that the aggrieved employee(s) shall be granted released time with pay to attend formal proceedings, as described herein, which are held during working hours. Additional employee witnesses, who may be needed to insure a full hearing on the merit of the issues, shall be given released time with pay, provided the agent of M- DCPS and AFSCME, Local 1184 mutually agree on the number of representatives. If the formal proceedings extend beyond the employee's workday, the time spent beyond the employee's workday at the formal proceedings shall not be considered time worked and shall not be with payreopened.

Step I. The aggrieved employee, with or without the Union Xxxxxxx, shall discuss the grievance or dispute with the supervising administrator within five working days of the occurrence or knowledge giving rise to the grievance. If after discussion with the supervising administrator, the grievance has not been resolved, the grievance shall be offered, in writing, within 10 working days, to the supervising administrator, who shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP II -- If the grievance or dispute has not been satisfactorily resolved at Step I, the Union Xxxxxxx and/or the aggrieved employee and the Union representative may appeal the grievance to the immediate Director within 10 working days after the supervising administrator's response is due. The immediate Director shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. STEP III -- If the grievance has not been satisfactorily resolved at Step II, the employee may submit the grievance to the Associate Superintendent for School Operations or designee within 10 working days after the immediate Director's response is due. The Associate Superintendent for School Operations or designee shall conduct a meeting with the aggrieved employee and his/her Union representative and respond, in writing, within 10 working days. The grievance shall be on the proper form for this Step. Failure to observe the time limits for submission of a grievance, at any step, will automatically result in the grievance being considered abandoned. Failure to respond to a grievance within the prescribed time limits will automatically move the grievance to the next step. The parties acknowledge that, as a principle of interpretation, employees are obligated to work, as directed, while grievances are pending. All responses required at Steps I, II, and III above shall be directed to the employee, with a copy furnished to the Union. It is understood and agreed by the employer, members of the unit, and the bargaining agent, that the resolution of complaints which are grievable or litigable shall be pursued through the grievance procedure until such remedy is exhausted. It is further understood and agreed that the aggrieved employee(s) shall be granted released time with pay to attend formal proceedings, as described herein, which are held during working hours. Additional employee witnesses, who may be needed to insure a full hearing on the merit of the issues, shall be given released time with pay, provided the agent of M- M-DCPS and AFSCME, Local 1184 mutually agree on the number of representatives. If the formal proceedings extend beyond the employee's workday, the time spent beyond the employee's workday at the formal proceedings shall not be considered time worked and shall not be with pay.