Common use of Administration of the Grievance Procedure Clause in Contracts

Administration of the Grievance Procedure. 1. As used herein, a “formally submitted grievance” shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; filed and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; filed and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s Resources action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s Resources action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. a. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. b. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. c. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. d. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. e. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. f. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. g. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-section- wide basis in an emergency situation. Emergencies shall be defined as a natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. a. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandumMemorandum, law, ordinanceCounty Ordinance, resolution, regulation County Personnel Rule or rule Regulation alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. b. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. c. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) calendar days thereafter, appeal to the next step in the procedure. 4. d. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. e. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. f. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. g. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-– wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party party, which loses the appeal of the Director of Human Resource’s action under this section section, shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. a. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandumMemorandum, law, ordinanceCounty Ordinance, resolution, regulation County Personnel Rule or rule Regulation alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. b. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. c. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) calendar days thereafter, appeal to the next step in the procedure. 4. d. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. e. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. f. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. g. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-–wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party party, which loses the appeal of the Director of Human Resource’s action under this section section, shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. a. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. b. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. c. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. d. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the proceduretheprocedure. 5. e. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. f. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. g. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as a natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. ‌ As used herein, a “formally submitted grievance” shall include a concise description of the problem; the section or sections of the memorandumMOU, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; filed and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County District representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days five (5) business thereafter, appeal to the next step in of the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources Director and the Association/Union. 7Organization. After consultation with the Association/UnionOrganization, the Director of Human Resources Director may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Organization may appeal the suspension or consolidation action of the Director of Human Resources at Director to the arbitration Board of Directors step of the grievance procedure. In the event of such appeal, the County and the Association/Union agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. a. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandumMemorandum, law, ordinanceCounty Ordinance, resolution, regulation County Personnel Rule or rule Regulation alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. b. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. c. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) calendar days thereafter, appeal to the next step in the procedure. 4. d. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. e. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. f. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. g. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-– wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party party, which loses the appeal of the Director of Human Resource’s action under this section section, shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; filed and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.two

Administration of the Grievance Procedure. 1. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandum, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) days thereafter, appeal to the next step in the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. c. As used herein, a “"formally submitted grievance” " shall include a concise description of the problem; the section or sections of the memorandumMemorandum, law, ordinanceCounty Ordinance, resolution, regulation County Personnel Rule or rule Regulation alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; and the signature(s) of the person or persons filing the grievance. 2. d. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, limits the grievance shall be considered resolved. 3. e. If a County representative does not render a decision to the employee within the time limits, the employee may, within seven (7) calendar days thereafter, appeal to the next step in the procedure. 4. f. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. g. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. h. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources and the Association/Union. 7. i. After consultation with the Association/Union, the Director of Human Resources may temporarily suspend or consolidate grievance processing on a section-– wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union Association may appeal the suspension or consolidation action of the Director of Human Resources at the arbitration step of the grievance procedure. In the event of such appeal, the County and the Association/Union Association agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party party, which loses the appeal of the Director of Human Resource’s action under this section section, shall pay the full cost of the arbitrator.

Administration of the Grievance Procedure. 1. ‌ As used herein, a “formally submitted grievance” shall include a concise description of the problem; the section or sections of the memorandumMOU, law, ordinance, resolution, regulation or rule alleged to have been violated; the proposed remedy; the date of the grievance; the date the grievance was filed; filed and the signature(s) of the person or persons filing the grievance. 2. If an employee does not present the grievance, or does not appeal the decision rendered regarding the grievance within the time limits, the grievance shall be considered resolved. 3. If a County District representative does not render a decision to the employee within the time limits, the employee may, within seven five (75) business days thereafter, appeal to the next step in of the procedure. 4. If in the judgment of a management representative, the management representative does not have the authority to resolve the grievance, the grievance may be referred to the next step of the procedure. 5. By agreement in writing, the parties may extend any and or all of the time limits of the grievance procedure. 6. A copy of all formal grievance decisions shall be forwarded to the grievant, the Director of Human Resources Director and the Association/Union. 7. After consultation with the Association/Union, the Director of Human Resources Director may temporarily suspend or consolidate grievance processing on a section-wide basis in an emergency situation. Emergencies shall be defined as natural or civil disaster or overburdening of the grievance procedure by submission of multiple grievances filed as a job action tactic. The Association/Union may appeal the suspension or consolidation action of the Director of Human Resources at Director to the arbitration Board of Directors step of the grievance procedure. In the event of such appeal, the County and the Association/Union agree to jointly request a list of arbitrators from the State Mediation and Conciliation Service within two (2) working days of the Director of Human Resource’s action and to select an arbitrator within five (5) calendar days of receipt of the list. The party which loses the appeal of the Director of Human Resource’s action under this section shall pay the full cost of the arbitrator.