ADJUSTMENT OF DISPUTES. (a) The Employer and the Union recognize that grievances may arise in each of the following circumstances: (i) By the interpretation or application of: a. a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment; b. a provision of this Collective Agreement or Arbitral Award. (ii) Disciplinary action resulting in demotion, suspension, or a financial penalty. (iii) Dismissal from the Public Service. (iv) Letters of discipline placed on personnel file. (b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows: (i) Where the grievance is one which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act. (ii) Where the grievance is one which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration. (iii) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration. 35.02 If he/she so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level. 35.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her immediate supervisor or local officer- in-charge who shall forthwith: (a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and (b) provide the employee with a receipt stating the date on which the grievance was received by him/her. 35.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought. 35.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps: (a) Initial Level (first level of management) (b) Final Level (Deputy Head) 35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance. 35.07 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union. (a) The Union shall have the right to consult with the Employee Relations Division, Department of Human Resources, with respect to a grievance at each or any level of the grievance procedure. (b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the employee shall be advised twenty- four (24) hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days. 35.09 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 not later than the fifteenth (15th) calendar day after the date on which he/she is notified orally or in writing or on which he/she first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days. 35.10 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level. 35.11 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level: (a) where the decision or settlement is not satisfactory to him/her, within fourteen
Appears in 4 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
ADJUSTMENT OF DISPUTES. (a) The Employer and the Union recognize that grievances may arise in each of the following circumstances:
(i) By the interpretation or application of:
a. (a) a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment;
b. (b) a provision of this Collective Agreement or Arbitral Award.
(ii) Disciplinary action resulting in demotion, suspension, or a financial penalty.
(iii) Dismissal from the Public Service.
(iv) Letters of discipline placed on personnel file.
(b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows:
(i) Where the grievance is one one, which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act.
(iic) Where the grievance is one one, which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration.
(iiid) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration.
35.02 If he/she so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level.
35.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her immediate supervisor or local officer- in-charge who shall forthwith:
(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and
(b) provide the employee with a receipt stating the date on which the grievance was received by him/her.
35.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought.
35.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps:
(a) Initial Level (first level of management)
(b) Final Level (Deputy Head)
35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance.
35.07 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union.
(a) The Union shall have the right to consult with the Employee Relations Division, Department of Human Resources, with respect to a grievance at each or any level of the grievance procedure.
(b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the employee shall be advised twenty- four (24) hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days.
35.09 35.08 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 not later than the fifteenth (15th) calendar day after the date on which he/she is notified orally or in writing or on which he/she first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days.
35.10 35.09 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level.
35.11 35.10 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level:
(a) where the decision or settlement is not satisfactory to him/her, within fourteen
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
ADJUSTMENT OF DISPUTES. (a) The Employer and the Union recognize that grievances may arise in each of the following circumstances:
(i) By the interpretation or application of:
a. (a) a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment;
b. (b) a provision of this Collective Agreement or Arbitral Award.
(ii) Disciplinary action resulting in demotion, suspension, or a financial penalty.
(iii) Dismissal from the Public Service.
(iv) Letters of discipline placed on personnel file.
(b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows:
(i) Where the grievance is one one, which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act.
(iic) Where the grievance is one one, which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration.
(iiid) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration.
35.02 If he/she so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level.
35.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her immediate supervisor or local officer- in-charge who shall forthwith:
(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and
(b) provide the employee with a receipt stating the date on which the grievance was received by him/her.
35.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought.
35.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps:
(a) Initial Level (first level of management)
(b) Final Level (Deputy Head)
35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance.
35.07 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union.
(a) The Union shall have the right to consult with the Employee Relations Division, Department of Human Resources, with respect to a grievance at each or any level of the grievance procedure.
(b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the employee shall be advised twenty- four (24) hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days.
35.09 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 not later than the fifteenth (15th) calendar day after the date on which he/she is notified orally or in writing or on which he/she first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days.
35.10 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level.
35.11 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level:
(a) where the decision or settlement is not satisfactory to him/her, within fourteen
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
ADJUSTMENT OF DISPUTES. (a) 38.01 The Employer and the Union recognize that grievances may arise in each of the following circumstances:
(ia) By by the interpretation or application of:
a. a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment;
b. a provision of this Collective Agreement or Arbitral Award.Agreement; and
(iib) Disciplinary disciplinary action resulting in demotion, suspension, or a financial penalty.; and
(iiic) Dismissal from the Public Service.dismissal; and
(ivd) Letters letters of discipline placed on personnel file.
(b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows:
(i) Where the grievance is one which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act.
(ii) Where the grievance is one which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration.
(iii) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration.
35.02 38.02 If he/she he so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level.
35.03 38.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her his immediate supervisor or local officer- in-charge who shall forthwith:
(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and
(b) provide the employee with a receipt stating level who shall acknowledge the date on which the grievance was received by him/herreceived.
35.04 38.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought.
35.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps:
(a) Initial First Level (first level of managementHousing Manager)
(b) Second Level (Board of Directors)
(c) Final Level (Deputy HeadArbitration)
35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance.
35.07 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union.
(a) 38.05 The Union shall have the right to consult with the Employee Relations Division, Department of Human Resources, Employer with respect to a grievance at each or any level of the grievance procedure.
(b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the 38.06 An employee shall be advised twenty- four (24) hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days.
35.09 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 Clause 38.03 not later than the fifteenth twenty-five (15th25) calendar day days after the date on which he/she he is notified orally or in writing or on which he/she he first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days.
35.10 38.07 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level.
35.11 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level:
(a) where the decision or settlement is not satisfactory to him/her, within fourteen
Appears in 1 contract
Samples: Collective Agreement
ADJUSTMENT OF DISPUTES. (a) The Employer and the Union recognize that grievances may arise in each of the following circumstances:
(i) By the interpretation or application of:
a. (a) a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment;
b. (b) a provision of this Collective Agreement or Arbitral Award.
(ii) Disciplinary action resulting in demotion, suspension, or a financial penalty.
(iii) Dismissal from the Public Service.
(iv) Letters of discipline placed on personnel file.
(b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows:
(i) Where the grievance is one which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act.
(iic) Where the grievance is one which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration.
(iiid) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration.
35.02 34.02 If he/she so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level.
35.03 34.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her immediate supervisor or local officer- officer-- in-charge who shall forthwith:
(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and
(b) provide the employee with a receipt stating the date on which the grievance was received by him/her.
35.04 34.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought.
35.05 34.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps:
(a) Initial Level (first level of management)
(b) Final Level (Deputy Head)
35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance.
35.07 34.06 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union.
(a) The Union shall have the right to consult with the Employee Labour Relations Division, Department of Human Resources, with respect to a grievance at each or any level of the grievance procedure.
(b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the employee shall be advised twenty- four (24) 24 hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days.
35.09 34.08 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 34.04 not later than the fifteenth (15th) calendar day after the date on which he/she is notified orally or in writing or on which he/she first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days.
35.10 34.09 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level.
35.11 34.10 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level:
(a) where the decision or settlement is not satisfactory to him/her, within fourteen
Appears in 1 contract
Samples: Collective Agreement
ADJUSTMENT OF DISPUTES. (a) The Employer and the Union recognize that grievances may arise in each of the following circumstances:
(i) By the interpretation or application of:
a. a provision of an Act, or a regulation, direction or other instrument made or issued by the Employer dealing with terms or conditions of employment;
b. a provision of this Collective Agreement or Arbitral Award.
(ii) Disciplinary action resulting in demotion, suspension, or a financial penalty.
(iii) Dismissal from the Public Service.
(iv) Letters of discipline placed on personnel file.
(b) The procedure for the final resolution of the grievances listed in (a)(i) above is as follows:
(i) Where the grievance is one which arises in circumstances outlined in (a)(i)(a) or in (iv), the final level of resolution is to the Minister responsible for the Public Service Act.
(ii) Where the grievance is one which arises out of the interpretation or application of the Collective Agreement the final level of resolution is to arbitration.
(iii) Where the grievance arises as a result of disciplinary action resulting in demotion, suspension, or a financial penalty or dismissal from the Public Service, the final level of resolution is to arbitration.
35.02 If he/she so desires, an employee may be assisted and represented by the Union when presenting a grievance at any level.
35.03 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit this grievance to his/her immediate supervisor or local officer- officer-in-charge who shall forthwith:
(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level; and
(b) provide the employee with a receipt stating the date on which the grievance was received by him/her.
35.04 A grievance of an employee shall not be deemed to be invalid by a reason only of the fact it is not in accordance with the form supplied by the Employer. When filing a grievance, the employee shall make an effort to state the nature of the grievance, the circumstances from which it arose, the Articles that have been infringed upon and the redress sought.
35.05 Except as otherwise provided in this Agreement a grievance shall be processed by recourse to the following steps:
(a) Initial Level (first level of management)
(b) Final Level (Deputy Head)
35.06 The Employer and the Union shall meet at the Initial Level of the grievance procedure with respect to each grievance.
35.07 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated, together with the name or title and address of the immediate supervisor or local officer-officer- in-charge to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies, or otherwise as determined by agreement between the Employer and the Union.
(a) The Union shall have the right to consult with the Employee Relations Division, Department of Human ResourcesFinance, with respect to a grievance at each or any level of the grievance procedure.
(b) Where an employee is required to attend a meeting with the Employer or a representative of the Employer to deal with matters that may give rise to the suspension or discharge of an employee, the employee shall be advised twenty- twenty-four (24) hours in advance of the meeting of his/her right to have a representative of the Union at the meeting. At the employee’s request, the meeting will be postponed for a maximum of three (3) working days.
35.09 An employee may present a grievance to the first level of the procedure in the manner prescribed in Article 35.03 not later than the fifteenth (15th) calendar day after the date on which he/she is notified orally or in writing or on which he/she first becomes aware of the action or circumstances giving rise to the grievance, excepting only where the grievance arises out of the interpretation or application with respect to him/her of this Collective Agreement, in which case the grievance must be presented within thirty (30) calendar days.
35.10 The Employer shall reply in writing to an employee's grievance within fourteen (14) calendar days at the first level, and within thirty (30) calendar days at the Final Level.
35.11 An employee may present a grievance at each succeeding level in the grievance procedure beyond the first level:
(a) where the decision or settlement is not satisfactory to him/her, within fourteenfourteen (14) calendar days after that decision or settlement has been conveyed in writing to him/her by the Employer; or
(b) where the Employer has not conveyed a decision to him/her within the time prescribed in Article 35.10 within fourteen (14) calendar days after the day the reply was due.
35.12 Where an employee has been represented by the Union in the presentation of his/her grievance, the Employer will provide the appropriate representative of the Union with a copy of the Employer's decision at each level of the grievance procedure at the same time that the Employer's decision is conveyed to the employee.
35.13 No employee shall be dismissed without first being given notice in writing together with the reasons therefore. When the Employer dismisses an employee the grievance procedure shall apply except that the grievance may be presented at the final level.
35.14 The Union shall have the right to initiate and present a grievance on matters relating to health and safety to any level of management specified in the grievance procedure on behalf of one or more members of the Union.
35.15 An employee shall have the right to present a grievance on matters relating to the application or interpretation of this Agreement provided he/she first obtains the authorization of the Union prior to presenting such grievance.
35.16 An employee may, by written notice to the Deputy Head, withdraw a grievance provided that, where the grievance is one arising out of the application or interpretation of this Agreement, his/her withdrawal has the endorsement, in writing, of the Union.
35.17 The Union shall have the right to initiate and present a grievance to any level of management specified in the grievance procedure related to the application or interpretation of this Agreement on behalf of one or more members of the Union.
35.18 Any remedy resulting from a negotiated resolution or mediated settlement shall be implemented within 30 calendar days.
35.19 The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee, and where appropriate, the Union representative.
35.20 No proceedings under this Article are invalid by reason of any defect of form or any technical irregularity.
35.21 Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement including any question as to whether a matter is arbitral or where an allegation is made that a term or condition of this Agreement has been violated, either of the parties may, after exhausting the grievance procedure in this Article, notify the other party in writing within twenty-one (21) days of the receipt of the reply at the Final Level, of his/her desire to submit the difference or allegation to arbitration under the Public Service Act.
(a) The parties agree that arbitration referred to in Clause 35.21 shall be by a single arbitrator, agreed upon by representatives of the parties from the following main and supplementary lists:
(i) Main Arbitrators: Xxxxxxx Xxxxx Xxxxx Xxxxx Xxxxxxx Xxxxxx Xxxxx Xxxxxxxx
(ii) Supplementary Arbitrators:
(b) If the parties are unable to agree upon an arbitrator, either party may, within a thirty (30) day period, apply to The Nunavut Court of Justice to appoint an arbitrator from;
(i) the main list referred to in Clause 35.22(a)(i); or
(ii) in the event there are no arbitrators on the main list the parties will exchange lists consisting of two arbitrators they have selected from the supplementary list (35.22(a)(ii)). Each party will then have the right to veto one of the arbitrators from the other parties’ list. The selection will then be made from the remaining arbitrators by the Nunavut Court of Justice.
(iii) When an arbitrator from the supplementary list (35.22(a)(ii)) is used for four (4) formal arbitrations and neither the Union nor the Employer have any objections that arbitrator will be moved to the main list (35.22(a)(i)).
(c) (i) Either party may have an arbitrator removed from either list by providing notice to the other party.
Appears in 1 contract
Samples: Collective Agreement
