3rd step. The full time Union Representative will advise the Operations Manager or their designate that they wish to table the grievance to be discussed at the monthly Union Shop Committee Meeting in an attempt to resolve the issue. The Director of Employee Relations or their designate will be in attendance to discuss the matter with the Operations Manager or their designate. The Company shall respond to the grievance in writing within ten (10) calendar days of the monthly Union Shop Committee meeting.
3rd step. If settlement is not reached, the matter is referred to more senior management of the Company and any more senior representative of the employee.
3rd step. An employee affected by the application of either of the two preceding steps or who has been unable to avail herself or himself of them shall bump the employee with another job title but the same status who has the least seniority among the employees who hold positions, providing that she/he meets the normal requirements of the job. Nevertheless, an employee whose job title is included in one of the following sectors of work: - graduate technician - professional shall not be obliged to bump an employee whose job title is included in a different sector of work. Requirements must be relevant and related to the nature of the duties. Employees shall exercise their seniority rights in the manner set out in this clause, providing there is an employee with less seniority. An employee who fails to bump when it is possible for her/him to do so shall be deemed to belong to the institution’s recall list. The employee shall then be governed by the provisions of Article 6 (L) – “Rules applicable to employees on temporary assignments.” She/he shall then cease to benefit from the application of Article 15 of the National Provisions on the job security system. When a part-time employee bumps another part-time employee, in addition to abiding by the rules set out in each step she/he shall bump an employee who holds a position with an equal or greater number of hours of work than her/his own. She/he may also bump a part-time employee who holds a position with fewer hours of work than her/his own position. An employee benefiting from one of the forms of leave provided for in clauses 7.18, 22.05, 22.19, 22.19A, 22.27 or Article 34 of the National Provisions, or clauses 18.01B or 18.03 of the local provisions, who is affected by the bumping procedure during such leave must make her/his bumping choice without waiting to return to work, unless the employee is ill or suffering from an employment injury or cannot be reached.
3rd step. If settlement is not reached, the matter is referred to more senior management of Amcor and any more senior representative of the employee.
3rd step. If the complaint is not resolved at the second step, the complainant may appeal the decision of the Administrator to the Superintendent or his or her designee from the central office staff within ten (10)school days following receipt of the written decision at the second step. Within ten (10) school days after written appeal of the complaint is filed, the complainant, who may be accompanied by a licensed staff member of his or her choosing, and the Superintendent or his or her designee from the central office staff, shall meet at a mutually agreeable time to discuss the complaint. If the complaint is not resolved to the satisfaction of the complainant at this meeting, the Superintendent or his or her designee shall prepare and deliver a written decision to the complainant within ten (10) school days following said meeting.
3rd step. The affected employee who cannot use the second step must bump in another job title in the same group in the same centre of activities, status, and shift or on another shift, the employee with the least seniority, providing she meets the normal requirements of the job. Failing to use the procedure described above when it is possible for her to do so, the employee is granted a part-time position left vacant after posting with at least four (4) shifts per fourteen (14) days. Failing to accept this position or if such a position is not available, she is deemed to have resigned. Every employee thus bumped may exercise her seniority rights in the manner described above providing there is an employee with less seniority.
3rd step. If settlement is not reached, the matter is referred to more senior management of the Ensign.
3rd step. If, after a sincere effort, it is found impossible to reach a solution locally, the grievance shall be dealt with by representatives of the Head Office of the Company and the Business Representative of the Union, who shall endeavour to reach a settlement. Disciplinary grievances will not be processed at the 3rd step unless the grievance involves group discipline in which case a 3rd step meeting may be requested by either the Company or the Union. When the 3rd step does not apply, the fifteen days specified in Article 8, Dismissal or Suspension, shall apply after the 2nd step.
