Response to Grievance Sample Clauses

Response to Grievance. 15 The Supervisor shall communicate the decision to the grievant in 16 writing ten (10) days after receiving the grievance. If the Supervisor 17 does not respond within the time limits, the grievant may appeal to the 18 next level.
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Response to Grievance. The administrator shall provide a written response to the Grievant within ten (10) scheduled work days. The District shall forward a copy of both the grievance and the response to the AFT-Y President. If AFT-Y agrees with the District’s decision, the grievance shall be deemed closed and settled on the District’s final answer.
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Response to Grievance. Check Applicable Blank(s) Denied Resolved Meeting Requested by Union If Meeting Requested, date of meeting: If grievance denied, give reason for denial: THE RESPONSE TO STEP 2 MUST BE SUBMITTED TO THE UNION WITHIN 20 DAYS OF: THE DATE THE GRIEVANCE WAS RECEIVED; OR THE DATE OF THE STEP 2 MEETING Union’s Response to Step 2 Decision: Check Applicable Blank(s) Withdrawn Appeal to Step 3 Date Appeal sent to Department: Dated: Signature of Department Representative ********************************************************************************************* STEP THREE Response to Grievance: Check Applicable Blank(s) Denied Resolved Meeting Requested by Union If Meeting Requested, date of meeting: If grievance denied, give reason for denial: THE RESPONSE TO STEP 3 MUST BE SUBMITTED TO THE UNION WITHIN 20 DAYS OF: THE DATE THE GRIEVANCE WAS RECEIVED; OR THE DATE OF THE STEP 2 MEETING Union’s Response to Step 3 Decision: Check Applicable Blank(s) Withdrawn Appeal to Step 4 (Arbitration) ATTACHMENT “C” CITY OF MINNEAPOLIS And MINNEAPOLIS PUBLIC WORKS ENGINEERS' ASSOCIATION (Professional Engineers Unit) LETTER OF AGREEMENT Return to Work/Job Bank Program and Related Matters The City of Minneapolis and the Minneapolis Public Works Engineers’ Association (hereinafter referred to as the Employer and the Association, respectively or the Parties, collectively) have entered into a collective bargaining agreement (the Agreement) for the period from January 1, 2018 through December 31, 2018. The Agreement covers the terms and conditions of employment of certain employees of the Employer who are represented for purposes of collective bargaining by the Union. This Letter of Agreement outlines additional agreements between the Parties which were reached during the term of the Agreement and which the Parties now desire to confirm. GENERAL PROVISIONS OF THE RETURN TO WORK PROGRAM: The employee’s Return to Work Program provides for the timely return to work of employees injured on the job who have temporary and/or permanent restrictions. This program will assist active employees in finding temporary assignments within their medical restrictions; it is not intended to provide services to temporary employees or sworn employees. Participation in the Return to Work Program is based on a medical release to return to work. Upon receipt of the medical release, the employer shall make every effort to provide appropriate work activity within three (3) working days of the receipt of the me...
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Related to Response to Grievance

  • Notice of Grievance Until Borrower or Lender has notified the other party (in accordance with Section 16) of an alleged breach and afforded the other party a reasonable period after the giving of such notice to take corrective action, neither Borrower nor Lender may commence, join, or be joined to any judicial action (either as an individual litigant or a member of a class) that (a) arises from the other party’s actions pursuant to this Security Instrument or the Note, or (b) alleges that the other party has breached any provision of this Security Instrument or the Note. If Applicable Law provides a time period that must elapse before certain action can be taken, that time period will be deemed to be reasonable for purposes of this Section 23. The notice of Default given to Borrower pursuant to Section 26(a) and the notice of acceleration given to Borrower pursuant to Section 19 will be deemed to satisfy the notice and opportunity to take corrective action provisions of this Section 23.

  • Statement of Grievance The grievance shall contain a statement of:

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • Submission of Grievance 1. Before a submission of a written grievance, the aggrieved party must attempt to resolve the grievance informally with the grievant's immediate supervisor.

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. Individual Provider grievances shall be submitted by email to xxxxx.xxxxxxxxx@xxx.xx.xxx. Grievances as a result of employment or actions with the Consumer Directed Employer will be processed with the contact information provided in Step 1. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. Step 3. (Optional) Mediation As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • 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.

  • Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer.

  • Technical Objections to Grievance No grievance will be defeated or denied by any minor technical objection.

  • Filing a Grievance Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. If the Union does so, it will set forth the name of the employee or the names of the group of employees.

  • Informal Grievance The aggrieved employee or group of employees or a representative of the Union shall orally present the grievance to the employee's Supervisor or his/her designated representative within five (5) standard working days following the occurrence of events on which the grievance is based. The Supervisor shall give his/her answer within five (5) standard working days of the date of presentation of the grievance. Grievance settlements at the informal level shall set no precedents in any future MOU interpretation.

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