Resolution of Grievances and Employee Standing Sample Clauses

Resolution of Grievances and Employee Standing. A. Employees dissatisfied with an order properly grounded in supervisory authority must follow the order first and then grieve the matter, except in situations posing a real and immediate hazard to the employee’s health and safety.
Sample 1Sample 2See All (5)
AutoNDA by SimpleDocs
Resolution of Grievances and Employee Standing. A. The Union and the Agency agree that grievances should be settled in an orderly, prompt and equitable manner so that the efficiency of the Agency may be maintained and morale of employees shall not be impaired. Efforts shall be made by the Agency and the Union to settle grievances at the lowest appropriate level of supervision. Employees and their representatives will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal, consistent with 5 USC, Chapter 71, and this Agreement, in seeking adjustment of grievances. Employees shall be authorized a reasonable amount of duty time, (requested in advanced and mutually agreeable with management), to prepare and participate in grievances, including individual or group grievances.
Sample 1
Resolution of Grievances and Employee Standing. The Union and the Administration agree that grievances should be settled in an orderly, and prompt and equitable manner so that the efficiency of the Administration may be maintained and morale of employees shall not be impaired. Every effort shall be made by the Administration and the Union to settle grievances at the first level of supervision. Employees and their representatives will be unimpeded and free from restraint, interference, coercion, discrimination or reprisal, consistent with 5 U.S.C. 71 and this agreement, in seeking adjustment of grievances. In accordance with Article 40, Alternate Dispute Resolution (ADR) is an option available to the parties to address disputes. Before the Agency or Union is required to render a decision at the last step of the grievance process, the written grievance must describe the matter(s) being grieved, including the date of the occurrence and the individuals involved. The written grievance must also identify the article(s), and section(s) of the agreement that are involved, and state the requested relief. If the grievance is still unclear after the grieving party has provided the above information required by the last step of the grievance process, management should seek clarification of the matter being grieved before rendering the decision. Only issues identified in the written grievance will be considered by the grievance deciding official. Neither party may consider issues that were not raised at the last step of the grievance process. An arbitrator may only consider issues that were raised at the last step of the grievance process.
Sample 1
Resolution of Grievances and Employee Standing. A. The Union and the Agency agree that grievances should be settled in an orderly, prompt, and equitable manner so that the efficiency of the Agency may be maintained, and morale of employees shall not be impaired. Efforts shall be made by the Agency and the Union to settle grievances at the lowest appropriate level of supervision. Employees and their representatives will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal, consistent with 5 U.S.C. Chapter 71, and this agreement, in seeking adjustment of grievances. Employees shall be authorized a reasonable amount of duty time (requested in advance and mutually agreeable with management), to prepare and participate in grievances, including individual or group grievances. Authorized reasonable time is normally up to two (2) hours of duty time, with additional time considered upon request in writing with a brief explanation for the request.
Sample 1
Resolution of Grievances and Employee Standing. A. Employees must comply with supervisory orders unless obeying the order would be unlawful or compliance would pose an imminent risk of death or serious bodily harm coupled with a reasonable belief that there is insufficient time to seek effective redress through normal hazard reporting and abatement procedures..
Sample 1

Related to Resolution of Grievances and Employee Standing

  • 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:

  • Arbitration of Grievances If a grievance brought under Division B (GRIEVANCES) of this Article is not resolved at Step Three of that procedure, the Association may submit the matter to arbitration. Notice of intent to arbitrate (Appendix D) must be filed with the President of the University within twenty (20) working days of the date of the decision at Step Three. If no notice of intent to arbitrate is filed within the time limit, the right to arbitrate is thereby waived.

  • Recognition of Union Stewards and Grievance Committee In order to provide an orderly and speedy procedure for the settling of grievances, the Employer acknowledges the rights and duties of the Union Stewards. The Xxxxxxx shall assist any Employee, which the Xxxxxxx represents, in preparing and presenting her grievance in accordance with the grievance procedure.

  • Initiation of Grievance When a dispute arises, an attempt shall be made by the Faculty Member to settle the grievance with the appropriate management representative. Failing a satisfactory solution, the Faculty Association shall initiate an informal meeting between the Grievor, a Faculty Association representative and the relevant Xxxx or the administrative supervisor in the case of a Librarian or Counsellor within ten working days after the situation leading to the grievance has arisen or within ten working days from the time the Faculty Member should reasonably have known of the occurrence of the situation giving rise to the grievance.

  • Labor and Employment Matters (a) Except as set forth in Section 3.25 of the Company Disclosure Schedule, (i) there is no labor strike, material labor dispute, slowdown, stoppage or lockout actually pending, or, to the knowledge of the Company, threatened against the Company or any of its Subsidiaries, and during the past three years there has not been any such action, (ii) no labor organization claims to represent the employees of the Company or any of its Subsidiaries, (iii) neither the Company nor any of its Subsidiaries is a party to or bound by any collective bargaining or similar agreement governing terms and conditions of employment with any labor organization, (iv) none of the employees of the Company or any of its Subsidiaries is represented by any labor organization and the Company does not have any knowledge of any current organizing activities on behalf of any labor organization among the employees of the Company or any of its Subsidiaries, nor, to the knowledge of the Company, does any question concerning representation exist concerning such employees, (v) there is no pending, or to the knowledge of the Company, threatened material unfair labor practice charge or complaint against the Company or any of its Subsidiaries before the National Labor Relations Board or any similar state or foreign agency, (vi) there is no material grievance arising out of any collective bargaining agreement, (vii) no material charges with respect to or relating to the Company or any of its Subsidiaries are pending before the Equal Employment Opportunity Commission or any other agency responsible for the prevention of unlawful employment practices, (viii) neither the Company nor any of its Subsidiaries has received notice of the intent of any federal, state, local or foreign agency responsible for the enforcement of labor or employment laws to conduct an investigation with respect to or relating to the Company or any of its Subsidiaries and no such investigation is in progress, (ix) the Company has procedures in place for collecting information about employee eligibility on Form I-9, collects such information and follows applicable Laws governing U.S. citizenship in all material respects, and (x) there are no material complaints, lawsuits or other proceedings pending or, to the knowledge of the Company, threatened in any forum by or on behalf of any present or former employee of the Company or any of its Subsidiaries alleging breach of any express or implied contract of employment, any law or regulation governing employment or the termination thereof or other discriminatory, wrongful or tortious conduct in connection with the employment relationship.

  • Resolution of disputes and grievances (a) For the purpose of this clause 14, a dispute includes a grievance.

  • Submission of Grievances A. Any employee or group of employees shall have the right to present a grievance. No employee or group of employees shall be hindered from or disciplined for exercising this right.

  • ASSOCIATION AND EMPLOYEE RIGHTS A. The exclusive Representative ("Association") shall have the right to represent its members in employment relations with the District.

  • Definition of Grievance A grievance shall be defined as any difference arising out of the interpretation, application, administration, or alleged violation of the Collective Agreement.

  • Consolidation of Grievances If the grievance involves a group of employees or if a number of employees file separate grievances on the same matter, the grievances shall, whenever possible, be handled as a single grievance.

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