Employee Right to Grieve. At any stage of the above discipline procedure, the employee facing discipline may choose to grieve in accordance with Article 5. Prior to a grievance, the employee has the right to disagree and after the settlement of a grievance there is no disagreement. March 1999
Employee Right to Grieve. 1. Individual employees have the right to file grievances under these procedures without harassment, discrimination, or reprisal. The fact that an employee has filed a grievance, presented a grievance, or has served as a witness in any grievance proceeding will not cause any official reflection on the standing of that employee with his or her supervisor or the Department.
Employee Right to Grieve. The initiation of a grievance by an employee will not cause any reflection on his/her standing with his/her supervisor or on his/her loyalty or desirability to the Department. Employees and NCFLL Representatives who have relevant information concerning any matter for which remedial relief is available under this Agreement will, in seeking resolution of such matter, be assured freedom from restraint, interference, coercion, discrimination, intimidation, or reprisal. Management will not impose any restraint, interference, coercion, or discrimination against any employee in the exercise of his/her right to designate an NCFLL Representative for the purpose of representing to Management any matter or job related concern or of representing the employee to any Government agency or official of the Department. The extent to which official time is granted to employees and NCFLL Representatives is as provided in Article 8 of this Agreement.
Employee Right to Grieve. If an employee believes he/she has been unjustly disciplined, suspended, or discharged, he/she may request the matter be dealt with as a grievance, in accordance with Article 13, Grievance Procedure.
Employee Right to Grieve. Nothing herein shall limit or otherwise modify the rights of an employee to file for a grievance arbitration to challenge the basis upon which the Chief relied in making the referral for the physical or psychological evaluation before the employee shall be required to submit to a psychological fitness for duty evaluation as established by the Minnesota Court of Appeals in Hill v. City of Winona. The processing of the grievance arbitration should be completed within sixty (60) days, if at all possible. If after the grievance is resolved or arbitrated and the cause for referral is upheld, the employee must sign all necessary releases and fully cooperate with the fitness for duty examination or be subject to disciplinary action.
Employee Right to Grieve. The initiation of a grievance by an employee will not cause any reflection on his/her standing with his/her supervisor or on his/her loyalty or desirability to the Department. Employees and NCFLL Representatives who have relevant information concerning any matter for which remedial relief is available under this Agreement will, in seeking resolution of such matter, be assured freedom from restraint, interference, coercion, discrimination, intimidation, or reprisal. Management will not impose any restraint, interference, coercion, or discrimination against any employee in the exercise of his/her right to designate an NCFLL Representative for the pur- pose of representing to Management any matter or job related con- cern or of representing the employee to any Government agency or official of the Department. The extent to which official time is granted to employees and NCFLL Representatives is as provided in Article 8 of this Agreement.
Employee Right to Grieve. The initiation of a grievance by an employee will not cause any reflec- tion on his/her standing with his/her supervisor or on his/her loyalty or desirability to the Department. Employees and NCFLL Representatives who have relevant information concerning any matter for which reme- dial relief is available under this Agreement will, in seeking resolution of such matter, be assured freedom from restraint, interference, coer- cion, discrimination, intimidation, or reprisal. Management will not im- pose any restraint, interference, coercion, or discrimination against any employee in the exercise of his/her right to designate an NCFLL Repre- sentative for the purpose of representing to Management any matter or job related concern or of representing the employee to any Government agency or official of the Department. The extent to which official time is granted to employees and NCFLL Representatives is as provided in Article 9 of this Agreement.
Employee Right to Grieve. The Chapter and/or the employee, with or without the Chapter, shall have the right to file a grievance concerning any testing permitted by this Agreement, contesting the basis for the order to submit to the tests, the right to test, the administration of the tests, the significance and accuracy of the tests, the consequences of the testing or results or any other alleged violation of this Agreement. Provided, however, neither the Union or an employee shall have the right to grieve the actions of another member of the bargaining unit.
Employee Right to Grieve. An employee may grieve any matter relating to employment consistent with the terms of Article 9 of this Agreement.
Employee Right to Grieve. The Labor Council and/or the employee, with or without the Labor Council, shall have the right to file a grievance concerning any testing permitted by this Agreement, contesting the basis for the order to submit to the tests, the right to test, the administration of the tests, the significance and accuracy of the tests, the consequences of the testing or results or any other alleged violation of this Agreement.
