GRIEVANCE PROCEDURE 33 Sample Clauses

GRIEVANCE PROCEDURE 33. A. Definition of a Grievance 33 B. Timeliness of a Grievance 33 C. Grievance Procedure 33 ARTICLE 31 DISCIPLINE 35 A. Pre-Action Due Process 35 B. Disciplinary Appeals 36 ARTICLE 32 PERSONNEL FILES 37 ARTICLE 33 JOB DESCRIPTIONS 37 ARTICLE 34 ADMINISTRATIVE CODE AND PERSONNEL RULES AND REGULATIONS 38 ARTICLE 35 SAVINGS CLAUSE 38 EXHIBIT “A”: LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION EXHIBIT “B”: SALARY SCHEDULES AND MATRICES FOR TERM OF CONTRACT SUPERVISORS ASSOCIATION MEMORANDUM OF UNDERSTANDING CHAPTER 1 - INTRODUCTION The Supervisors Association of Xxxxxxx Hills (hereinafter referred to as “SUP”), a formally recognized employee organization, representing all its members within the Supervisors Association (hereinafter referred to as "Employees"), and duly authorized representatives of the management of the City of Xxxxxxx Hills (hereinafter referred to as "the City"), have met and conferred in good faith, freely exchanging information, opinions and proposals, and have reached the following agreement (hereinafter referred to as “MOU” or “agreement”) on matters within the scope of representation. A list of all of the classifications represented by the SUP is attached to this MOU as Exhibit A. Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:
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GRIEVANCE PROCEDURE 33. Section 8.01 Definitions 33 Section 8.02 Union Grievance 33 Section 8.03 Level I - Informal 33 Section 8.04 Level II – Formal 34 Section 8.05 Level III 34 Section 8.06 Level IV 35 Section 8.07 Level V – Arbitration 35 Section 8.08 General Provisions 35 Article 9. Representation 37 Section 9.01 AFSCME Deductions 37 Section 9.02 Maintenance of Membership 37 Section 9.03 Records 37 Section 9.04 Indemnification 38 Section 9.05 Union Stewards 38 Section 9.06 Release Time 38 Section 9.07 Access to Work Location 39 Section 9.08 Shift Changes For Union Meetings 39 Section 9.09 Union/Management Meetings 39 Section 9.10 Bulletin Boards 40 Section 9.11 New Employee Orientation 40 Article 10. General Provisions 41 Section 10.01 Personnel Files 41 Section 10.02 Safety Program 41 Section 10.03 Separability 42 Section 10.04 Peaceful Performance of City Services 42 Section 10.05 Direct Deposit and Electronic Pay Advice 42 Section 10.06 Failure to Maintain Driver’s License 42 Section 10.07 Overpayments, Recovery and Underpayments 43 Section 10.08 Duration and Implementation 43
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GRIEVANCE PROCEDURE 33. Section 1. Definitions 33 Section 2. General Provisions 33 Section 3. Procedure 34 ARTICLE XII 35 CONTRACTS - FULL-TIME FACULTY 35 Section 1. Full-time Faculty Contract Defined 35 Section 2. Counselor Contract Defined 35 Section 3. Librarian Contract Defined 35 Section 4. Assigned and unassigned time 35 Section 5. Probationary and Full Status Contracts 36 Section 6. Contract Supplementals 36 Section 7. Temporary Contract 36 Section 8. Annual Contract for Experimental Programs 36 ARTICLE XIII 37 TRACK PLACEMENT AND COMPENSATION - FULL-TIME FACULTY 37 Section 1. Initial Hiring and Track Placement 37 Section 2. Basic Salary Schedules 38 Section 3. Salary Payments - General Provisions 38 Section 4. Compensation - Contract Supplements 39
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GRIEVANCE PROCEDURE 33. Section A. General. 33 Section B. Grievance Steps 36 Section C. Panel Selection and Administration 39 Section D. Time Limits 40 Section E. Retroactivity 41 Section F. Exclusive Procedure 41 Section G. Processing Grievances 41 Section H. Documents and Witnesses 42 Section I. State Employer 43 ARTICLE 10 LABOR-MANAGEMENT MEETINGS 44 Section A. Purpose 44 Section B. Representation 45 Section C. Scheduling 46 Section D. Pay Status of Union Representatives 46 Section E. State Employer 47 Section F. Response to Labor-Management Meetings 47 Section G. Labor-Management Council 47
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GRIEVANCE PROCEDURE 33. Section 1. Definition of a Grievance 33 Section 2. Grievance Procedure 33 Section 3. Disclosure 34 Section 4. Release Time 34 Section 5. Arbitrator's Authority 35 ARTICLE 17 - WAGES 35
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GRIEVANCE PROCEDURE 33. Section 1. Purpose 33 Section 2. Definition of a Grievance (Coverage and Scope) 34 Section 3. Exclusive Procedure 36 Section 4. Representation 37 Section 5. Who May Initiate a Grievance 37 Section 6. Grievance Form 38 Section 7. General Procedures 40 Section 8. Failure to Meet Requirements 44 Section 9. Modification of Procedures 44 Section 10. Statement of Grievability 44 Article 16 Arbitration 44 Section 1. Selection of Arbitrators and/or Regional Panels 45 Section 2. Cost of Arbitrator; Fees and Travel Expenses 46 Section 3. Date and Site of Arbitration Hearing 46
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GRIEVANCE PROCEDURE 33. Section 16.1. - Scope 33 Section 16.2. - Election of Remedies. 34 Section 16.3. - Time Limitations. 34 Section 16.4. - Procedural Steps. 35 Section 16.5. - Other Conditions. 36 ARTICLE 17 - L.E.O.B.R. DISCIPLINARY PROCEDURES 36 Section 17.1. - Administrative Discovery 36 Section 17.2. - Composition of Hearing Boards. 36 Section 17.3. - Final Decision. 37 Section 17.4 – Criminal Charges. 37 Section 17.5. – Disciplinary Matrix 37 ARTICLE 18 - PERSONNEL FILES 37 Section 18.1. - Employee Access. 37 Section 18.2. - Removal of Information. 37 Section 18.3. - Employee Additions. 37 ARTICLE 19 - SUBSTANCE ABUSE TESTING 38 ARTICLE 20 - REFERRAL SERVICES 38 ARTICLE 21 - TAKE HOME VEHICLE 38 ARTICLE 22 - XXXXXX COUNTY POLICE AND FIRE RETIREMENT SYSTEM 38 ARTICLE 23 - DEFERRED RETIREMENT OPTIONS PROGRAM (DROP) 39 ARTICLE 24 - LABOR MANAGEMENT COMMITTEE 39 Section 24.1. – Auto Vehicle Locator (AVL). 40 ARTICLE 25 - NO STRIKE OR LOCKOUT CLAUSE 40 Section 25.1. - No Strikes. 40 Section 25.2. - No Lockouts. 41 ARTICLE 26 – SAVINGS CLAUSE 41 ARTICLE 27 – PHYSICAL FITNESS STANDARDS/WELLNESS PROGRAM 41 ARTICLE 28 - DURATION AND FINALITY OF AGREEMENT 42 EXHIBIT A – MEMORANDUM 92-02 44 EXHIBIT B – FY10-FY11 SALARY SCALE EFFECTIVE 07-01-2009 45 EXHIBIT C – FMLA PROVISIONS 46 EXHIBIT D – HEALTH INSURANCE 49 EXHIBIT E – APPEALS EXTRACT 50 EXHIBIT F – ADM-34 SUBSTANCE ABUSE POLICY 55 EXHIBIT G – POLICE RETIREMENT BENEFIT 62 PREAMBLE This AGREEMENT, made this 1st day of July 2009, between Xxxxxx County, Maryland, hereinafter referred to as the “County”, and “XXXXX Xxxxx 00", hereinafter referred to, as the "Union" shall be effective as of July 1, 2009.
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GRIEVANCE PROCEDURE 33. Section 16.1 Definition 33 Section 16.2 Informal Procedure 33 Section 16.3 Formal Procedure 33 Section 16.4 Representation 34 Section 16.5 Association Rights 34 Section 16.6 Procedures 34 ARTICLE 17 TRANSFER OF PREVIOUS EXPERIENCE 35
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Related to GRIEVANCE PROCEDURE 33

  • GRIEVANCE PROCEDURE 7 Section 4.1. Definition 7 Section 4.2. Procedures 7 Section 4.3. Limitations on Authority of Arbitrator 8 Section 4.4. Expenses of Arbitration 9 Section 4.5. Union Grievances 9 Section 4.6. Time Limits 9 Section 4.7. Miscellaneous 10 Section 4.8. Discipline 10 Section 4.9. Oral or Written Reprimands 11 Section 4.10. Applicability of Grievance and Arbitration Procedure to Discipline 11 ARTICLE V LABOR-MANAGEMENT COMMITTEE 12 ARTICLE VI SENIORITY, LAYOFF AND RECALL 13 Section 6.1. Definition 13 Section 6.2. Probationary Period 13 Section 6.3. Layoff and Recall 13 Section 6.4. Seniority List 15 Section 6.5. Posting of Certain Training Opportunities 15 Section 6.6. Termination of Seniority 15 Section 6.7. Reemployment After Expiration of Right to Recall 16 ARTICLE VII HOURS OF WORK AND OVERTIME 17 Section 7.1. Purpose 17 Section 7.2. Normal Work Cycle 17 Section 7.3. A Day Trades 18 Section 7.4. Overtime 19 Section 7.5. Changing or Trading Tours of Duty 19 Section 7.6. Hireback Procedure 19 Section 7.7. Compensatory Time 20 Section 7.8. Call-Back Pay 21 Section 7.9. No Pyramiding 21 ARTICLE VIII SALARIES AND OTHER COMPENSATION 22 Section 8.1. Salaries 22 Section 8.2. Longevity Pay 24 Section 8.3. Out of Classification Pay 25 Section 8.4. Paramedic Stipend 25 Section 8.5. Paramedic Preceptor 25 ARTICLE IX VACATIONS 26 Section 9.1. Amount of Vacation 26 Section 9.2. Vacation Eligibility 26 Section 9.3. Vacation Scheduling 26 Section 9.4. Limitation on Accumulation of Vacation 27 Section 9.5. Pay Upon Separation 28 Section 9.6. Vacation Day Trades 28 ARTICLE X HOLIDAYS 29 Section 10.1. Holidays for Employees Assigned to 8-Hour Shifts. 29 Section 10.2. Holidays for Employees Assigned to 24-Hour Shifts 30 Section 10.3. Pay for Hirebacks on Holidays 30 ARTICLE XI INSURANCE 31 Section 11.1. Caferteria Benefits Plan 31 Section 11.2. Retirees Insurance 31 Section 11.3. Flexible Benefits Plan 31 Section 11.4. Right to Change Carriers 31 Section 11.5. Terms of Policies to Govern 32 Section 11.6. Right to Maintain Coverage While on Unpaid Leave or on Layoff 32 Section 11.7. Post Retirement Health Savings Plan 32 ARTICLE XII LEAVES OF ABSENCE 33 Section 12.1. Jury Duty 33 Section 12.2. Sick Leave 33 Section 12.3. Special Leaves Without Pay 34 Section 12.4. Bereavement Leave 34 Section 12.5. Emergency Leave for Illness/Injury in Immediate Family 34 Section 12.6. Witness Leave 35 Section 12.7. Family and Medical Leave Act of 1993 36 Section 12.8. Pregnancy Leave/Maternity Leave 36 ARTICLE XIII SAFETY COMMITTEE 37 ARTICLE XIV MAINTENANCE OF SPECIFIC WORKING CONDITIONS 38 ARTICLE XV MISCELLANEOUS FRINGE BENEFITS 39 Section 15.1. Deferred Compensation Plan 39 Section 15.2. Credit Union 39 Section 15.3. Tuition Reimbursement 39 Section 15.4. Quartermaster System and Maintenance Allowance 39 Section 15.5. Sick Leave Incentive Plan 39 Section 15.6. Pay for Unused Sick Leave at Retirement 40 Section 15.7. Severance Pay 40 Section 15.8. Inoculations 40 Section 15.9. Eye Glass Replacement 41 ARTICLE XVI MISCELLANEOUS 42 Section 16.1. Outside Employment 42 Section 16.2. Pay Advance 42 Section 16.3. Gender of Words 42 Section 16.4. Physical Examinations 42 Section 16.5. Job Descriptions 42 Section 16.6. Posting of Formal Training Opportunities 43 Section 16.7. Released Time 43 Section 16.8. Resolution of Impasse 43 Section 16.9. Solicitation 43 Section 16.10. Physical Fitness Program 44 Section 16.11. Shift/Station Selection Process 44 Section 16.12. Subcontracting 48 ARTICLE XVII RIGHTS OF VILLAGE 49 ARTICLE XVIII NON-INTERRUPTION OF WORK 50 Section 18.1. No Strikes 50 Section 18.2. No Lockouts 50 ARTICLE XIX PROMOTIONS 51 Section 19.1. General 51 Section 19.2. Eligibility Requirements 51 Section 19.3. Components of the Promotional Process and the Weighting of Components 52 Section 19.4. Promotion Process Components 53 Section 19.5. Promotions Coordinator 58 Section 19.6. Monitors 58 Section 19.7. Scoring of Components and Posting of Preliminary Promotion List 59 Section 19.8. Veteran's Preference Points and Posting of Final Promotion List 59 Section 19.9. Order of Selection 60 Section 19.10. Duration of Final Promotion List 61 Section 19.11. Right to Review 61 ARTICLE XX SAVINGS CLAUSE 63 ARTICLE XXI ENTIRE AGREEMENT 64 ARTICLE XXII DRUG AND ALCOHOL TESTING 65 ARTICLE XXIII DURATION AND TERM 67 Section 23.1. Term of Agreement 67 Section 23.2. Continuing Effect 67 APPENDIX A VARIANCES FROM STATUTORY IMPASSE PROCEDURE 00 XXXXXXXX X ESSENTIAL JOB FUNCTIONS TESTING 69 APPENDIX C FIRE CHIEF’S EVALUATION INSTRUMENT 75 APPENDIX D VILLAGE’S CAFETERIA BENEFITS PLAN 00 XXXXXXXX X ADDITIONAL QUARTERMASTER ITEMS 77 APPENDIX F CURRENT LIST OF 40 HOUR OR LONGER OFFICE OF STATE FIRE MARSHAL COURSES 78 OCTOBER 23, 1990 MINIMUM STAFFING SIDE LETTER… 80 AGREEMENT This Agreement is made and entered into by and between the Village of Schaumburg (hereinafter referred to as the “Village”) and the Schaumburg Professional Firefighters Association, IAFF Local 4092 (hereinafter referred to as the “Union”).

  • GRIEVANCE PROCEDURE 6 Section 3.01 Definitions 6 Section 3.02 Procedure 6 Section 3.03 Other Conditions 7 Article IV. LEAVES 8 Section 4.01 Sick Leave 8 Section 4.02 Bereavement Leave 9 Section 4.03 Personal Leave 9 Section 4.04 Leave Without Pay 9 Section 4.05 Association Leave 10 Section 4.06 Leave Day Calculation 10 Article V. EARNED VACATION DAYS, HOLIDAYS, AND E- LEARNING DAYS 10 Section 5.01 Earned Vacation Days 10 Section 5.02 Recognized Holidays 10 Section 5.03 E-Learning Days 11 Article VI. MEDICAL INSURANCE 11 Section 6.01 Premium Cost 11 Section 6.02 Insurance Committee 11 Article VII. SENIORITY, TRANSFERS, VACANCIES AND LAYOFFS 11 Section 7.01 Definition of Seniority 11 Section 7.02 Probationary Employees 12 Section 7.03 Classifications Without Bargaining Unit 12 Section 7.04 Seniority List 12 Section 7.05 Termination of Seniority 12 Section 7.06 Transfer to New Position 12 Section 7.07 Posting of Vacancies 13 Section 7.07A Posting of Vacancies – Bus Routes 13 Section 7.07B Trips 13 Section 7.08 Filling of Vacancies 14 Section 7.09 Layoffs, Reduction in Force and Elimination of Positions 14 Section 7.10 Recall From Layoff, Reduction in Force Elimination of Positions 15 Section 7.11 Notification of Tentative Assignment 15 Article VIII. PERSONNEL FILE 15 Section 8.01 General 15 Section 8.02 Right to Access 15 Section 8.03 Copies of Documents 15 Article IX. EVALUATION PROCEDURES 15 Section 9.01 Review of Procedures 15 Section 9.02 Informal Observations 16 Section 9.03 Formal Evaluations 16 Section 9.04 Post-Evaluation Procedures 16

  • GRIEVANCE PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.

  • Grievance Procedure - Party In the case of all other grievances by a party, (including those on behalf of a group of Members, an individual Member, a retired Member or a deceased Member), the party making the grievance may take the following steps in sequence to resolve the matter after the matter has been discussed informally with the other party. The informal discussion shall occur with the Administrator of Employee Relations.

  • The Grievance Procedure Step I. A grievance may be submitted within the thirty (30) day period specified in Section Five to the employee’s first management supervisor in the chain of command (e.g., Bureau Chief) who is outside the bargaining unit. Such supervisor shall meet with the union representative and/or the grievant and issue a written response within seven (7) days after such meeting but not later than ten

  • Grievance Procedure Steps The following procedure shall be followed by an employee submitting a grievance:

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • LOCAL GRIEVANCE PROCEDURE 16.1 Any difference between any employee covered by this Agreement and the School Division, or in a proper case between the local of The Association and the School Division concerning the interpretation, application, operation or alleged violation of this Agreement, and further including any dispute as to whether the difference is arbitrable, shall be dealt with as follows, without stoppage of work or refusal to perform work.

  • CENTRAL GRIEVANCE PROCEDURE 15.1 Effective until April 30, 2019, this procedure applies to differences:

  • Informal Grievance Procedure It shall be the mutual responsibility of employees and management to endeavor to resolve grievances informally at the lowest practicable level of management. To this end, the grievant shall first present the grievance to the grievant's immediate supervisor in an informal meeting within ten (10) days after the occurrence of the circumstances giving rise to the grievance or when the grievant first actually knew, or could have reasonably known of them. The grievant may request the meeting be held at any reasonable time, and the supervisor shall meet with the grievant as soon as reasonably practicable after receipt of the request. In the meeting, the grievant and the supervisor shall review the grievance. The employee shall fully and fairly explain: the alleged action or inaction by the employee's department which caused grievance; the written departmental policy allegedly violated by the department; and the remedy the grievant believes will resolve the grievance. The parties shall cooperate in seeking a resolution of the grievance. If questions beyond the scope of the supervisor's authority or knowledge are involved, the supervisor may consult the supervisor's superiors or other County officers. The supervisor shall present an informal, oral decision with supporting reasons to the grievant within ten (10) days after the meeting.

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