Step II – Immediate Supervisor Sample Clauses

Step II – Immediate Supervisor. If the grievance is not settled informally, a written statement of the grievance shall be presented to the immediate supervisor within twenty (20) workdays after the occurrence of the grievance or the date and time such events should have been known. The immediate supervisor shall answer the grievance in writing within seven (7) workdays of receiving the grievance and shall concurrently send a copy of the grievance, with decision to the grievant(s), Association Representative, and the Superintendent or designee. The immediate supervisor’s answer shall include the reasons upon which the decision was based. If the grievance is denied, the employee(s), with or without the assistance of the Association, may pursue the matter further by moving to Step III.
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Step II – Immediate Supervisor. If a grievance is not settled at the Informal Step I, the grievant shall reduce the grievance to writing. The written grievance shall state the date on which the grievance was informally presented to the immediate supervisor and must be presented to the Immediate Supervisor within ten (10) days of the meeting that occurred in Informal Step I. The immediate supervisor shall reply in writing within ten (10) days after the receipt of the written grievance. All official replies and any appeals should be attached to the original grievance.
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Related to Step II – Immediate Supervisor

  • Immediate Supervisor The term "immediate supervisor" as used in this Article refers to the appropriate non-bargaining unit supervisory or management person to whom the employee is accountable.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee Meeting during the term of this Agreement, the following shall apply.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management committee consisting of not more than five (5) members selected by the VSEA from among the bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed upon agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • Labour Management Relations Committee 20.01 The parties recognize that a forum for ongoing discussions during the term of the Agreement can promote more harmonious labour relations between them.

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