Supervisor Level Sample Clauses

Supervisor Level. The employee and/or the Union may present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be submitted within twenty (20) days of the occurrence of the grievance or within twenty (20) days of when such occurrence should reasonably have become known. The supervisor shall arrange for a meeting to take place within ten (10) days after receipt of the grievance. Within ten (10) days after completion of the conference, the immediate supervisor shall give his/her decision to the grievant/Union in writing.
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Supervisor Level. If the problem is not resolved in the informal conference it shall be reduced to writing, clearly stating the claimed basis for the grievance and shall be signed by the employee and presented to the supervisor by the Xxxxxxx within fifteen (15) working days after the alleged occurrence. The written grievance may be presented to and discussed with the supervisor by no more than two (2) Union representatives accompanied by the employee at the discretion of the Union. Within five (5) working days after receiving the written grievance, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the Union.
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Supervisor Level. If no settlement is reached in Step 1, the employee, if he/she considers the grievance to be valid, will first discuss with the Union Leadership prior to proceeding and will reduce to writing on the Union grievance form a statement of the grievance providing the following information:
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Supervisor Level. The parties recommend that a grievance be presented to the employee's immediate supervisor to keep it as informal as possible. When filing a grievance, the aggrieved may submit a written request to meet with the immediate supervisor in an attempt to resolve it or the aggrieved/representative may present the completed grievance form to the supervisor, in lieu of a meeting. The grievance statement will identify the section of the Agreement, or the specific Board policy, or specific written District procedure that governs the employee's terms and conditions of employment alleged to have been violated; the circumstances involved; the specific remedy sought, and the date of the alleged act/violation. A grievance must be filed within fifteen (15) work days of the event/act or discovery of the event/act that caused the grievance. The immediate supervisor will communicate a decision in writing, using the grievance response form, within ten (10) work days after holding the meeting or receiving the written grievance. Should there be no written response from the immediate supervisor within ten (10) days it shall be considered a denial. If not satisfied with the decision at the Supervisor Level, the aggrieved or the Association may proceed to the Superintendent Level within five (5) work days of the Supervisor Level decision.
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Supervisor Level. If the grievance cannot be resolved informally, the bargaining unit member and/or Union shall present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be filed within twenty (20) days of the occurrence giving rise to the grievance, or within twenty (20) days of the date the grievant should reasonably have known of such occurrence, whichever is later. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by all parties concerned. Within ten (10) days after such meeting, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the Union/grievant.
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Supervisor Level i. If the grievance is not settled at the Discussion Level, the aggrieved may, within twelve (12) days, submit a formal written grievance to the immediate supervisor.
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Supervisor Level. The teacher or the Association shall present their grievance in writing within twenty (20) working days of the occurrence giving rise to the grievance, or within twenty (20) working days from when the teacher or Association knows or should have known of the occurrence giving rise to the grievance, to the supervisor immediately involved who will arrange for a meeting to take place within five (5) days after receipt of the grievance. The Supervisor shall render a decision within five (5) working days from the time of the grievance meeting.
Sample 1
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Supervisor Level. The aggrieved employee must first present the grievance either orally or in writing to their immediate supervisor outside of the bargaining unit within twenty (20) days after the member first knew or reasonably should have known of the act or condition on which the grievance is based. The supervisor or designee shall meet with the aggrieved employee to discuss the grievance and shall provide a decision in writing within five (5) days after the presentation of the grievance at this level.
Sample 1
Supervisor Level. The employee and/or Union shall present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be filed within twenty-five (25) days of the occurrence giving rise to the grievance, or within twenty- five (25) days of the date the grievant should reasonably have known of such occurrence, whichever is later. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by the parties concerned. Within ten (10) days after such meeting, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the grievant. If the Union is not the grievant, a copy of the decision shall be sent to the Union. Step 2 ⎯ Superintendent Level: If the grievance is not resolved at Step 1, the employee and/or the Union may refer the grievance in writing to the Superintendent or designee within ten (10) days after the receipt of the Step 1 answer. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by the parties concerned. Within ten (10) days after such meeting, the Superintendent or designee shall communicate his/her decision in writing, together with the supporting reasons, to the grievant. If the Union is not the grievant, a copy of the decision shall be sent to the Union.
Sample 1

Related to Supervisor Level

  • Supervisor A. Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Supervisors Supervisors may continue to perform bargaining unit work which is incidental to their jobs. They may also perform bargaining unit work in emergency situations and where such work is necessary to train a covered member. Such work by supervisors may result from but shall not cause any layoffs of covered members.

  • Supervisors Working (a) The work of Supervisors will not include assignment to work normally performed by employees of the bargaining unit except for training or demonstration. “Training or demonstration” shall not be used as a subterfuge for the performing of any bargaining unit work. Any claimed abuses will be referred to the Grievance Procedure. Where possible, the shop xxxxxxx will be notified. Supervisors will not perform bargaining unit work until after all rea- sonable efforts have been exhausted to have the work covered.

  • Grievance Representatives Within 30 working days after the execution of this Agreement, the Union shall furnish the Xxxxxxx with a list of all persons authorized to act as the Chapter and UPI Local Grievance Representatives and shall update the list as changes occur. The designated Chapter Grievance Representative shall be an employee of the University and shall have the responsibility to meet classes, office hours, and other assigned duties and responsibilities. If the responsibilities of the Chapter Grievance Representative require rescheduling of the representative's University duties, the representative may, with the approval of the Xxxxxxx, arrange for the rescheduling of such duties or their coverage by colleagues. Such approval shall not be unreasonably withheld. The provisions of Article 15.4. shall also apply to the UPI Local Grievance Representative if he or she is an employee of the University.

  • CONTRACTOR CUSTOMER SERVICE REPRESENTATIVE Contractor shall designate a customer service representative (and inform Enterprise Services of the same) who shall be responsible for addressing Purchaser issues pertaining to this Master Contract.

  • JOB a. All job vacancies in new or existing jobs within any department shall be posted on the bulletin for a period of ten calendar days prior to the filling of the job vacancy. Employees within all departments, desiring consideration in filling the job vacancy, shall signify their desire by submitting a job bid application during the period in which it is posted. A receipt of the job application shall be given to the employee. All jobs will be awarded from within the job vacancy department within seven (7) calendar days from the end of the ten day posting period. If a job vacancy is not filled from within the department, applications received from employees in other departments during the ten calendar day posting period will be given preference. The employee who is successful in obtaining the job posting will be moved into that posting within thirty (30) calendar days. Where it is not practical to move the successful employee within thirty (30) calendar days the employee will be paid the higher rate of pay effective the thirty-first (31) day after the posting is awarded. The Company will not be unreasonable in determining when it is not possible to move employees within thirty (30) days. If the job vacancy is not filled by the job the Company may hire to fill such vacancy. When a person is hired from outside the Company to fill the job vacancy, the Company will advise the Union the name of the person hired. The job posting notice shall contain a brief job outline, qualifications required for the job, the title and classification of the job, the current shift schedule, and wage rate for the job. The information contained in the job posting notices shall be consistent. Any changes to the job posting notices will be reviewed with two (2) executive members of the Union. In filling a vacancy, the Company shall consider the following two (2) factors in determining which employee shall be awarded the job: the departmental seniority of each employee concerned (or Company seniority when no applicant is successful from within the department). the requirements and the efficiency of operations and the qualifications ability of the individual to do the work concerned. The application of the factors will be as per Article Preamble. Where there has been no successful candidate from within the department, the applicant, if any, with the highest Company seniority from outside the department may be given a ten (10) working day training period from the date of moving to the posted position if the Company assesses that he could reasonably qualify during that period and that he could perform the required work safely. Jobs shall not be considered vacant when employees are not at work because of sickness, accident, or authorized leave of absence. However, if it is known that an employee is to be absent from work because of sickness, accident, or on leave of absence for more than forty-five (45) working days, the job shall be posted as a temporary job and the provisions of this section shall apply. Upon completion of the temporary assignment, an employee shall return to his former job.

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

  • Workforce A. The Contractor shall employ only orderly and competent workers, skilled in the performance of the services which they will perform under the Contract.

  • 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.

  • Shop Stewards The Employer agrees to the operation of a Shop Xxxxxxx system which shall be governed by the following:

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