Normal Employee Grievance Procedure Sample Clauses

Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge, the Grievance Procedure shall be as follows:
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Normal Employee Grievance Procedure. The normal employee grievance procedure shall be as follows:
Sample 1Sample 2Sample 3See All (10)
Normal Employee Grievance Procedure. The normal employee Grievance Procedure shall be as follows: Step Discussion of Complaint A complaint must be discussed orally with the supervisor by the aggrieved employee either alone or, at the request of the employee, in the presence of a Union representative. If the employee does not request the presence of a Union representative at this time, the representative shall have the opportunity of discussing the matter with the supervisor and the employee before proceeding to Step In the event the complaint is not settled in this manner, it then becomes a grievance.
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Normal Employee Grievance Procedure. The normal employee grievance procedure shall be as follows: Complaint An employee who has a complaint must attempt to discuss it orally with his immediate supervisor, either alone or, at the request of the employee, in the presence of the Union representative. If the employee does not request the presence of his Union representative at this time, the representative shall have the opportunity of discussing the matter with the supervisor and the employee before proceeding to Step In the event that the complaint is not settled in this manner, it then becomes a grievance. step The grievance shall be reduced to writing on a standard grievance form triplicate (being specific as to the persons involved, the date the grievance occurred, the remedial action requested and facts pertainin to the grievance), over the signature of the employee and his Union representative. The written grievance shall be presented to the employee’s immediate supervisor who will sign and date the grievance. The Union representative will endeavour to supply a more specific statement of the grievance if it is not sufficiently clear or fully stated to enable the Company to properly act thereon. Within two days of the receipt of a properly stated grievance a hearing shall be had thereon if requested by either party. The appropriate Management representative shall write his decision thereon, sign, date and return the grievance forms to the Union representative within two further days. The discussion and decision made on each grievance shall be limited to the matters raised by the written grievance. Within one day after the Union has received an answer from the Company, the grievance forms shall be returned to the Management representative by the Union representative appropriately marked as satisfactory or unsatisfactory.
Sample 1
Normal Employee Grievance Procedure. 7 11.04 Grievance Procedures for Discharge and Disciplinary Suspension 9 11.05 Company Grievance 10 11.06 Union Grievance 10 ARTICLE 12 - ARBITRATION 10 ARTICLE 13 - INTERNAL COMPETITIONS 11 ARTICLE 14 - TRANSFERS 12 ARTICLE 15 - EMPLOYEE BENEFITS PLANS 12 ARTICLE 16 - THE PUBLIC SERVICE SUPERANNUATION ACT 14 ARTICLE 17 - LEAVE PLANS AND REGULATIONS 14 17.01 Vacation Leave 14 17.02 Sick Leave Plans 15 17.03 Special Leave 16 17.04 Other Leave Provisions and Regulations 17 17.05 Maternity, Child Care and Adoption Leave 17 17.06 Compassionate Care Leave 17 17.07 Self-Funded Deferred Leave Program 18 17.08 Progressive Retirement 18 ARTICLE 18 - TERMINATION COMPENSATION 18 18.01 General 18 18.02 Death 18 18.03 Layoff 18 18.04 Voluntary Resignation Before Retirement 19 18.05 Retirement 19 ARTICLE 19 - COMPANY HOLIDAYS 19 19.02 Compensation For Company Holidays 20 ARTICLE 20 - HOURS OF WORK 21 20.01 Standard Work Week 21 20.02 Day and Shift Operation Work Schedules 21 20.03 Alternative Work Schedules 22 20.04 Time Banking 22 ARTICLE 21 - SALARIES 23 21.05 Salary and Career Advancement 26 21.06 Shift Premium 29 21.07 Premium for Scheduled Saturday and Sunday Shift Work 29 21.08 Short Change Bonus 29 ARTICLE 22 - OVERTIME 30 22.01 General 30 22.02 Meal Period Compensation 30 22.03 Overtime Shifts 31 22.04 Overtime on Days of Rest 31 22.05 Pre-arranged Overtime 31 22.06 Callouts 31 22.07 Travelling While on Duty 32 22.08 Travel To and From Outside Assignments 32 22.09 Conventions 32 22.10 Arranging Overtime Work 33 22.11 Payment for Overtime Work 33 22.12 On-Call 33 ARTICLE 23 - UNION SECURITY 34 23.01 Deductions from Salaries 34 23.02 Union Information 34 23.03 Salary List 34 ARTICLE 24 - PRINCIPLES GOVERNING THE VALUE OF LENGTH OF SERVICE 35 24.01 Seniority 35 24.02 Workforce Adjustment 36 24.03 Recall 38 ARTICLE 25 - WORK JURISDICTION 39 ARTICLE 26 - SAFETY MEETINGS 39 ARTICLE 27 - TECHNOLOGICAL CHANGES 39 ARTICLE 28 - NON-BARGAINING UNIT TECHNICAL PERSONNEL 40 ARTICLE 29 - RIGHT TO REFUSE DANGEROUS WORK 41 ARTICLE 30 - EMPLOYEES TEMPORARILY LOCATED AND WORKING AWAY FROM THEIR NORMAL WORKING LOCATION 42 30.01 General Understanding 42 30.02 Applicable Terms and Conditions 42
Sample 1
Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge or improper lay-off, the Grievance Procedure shall be as follows: Discussion of Complaint Every effort should be made to resolve a dispute or controversy without having to proceed on to the more formal steps described below. To this end, employees, with without the presence of a Society representative, should attempt to resolve their complaint with their Manager. If employee does not request the of Society at the time, and subsequently wishes to proceed with
Sample 1
Normal Employee Grievance Procedure. 12 Step 1 12 Step 2 12 Step 3 ............................................................................................................. 12 10.04 Grievance Procedure for Discharge, Disciplinary Suspension and Disciplinary Demotion 13 10.05 Company Grievance 14 10.06 Association Grievance 14 10.07 Time Limits 14 ARTICLE 11 - ARBITRATION 15 ARTICLE 12 - SENIORITY, PROMOTION, LAYOFF, RECALL AND TRANSFER 16 12.01 Governing Principles. 16 12.02 Seniority 17 12.03 Layoff 18 12.04 Recall. 18 12.05 Transfers 19 ARTICLE 13 - EMPLOYEE BENEFITS PLANS 19 13.01 Supplementary Health Insurance Coverage. 19 13.02 Dental Insurance Plan 19 13.03 Disability Income Protection Programs............... 19 13.04 Group Life Insurance 21 ARTICLE 14 - SUPERANNUATION AND RETIREMENT COMPENSATION 21 ARTICLE 15 - COMPANY HOLIDAYS 21 (a) Day Employees.......................... 22 (b) Shift Employees. 23 ARTICLE 16 - VACATION WITH PAY PLAN 24 16.01 General Regulations. 24 16.02 Vacation Leave 25 16.03 Vacation Entitlement at Time of Termination of Employment. 28 Compassionate Care Leave 28 ARTICLE 17 - LEAVE OF ABSENCE 28 17.01 Special Leave 28 17.02 Personal Business Day 30 17.03 Court Leave 30 17.04 Veteran's Examination. 30
Sample 1
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Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge or improper lay-off. the Grievance Procedure shall be as follows: Discussion of Complaint Every effort should be made to resolve a dispute or controversy having to proceed on to the more formal steps described below. To this end, employees; with or AGREEMENT without the presence of a Society representative, should attempt to resolve their complaint with their Manager. If the employee does not request the presence of a Society representative at the time, and subsequently wishes to proceed with the Grievance, a Society representative may discuss the matter with the employee’s before proceeding to the next step. Fact-Finding Fact-Finding is initiated by a written notice to the employee’s Manager by a Society representative (normally the employee’s Area Representative) specifying the existence of a potential grievance, and requesting a meeting. A brief outline of the problem or dispute will also be provided on the notice. Alternatively, the Society may opt at this point to submit a standard grievance form, with a full outline of the complaint and remedy requested (as per (iv) below). In this case, the Company shall have the option of requesting Finding, or going directly to a Step 1 as provided for in below.
Sample 1
Normal Employee Grievance Procedure. Grievance Procedure except cases of claimed ion: discharge or disciplinary suspension or disciplinary A on any matter coming within the scope of this Agreement must be discussed orally his xxxxxxx or supervisor by the aggrieved either alone or, at the request of the employee, in the presence of the Union representative of his shop or section. In the event the is not settled days, i t then becomes a grievance, and Step
Sample 1

Related to Normal Employee Grievance Procedure

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

  • 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.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • 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.

  • 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 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”).

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • Employee Rights Grievance Procedure 7.1 Definition of a Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement.

  • Grievance Procedure - Individual In the case of a grievance by the Bargaining Unit on behalf of one of its Members, the following steps may be taken in sequence where informal attempts to resolve the matter with the immediate supervisor have failed.

  • 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

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