Informal Resolutions. The grievance procedure outlined herein is designed to facilitate resolution of disputes at the lowest possible level of the procedure. It is therefore urged that the parties attempt informal resolution of all disputes and to avoid the formal procedures.
Informal Resolutions. The grievance procedure outlined herein is designed to facilitate resolution of disputes at the lowest possible level of the procedure. It is therefore urged that the parties attempt informal resolution of all disputes and to avoid the formal procedures. Section Five. A grievance shall be deemed waived unless submitted at Step I within thirty (30) days from the date of the cause of the grievance or within (30) days from the date the grievant or any Union representative or xxxxxxx knew or through reasonable diligence should have known of the cause of the grievance.
Informal Resolutions. The grievance procedure outlined hereunder is designed to resolve grievances promptly at the lowest level. Informal discussions between the employee and the Union and agency managers are encouraged prior to using the grievance procedure detailed in Section 6 of this article.
Informal Resolutions. Employees and supervisors are encouraged to resolve matters concerning discipline through informal processes. Employees are entitled to Union Representation at meeting which may result in disciplinary action. It is the employee’s responsibility to notify the District if they desire union representation.
Informal Resolutions. The grievance procedure outlined herein is designed to facilitate resolution of dispute at the lowest possible level of the procedure. It is therefore urged that the parties attempt prompt resolution of all disputes and seek to avoid the formal procedures through informal resolution. Section Five. A grievance shall be deemed waived unless submitted at Step I within thirty (30) days from the date of the cause of the grievance or within thirty (30) days from the date the grievant or any Union representative or xxxxxxx knew or through reasonable diligence should have known of the cause of the grievance. This provision shall not preclude a grievant from making a claim of and obtaining a prospective remedy for a continuing or ongoing violation. Section Six. The Grievance Procedure.
Informal Resolutions. Most grievances arise from misunderstandings or disputes, which can be settled promptly and satisfactorily on an informal basis. The use of ADR is encouraged. The parties agree that every effort will be made to settle grievances at the lowest possible level. Inasmuch as dissatisfactions and disagreements arise occasionally among people in any work situation, the filing of a grievance shall not be construed as reflecting unfavorably on an employee’s good standing, performance, loyalty, or desirability to the Department. Reasonable time during work hours will be allowed for employees and Union representatives to discuss, prepare for, and present grievances including attendance at meetings with management officials concerning the grievances, consistent with Article 48 - Official Time and local supplemental agreements.
Informal Resolutions. Wherever possible, informal resolutions to disputes are encouraged. When pursuing the formal grievance process, the grievance must be reduced to writing and must specify the nature of the grievance, the provision(s) of this Agreement at issue, and the relief requested.
Informal Resolutions. Before reaching a determination regarding responsibility, but only after a formal complaint is filed, the District may offer and facilitate the use of an informal resolution process, such as mediation, that does not involve a full investigation and adjudication of the formal complaint. It is anticipated that most informal resolutions will be completed within 10 school days. The District will not require that parties participate in an informal resolution process. The District will not offer or facilitate an informal resolution process to resolve allegations that an employee sexually harassed a student. Further, the District will not require the waiver of the right to an investigation and adjudication of formal complaints of sexual harassment as a condition of enrollment or continuing enrollment, or employment or continuing employment, or enjoyment of any other right. If the District offers and facilitates the use of an informal resolution process, it will:
Informal Resolutions. A. Most grievances arise from misunderstandings or disputes which can be settled promptly and satisfactorily on an informal basis.
Informal Resolutions. Minor conduct issues can often be resolved informally between employees and their line manager, although there is no obligation on MTR Crossrail to resolve things informally where in its view a formal procedure would be more appropriate. Informal discussions should be held in private and without unreasonable delay whenever there is cause for concern. Where appropriate, the employee will be informed that a note of any such informal discussions may be placed on their HR file, and if relevant may be used for the purposes of any future disciplinary hearings for up to six months.
