Two Grievance. 39.03 If unresolved at Step One, the aggrieved employee may submit his grievance in writing to the Executive Director (or designate), who shall consider it in the presence of the Grievance Committee presenting the grievance A Union Representative will attend such meetings, at the request of either party. Should no settlement satisfactory to the employee be reached within five (5) calendar days following the meeting, the grievance may be referred to a Board of Arbitration, as provided in Article 41, at any time within a further fourteen (14) calendar days thereafter, but not later. In addition to the referral to arbitration it is understood that the parties may by mutual agreement refer any grievance to grievance mediation within the fourteen (14) calendar day period set out above.
Two Grievance. 39.03 If unresolved at Step One, the aggrieved employee may submit his grievance in writing to the Executive Director (or designate), who shall consider it in the presence of the Grievance Committee presenting the grievance A Union Representative will attend such meetings, at the request of either party. Should no settlement satisfactory to the employee be reached within five (5) calendar days following the meeting, the grievance may be referred to a Board of Arbitration, as provided in Article 41, at any time within a further fourteen (14) calendar days thereafter, but not later.
Two Grievance. If an agreement cannot be reached, an employee may present a written grievance in the manner. Level Director Final Level Executive and Chief Officer or his delegated representative. an apply. reports to a Director,the Final level only (a) Authorized. Bargaining Agent's by the bargainingagent and Employer's designated by the Employer. Means calendar day Saturdays, days of rest. designated paid holidays and authorizedleaves of absence not exceedingone calendar month. Any matter invoking safety or health. discharge or suspension and which cannot be corrected includingfailure receive accurate be represented by an authorized representative of the Agent when the grievance being discussed at any level of the grievance procedure. Freedom of An authorized shall be given every reasonable to his Bargaining Agent duties while a or representing employees in accordance the of Article. When an decides to investigate an be be granted as from the The shall be a reasonable period of time in which to complete the investigation and shalt to the supervisor before resuming normal Technical be presentedin the manner prescribed in this However, a grievance not be invalid by reason of technical irregularity or the fad that it is not on or in accordancewith forms approved by the parties and provided bythe be presented either the Agent an own behalf on matters related to the Interpretation of a by an individual. by a group of employee$. or by the Bargaining! Agent on of an employee who an absence for than thirty
Two Grievance. لﻼــــــــــــــــــــﺧ ﻦــــــــــــــــــــﻣ çᢕ ﻓﺮــــــــــــــــــــﻄﻟا çᢕ ــــــــــــــــــــﺑ ﺔﺌــــــــــــــــــــﺷﺎﻨﻟا تﺎــــــــــــــــــــﻋزﺎﻨﻤﻟا ﻦـــــــــــــــــﻣ ﻦﻜﻤﺘـــــــــــــــــﻟا مﺪـــــــــــــــــﻋ لﺎـــــــــــــــــﺣ 9· و ﻷوأ ﺔـــــــــــــــــiدﻮﻟا قﺮـــــــــــــــــﻄﻟا ﻢ‘ﺎــــــــــــﺤﻣ مﺎــــــــــــﻣأ ﺎــــــــــــﻬﺑ ﻞــــــــــــﺼﻔﻟا ﻢﺘــــــــــــﻳ مﺎــــــــــــiأ 7 لﻼــــــــــــﺧ ﺎــــــــــــﻬﻠﺣ ç.ﻇﻮﺑأ نوµﻌﻟاو ﺔiﻧﺎﺜﻟا ةدﺎﻤﻟا ﻢﻠﻈﺘﻟا Where the Client has any grievances, he/she/it نأ ﻪـــــــــــــــــiﻠﻋ ،ىوﺎ‘ـــــــــــــــــﺷ يأ ﻞـــــــــــــــــiﻤﻌﻟا ىﺪـــــــــــــــــﻟ نﻮـــــــــــــــــﻜi ﺎﻣﺪـــــــــــــــــﻨﻋ should promptly notify the same to the Portfolio Manager in writing giving sufficient details to enable the Portfolio Manager to take necessary steps. The Portfolio Manager, on receipt of any such grievances, shall take prompt action to redress the same.
