GRIEVANCES AND DISPUTE RESOLUTION. The Employer and the Institute share a desire to resolve disputes or disagreements wherever possible through a co-operative process characterized by prompt and open discussion and creative problem solving. To this end, the dispute resolution procedures below shall apply.
GRIEVANCES AND DISPUTE RESOLUTION. If the parties cannot agree on an the disputes will be referred to Arbitrator for resolution as per Article Dispute Resolution Article Plan B and Process. In the event of any layoff, it is the parties' intention that best efforts will be used to resolve outstanding disputes before the beginning of the "freeze" period which precedes the announcement of displacement rights and the expedited procedure established herein will be used for this purpose. Where possible, priority shall be given to those disputes which could have an influence on classifications which may be affected by the proposed However, any unresolved disputes will not stop the Company from implementing any Notice of The Company will give initial notice of to the most junior employees in a classification in a worksite. Employees who receive initial notice of shall also receive cash out information, selection priority information, and personal information. Notices listing those employees receiving initial notice of termination will be posted at Company Pursuant to terms of this Article, employees receiving such notice will be permitted to take another position in the Company as a result of which other person either loses position and is permitted to take another position or loses employment. Such notice shall be deemed to be notice of termination to all affected employees including to those employees who may be displaced and to those employees whose employment is terminated or who are laid off. Employees receiving initial notice of will be provided with two (2) months' notice of An employee who has been given notice of may be given temporary work foliowing the date of termination in accordance with the Employment Standards Act and regulations, When an employee is given notice of the Company will notify the Union office and the Chief Xxxxxxx within three (3) working days from the date the employee is notified. The Union will be responsible for keeping the Company advised of the names of all Chief Stewards. Employee Elections All employees will be required to supply the Company, a date determined by the Company, with information necessary to enable the Company to make decisions relating to employee displacements in Locations, and the Province. This information will be provided by employes on the Form and Location Preference Form, both of which are computer readable. The employees will rank all locations outside of their own in order of preference on the Location Preference Ranking form. The inform...
GRIEVANCES AND DISPUTE RESOLUTION. The Employer and the Institute share a desire to resolve disputes or disagreements wherever possible through a co-operative process characterized by prompt and open discussion and creative problem solving. To this end, the dispute resolution procedures below shall apply. The parties recognize the value of informal discussions between employees and their supervisors to the end that problems may be resolved without recourse to a formal grievance. The parties encourage such discussions and may, where appropriate and requested, provide assistance to help facilitate a resolution of the problem acceptable to the employee and the supervisor. When an employee, within the limits prescribed in clause gives notice of a desire to take advantage of this clause, it is agreed that the period between the initial discussion and -the final response shall not count as elapsed time for the purpose of grievance time limits. An employee who wishes to present a grievance at any prescribed level in the grievance procedure shall transmit the grievance to the immediate supervisor or local officer-in-charge, who shall forthwith
GRIEVANCES AND DISPUTE RESOLUTION. An employee who considers that they have a dispute or grievance should raise the matter with their immediate coordinator as a first step towards resolution. The two parties should discuss the matter openly and work together to achieve a desired outcome. The Manager or Coordinator should check for clarification of the issue to ensure they fully understand the complainant’s concern. Managers should follow the standard procedure of offering the employee the opportunity to have an independent witness at the discussion, ensuring they follow the steps outlined below: If more than one person is present, establish the role of each person. • Outline the process that is to be followed. • Inform the parties that any information obtained in the conduct of the review is confidential. • Listen to the complainant and diagnose the problem. • Take accurate and detailed notes of all conversations (including dates, people involved) and attach any supporting documentation. • If deemed necessary, provide the employee with a written summary of the meeting and clarification of the next steps to be taken. The Manager must ensure that the manner in which the meeting is conducted will be conducive to maintaining positive working relationships, and will provide a fair, objective and independent analysis of the situation. All parties are to maintain complete confidentiality at all times. If the matter is not resolved and the employee wishes to pursue it, the issue should be discussed with a Human Resources Officer, then, if necessary, the PCBU. Again, the matter is to be discussed openly and objectively with management to ensure it is fully understood. If the grievance/dispute is one of a confidential or serious nature involving the employee and Manager or Coordinator, the complainant may discuss the issue directly with the Human Resources Department or the PCBU. Xxxxxx Xxxxxxx Managing Director 01/02/2023 CBC Facilities Maintenance is committed to the health, safety and welfare of workers and others that may be affected by our work. Inadvertent contact of the body or conductive components with live conductors can cause electrical shock and arcing and could result in serious injury or death. Our objective is to eliminate the probability of any such occurrence. We have a no live work policy that is explained and signed by every electrical worker under our control. It is a requirement of this organisation that all electrical work is carried out using a safe system of work. The safe sys...
GRIEVANCES AND DISPUTE RESOLUTION. 11.1 Grievances
GRIEVANCES AND DISPUTE RESOLUTION
