Common use of Alternative to Formal Written Grievance in Cases of Non-Selection Clause in Contracts

Alternative to Formal Written Grievance in Cases of Non-Selection. In the event that an employee believes that his/her non-selection for a position violated the Agreement, he/she may, as an alternative to using the grievance process spelled out in Sections 3.B above, elect instead to meet with his/her supervisor, direct line manager or director, and the MainePERS Human Resources Manager to address the reasons for his/her non-selection and to attempt to develop a program that would address those concerns. Such a program may include in-house training, outside education and/or training approvals and financial support. The program must be consistent with MainePERS’ responsibilities to other employees’ training and development needs and with budget concerns.

Alternative to Formal Written Grievance in Cases of Non-Selection. In the event that an employee believes that his/her non-selection for a position violated the Agreement, he/she may, as an alternative to using the grievance process spelled out in Sections 3.B above, elect instead to meet with his/her supervisor, direct line manager or director, and the MainePERS Human Resources Manager to address the reasons for his/her non-selection and to attempt to develop a program that would address those concerns. Such a program may include in-house training, outside education and/or training approvals and financial support. The program must be consistent with MainePERS’ responsibilities to other employees’ training and development needs and with budget concerns.. Binding Arbitration

Alternative to Formal Written Grievance in Cases of Non-Selection. In the event that an employee believes that his/her non-selection for a position violated the Agreement, he/she may, as an alternative to using the grievance process spelled out in Sections 3.B 3.B. above, elect instead to meet with his/her supervisor, direct line manager or director, and the MainePERS Human Resources Manager to address the reasons for his/her non-selection and to attempt to develop a program that would address those concerns. Such a program may include in-house training, outside education and/or training approvals and financial support. The program must be consistent with MainePERS’ ’s responsibilities to other employees’ training and development needs and with budget concerns.