Procedural Information. A. In adverse actions pursuant to 5 U.S.C. 7512, allegations of Equal Employment Opportunity discrimination, prohibited personnel practices under 5 U.S.C. 2302(b)(1), and removal or reduction-in-grade for unacceptable performance (5 U.S.C. 4303), an aggrieved employee may use either the negotiated grievance procedure or the statutory appeals procedure, but not both. An employee shall be deemed to have exercised his or her option at such time as the employee initiates a timely complaint or appeal under the applicable statutory procedure or timely files a written grievance in accordance with the provisions of the grievance procedure, whichever occurs first.
Procedural Information. A. In adverse actions (5 U.S.C. 7512), EEO discrimination complaints, prohibited personnel practices under Section 2302 (b) (1), and removal or reduction-in-grade for unacceptable performance (5 U.S.C. 4303), an aggrieved employee may use either the negotiated grievance procedure or the statutory appeals procedure but not both. An employee shall be deemed to have exercised his/her option at such time as the employee initiates a timely complaint or appeal under the applicable statutory procedure or timely files a grievance, in writing, in accordance with the provisions of the NGP, whichever occurs first.
Procedural Information. Date Investigation Completed: Facility or Site Name: Facility type (circle one): 1) MOH 2) Key Population 3) Private 4) Other: _____________________________________________________________ Name, Title, and Phone Number of Person Completing This Form:
Procedural Information. In adverse actions (5 USC 7512), EEO discrimination complaints, prohibited personnel practices under 5 USC 2302(b)(1), and removal or reduction-in-grade for unacceptable performance (5 USC 4303), an aggrieved employee may use either the Negotiated Grievance Procedure or the statutory appeals procedure, but not both. An employee shall be deemed to have exercised his/her option at such time as the employee initiates a timely complaint or appeal under the applicable statutory procedure, or timely files a grievance, in writing, in accordance with the provisions of the Negotiated Grievance Procedure, whichever occurs first. An employee may present a grievance to Management and have it resolved with or without the services of NWSEO. If presented without NWSEO representation, such grievances may be resolved without NWSEO intervention, provided the resolution is not inconsistent with the terms of this Agreement. However, NWSEO has the right to be present at any meetings conducted by Management with the grievant when such meetings are related to an active grievance. Employees who choose to present their own grievances without intervention by the Union are not entitled to further review or consideration beyond the opportunity to present their grievances and have them adjudicated, affirmatively, or negatively. The decision on such a grievance is final as to the employee who chooses to present his or her grievance without the intervention of the Union. The NWSEO President will be provided with a copy of the adjudication. Should Management or NWSEO question the arbitrability of a matter presented under the terms of this Agreement, that matter will be presented to an arbitrator in accordance with Article 11 (Arbitration), Arbitration. The issue of arbitrability shall be decided in a separate hearing prior to any review or decision on the merits of the grievance unless the parties mutually agree that arbitrability and the merits of the grievance will be heard in the same hearing.
