Pre-Grievance Resolution Sample Clauses

Pre-Grievance Resolution. (a) Complaints shall be brought to the attention of the Employee’s immediate Supervisor or an appropriate University representative within 20 Working Days after the Employee became aware or ought reasonably to have become aware of the incident or circumstances giving rise to the complaint. In the event the Employee feels they cannot give their immediate Supervisor or an appropriate University representative an opportunity to address the complaint, they may file a grievance in accordance with Article 6.07(a).
Sample 1Sample 2Sample 3See All (23)
AutoNDA by SimpleDocs
Pre-Grievance Resolution. (a) It is the mutual desire of the parties that complaints of Employees be addressed as quickly as possible and it is understood that an Employee will normally, in good faith, first give the immediate supervisor, or designate, an opportunity to address the complaint.
Sample 1Sample 2See All (6)
Pre-Grievance Resolution. The following procedures shall be followed in addressing any potential Step I grievances: An employee shall make a reasonable effort to talk with her/his supervisor for the purpose of resolving the grievance on an informal basis before filing a written grievance. It is the intention of the Library and the Union to ensure that this meeting consists of meaningful dialogue and a spirit of joint problem-solving focused on resolving the dispute. Whenever possible, this meeting shall take place one-on-one between the employee and his/her immediate supervisor. Employees always retain the right to seek the advice of a Union xxxxxxx/delegate prior to or after the meeting with their supervisor. The employee shall use his/her best efforts to notify the supervisor that the meeting is a “pre-grievance” meeting. It must be clear to both the employee and the supervisor that the discussion is part of the “pre-grievance” process and an attempt to resolve the issue. The employee and the supervisor should set up a mutually agreeable time at which to privately discuss the matter. Discussion should be focused on problem-solving and resolving the issue at hand rather than a dispute as to whether or not there has been a contractual violation. Immediate supervisors are encouraged to resolve the situation at hand without permission or consultation from higher level Administrators. Supervisors may, however, consult with their manager and/or the Human Resources Department if more information is needed or if they are unsure of an appropriate solution(s) or applicable contractual provisions, legal requirements or Library policy. Neither the Union nor the Library will claim any precedent or contractual violation as a result of such resolution(s). If the employee and immediate supervisor are unable or unwilling to resolve the situation one-on-one, another meeting may be scheduled in an attempt to resolve the issue. This second meeting may include the employee’s Union xxxxxxx/delegate and the appropriate Administrator or designee. The purpose of including Union representatives and the Administrator or designee is to include others not personally involved in the situation and to encourage creative solutions that may not have been considered. The pre-grievance resolution process must happen within nine (9) calendar days of the event giving rise to the potential grievance. In order to encourage resolution prior to filing a written grievance at Step 1, the Library and the Union may mutually ...
Sample 1Sample 2
Pre-Grievance Resolution. It is the mutual desire of the parties that complaints of Employees be addressed as quickly as possible and it is understood that an Employee has no grievance until they have first given their immediate supervisor an opportunity to adjust their complaint. Such complaint shall be brought to the attention of the immediate supervisor within thirty (30) working days of the circumstances giving rise to the complaint. The supervisor will advise the Employee of the right to be accompanied by an Association representative if the Employee so wishes. The supervisor may have such assistance as they deem necessary. The supervisor will respond to the complaint within five (5) days and, if the matter is not resolved, it may be taken up as a grievance.
Sample 1Sample 2
Pre-Grievance Resolution. An Employee may meet with his immediate supervisor 13 at a private conference in an attempt to resolve a complaint informally. The parties may wish to 14 consult with conferees prior to the initial private conference. The complaint need not be in 15 written form.
Sample 1Sample 2
Pre-Grievance Resolution. An employee alleging a violation of the Agreement, or dispute involving the interpretation or application of any provision of the Agreement should first discuss the specific issue with his/her immediate supervisor so that if possible, the issue can be addressed informally. If the employee does not believe that the matter has been resolved to his or her satisfaction the employee may proceed to Step 1 of the grievance procedure.
Sample 1Sample 2
Pre-Grievance Resolution. It is the mutual desire of the parties that complaints of Employees be addressed as quickly as possible and it is understood that an Employee has no grievance until she have first given the immediate supervisor or appropriate University representative(s) an opportunity to adjust their complaint. Individual complaints shall be brought to the attention of the immediate supervisor or appropriate University representative(s) within thirty-five (35) working days after the Employee became aware or ought reasonably to have become aware of the incident or circumstances giving rise to the complaint. The Employee will identify the need for a pre-grievance meeting. The supervisor and the Employee will arrange to meet, and the Employee shall be accompanied by a Bargaining Unit Representative unless the Employee provides written indication to the Union and the supervisor otherwise. The supervisor or appropriate University representative(s) may have such assistance as they deem necessary. The supervisor or appropriate University representative(s) will respond to the complaint within five (5) working days and, if the matter is not resolved, it may be taken up as a grievance.
Sample 1
AutoNDA by SimpleDocs
Pre-Grievance Resolution. By mutual written agreement between the Union and the Human Resources Director (and/or Court Administrator as applicable), the parties may agree to place a potential grievance issuance in abeyance and freeze the timelines to submit a grievance per Section 10.12 Time Limits in order to discuss and resolve matters at the lowest level possible prior to resorting to the formal grievance procedure outlined below.
Sample 1

Related to Pre-Grievance Resolution

  • Grievance Resolution If a grievance is resolved at Step 2 or 3 in the procedure as provided herein, the grievant concerned shall indicate acceptance of the resolution by affixing his/her signature in the appropriate space indicated. If the employee has been represented by the Union at the Step of the procedure at which a resolution is reached, the Union representative shall also sign the appropriate document acknowledging that the employee has accepted the resolution. Decisions on grievances where an employee represents him/herself shall not be considered precedent setting or binding with regard to any future grievances filed with respect to the same or similar matters.

  • Resolution of Grievances In the event of a grievance related to a matter of discipline or any dispute as to the interpretation, application or observance of the provisions of this Agreement other than discipline, it shall be handled in the following manner:

  • Grievance Mediation a) At any stage in the grievance procedure, the parties by mutual consent in writing may elect to resolve the grievance by using grievance mediation. The parties shall agree on the individual to be the mediator and the time frame in which a resolution is to be reached.

  • Problem Resolution The parties will endeavour to resolve any problems identified with the operation of this Agreement as they arise.

  • Complaint Resolution We operate a complaints procedure to enable resolution to complaints; these must be advised in Writing directly to us, to enable our formal complaints process to be applied.

  • 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 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”).

  • 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

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

  • 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.

Time is Money Join Law Insider Premium to draft better contracts faster.