Common use of ARTICLE GRIEVANCE PROCEDURE Clause in Contracts

ARTICLE GRIEVANCE PROCEDURE. The Company agrees to notify the Union of the reason for the discharge of any employee. Any discharge may be discussed as a grievance. In the event that an employee is discharged and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed for the time lost by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect of the period involved for which the employee is to be reimbursed. The Company agrees to forward to the Union Bargaining Committee a copy of any written reprimand placed in an employee's file on or after the effective date of this agreement, except when the employee concerned requests the Company not to do so at the time of the reprimand discussion. The Company and the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill be given for just cause, and in a progressive manner except in the case of a matter of significant severity. When discipline is to be given, the Company will provide a copy, with reasons, to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company shall be handled as follows: The employee shalltake up his grievancedirectly with the shift section head or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission of the employee’s supervisor another xxxxxxx may be consulted on a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor five

ARTICLE GRIEVANCE PROCEDURE. The Company agrees It is the intent of this Agreement to notify adjust as quickly as possible any complaints or differences between the Union parties arising from the interpretation, application, administration or alleged contravention of this Agreement, including any question as to whether a matter is arbitrable. STAGE ONE It is the mutual desire of the reason for parties that complaints of employees be adjusted as quickly as possible and it is understood that if an employee has a complaint, the discharge employee shall meet, where practical, and discuss it with the employee's immediate supervisor within thirty (30) days after the circumstances giving rise to the complaint have occurred or have come or ought reasonably to have come to the attention of the employee in order to give the immediate supervisor an opportunity of adjusting the complaint. If any employee. Any discharge complaint or difference is not satisfactorily settled by the supervisor within seven (7) days of the discussion meeting, it may be discussed as processed within an additional ten (10) days in the following manner: STAGE TWO If the complaint or difference is not resolved under Stage One, the employee may file a grievance, in writing, through the Union, with the senior human resources representative in the ministry or his or her designee. In The senior human resources representative or his or her designee shall hold a meeting with the event that an employee is discharged and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed for the time lost by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect within fifteen (15) days of the period involved for which receipt of the employee is to be reimbursed. The Company agrees to forward grievance and shall give the his or her decision in writing within seven (7) days of the meeting with a copy to the Union Bargaining Committee a copy of any written reprimand placed in an employee's file on or after xxxxxxx. If the effective date of this agreement, except when is not satisfied with the employee concerned requests the Company not to do so at the time decision of the reprimand discussionsenior human resources representative or his or her designee or if he or she does not receive the decision within the specified time, the may apply, through the Union, to the Grievance Settlement Board for a hearing of the grievance within fifteen (15) days of the date he or she received the decision or within fifteen (15) days of the specified time limit for receiving the decision. The Company employee, at his or her option, may be accompanied and represented by a Union representative at Stage Two of the Unionwill make every assist an grievance procedure. An employee tocorrect their actions prior who is a or complainant and who makes application, through the Union, for a hearing before the or the Ontario Labour Relations Board shall be allowed leave of absence with no loss of pay and with no loss of credits, if required to imposing disciplinebe in attendance by the Board or Tribunal. Disciplinewill Article shall also apply to or mediation under auspices of the or An employee who has a grievance and is required to attend meetings at Stage One and Two of the grievance procedure shall be given for just cause, time off with no loss of pay and in a progressive manner except in with no loss of credits to attend such meetings. shall also to to represent the case at Stage Two of a matter of significant severity. When discipline is to be given, the Company will provide a copy, with reasons, to both the employee and the xxxxxxxgrievance procedure. The employee and/or Union shall advise the xxxxxxx (senior human resources representative of the affected ministries with copies to the employee’s authorization) will be given access to that employee’s personnel file once a year on appointmentDirector, inthe presenceof Corporate Labour Secretariat, of the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company shall be handled as follows: The employee shalltake up his grievancedirectly with the shift section head or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, Union Stewards together with the employeeareas they are authorized to represent, may take the matter up with the sectionhead or supervisor. the permission of the employee’s supervisor another xxxxxxx may which list shall be consulted on a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor fiveupdated at least every six (6)months.

ARTICLE GRIEVANCE PROCEDURE. The Company agrees For the purposes of this Agreement, a grievance is a complaint which has been reduced to notify writing respecting the meaning and/or application of the provisions of this Agreement and all matters pertaining thereto. A grievance concern a difference arising between an employee and the Employer or the Union and the Employer. The Parties to this Agreement share a desire to adjust employee complaints as quickly as possible. An employee shall discuss his/her complaint with his/her immediate supervisor within five days of the reason for occurrence giving rise to the discharge of any employeecomplaint so as to afford the supervisor an opportunity to resolve the complaint. Any discharge The employee may be accompanied by a representative of the Union when the complaint is being discussed as a grievancewith the supervisor. In the event It is agreed that an employee is discharged shall not file a grievance until he/she has discussed his/her complaint with his/her supervisor in accordance with paragraph When an employee has presented his/her complaint to his/her supervisor and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed for the time lost by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect complaint has not been resolved to his/her satisfaction within three days of the period involved for which meeting, he/she may file a grievance with the employee is to be reimbursedUnion Grievance Committee. The Company agrees to forward to the Union Bargaining Committee a copy of any written reprimand placed in an employee's file on or after the effective date of this agreement, except when the employee concerned requests the Company not to do so at the time of the reprimand discussion. The Company grievance must be signed and the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill be given for just cause, and in a progressive manner except in the case of a matter of significant severity. When discipline is to be given, the Company will provide a copy, with reasons, to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company shall be handled as follows: The employee shalltake up his grievancedirectly with the shift section head or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission of the employee’s supervisor another xxxxxxx may be consulted on a grievance dated by the employee inthe absenceof within fifteen days of the regular xxxxxxx representingthe group day on which he/she was notified or shiftbecame aware of the incident giving rise to the grievance or within ten days of the receipt by him/her of his/her supervisor's reply to his/her complaint, whichever shall last occur. Where an employee has filed a grievance with the Union Grievance Committee, the Union may, within ten days from the date thereof, present the grievance to the employee's Department Head or designate, with a copy to the Human Resources Commissioner. The Department Head or designate shall meet with the and the Union representative within ten days from the day on which it was presented and shall, within five days from the meeting, render his/her decision in writing. If the grievance is not adjusted by Department Head or designate: fails to meet the section head or supervisor fiveand the Union representative, or

ARTICLE GRIEVANCE PROCEDURE. The Company agrees Union shall appoint a Grievance Committee of three (3) whose names shall be communicated to notify the Union of the reason for the discharge of any employee. Any discharge may be discussed as a grievanceCity. In the event that an employee is discharged differences arise between the City and after subsequent investigation is exonerated or any of its members employed by the C i t y as to the meaning and reinstatedapplication of the provisions of this Agreement or should any other dispute arise, that employee there shall be reimbursed for the time lost by reason no suspension or slowing down of work account of such discharge on differences: but an honest effort shall be made to settle the basis same in the following manner: All grievances within ten working days of regularly scheduled normalnumber of daily hours of work less earnings received written notification to the employee shall, stance, be referred to the employee's supervisor Step Failing settlement, the grievance may be taken up by the employee concerned or by the Grievance Committee with the Superintendent in charge. Asterisk indicates change in from other employers in respect previous agreement Ste p Failing settlement, the matter may be taken up by the Grievance Committee. A written explanation of the period involved for which the employee incident being grieved is to be reimbursed. filed w i t h a Management Committee consisting of the City Administrator and the respective Department Head, The Company agrees to forward shall make its decisions known to the Union Bargaining Grievance Committee a copy within forty - eight (48) hours of any written reprimand placed in an employee's file on or after the effective date t i m e of this agreement, except when submission of the grievance. Ste p If the employee concerned requests or the Company Union is not to do so at satisfied with the time decision of the reprimand discussion. The Company and the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill be given for just cause, and in a progressive manner except in the case of a matter of significant severity. When discipline is to be givenManagement Committee, the Company will provide a copy, with reasons, Union may submit the matter to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions an Arbitration Board which any employee or group of employees may desire to discuss and adjust with the Company shall be handled selected as follows: The employee shalltake up his grievancedirectly Within twenty (20) days after the decision of the Management Committee, the Union may notify the City i n writing of its intention to submit the matter an Arbitration Board, naming one person to serve on this Within one week after receiving such notice from the Union, the City shall notify the Union in writing naming a person to serve on the Arbitration Board. Within one week of the giving of notice last referred to, the two persons named to serve on the Arbitration Board shall select a third person to act as Chairman with the shift section head Board and shall so notify the City and the Union in writing, If the two persons named cannot agree on a person to act as Chairman, either of them or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission one of the employee’s supervisor another xxxxxxx parties may ask the Minister of Labour for Nova Scotia to appoint a Chairman. Within twenty-one (21) days of the appoint- ment of a Chairman, the Arbitration Board shall render a decision after having heard argument and evidence from the parties to this Agreement, The parties may agree in advance to a single arbitrator. The Arbitration Board shall have the power to decrease, increase or otherwise modify penalties in disciplinary or dismissal actions. Decisions of the Arbitration Board upon both the Union and the City. shall be consulted on a grievance final and Any expenses of, or incurred by, the Arbitration Board shall be shared equally by the employee inthe absenceof C i t y and the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor fiveUnion.

ARTICLE GRIEVANCE PROCEDURE. The Company agrees There shall be an xxxxxxx effort on the part of both parties to notify this Agreement, to settle promptly through the procedure set out herein, any complaints, grievances, or disputes arising the interpretation, application or administration of this Agreement. All grievances to be dealt with under Step Two below shall be in writing, on a form supplied by the Union and signed by the employee having such grievance. Written grievances, to be valid shall set out the nature of the reason for grievance, the discharge of any employee. Any discharge may be discussed as a grievance. In the event that an employee is discharged and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed for the time lost by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect Article or Articles of the period involved for which agreement alleged to have been violated and the employee is to be reimbursed. The Company agrees to forward to the Union Bargaining Committee a copy of any written reprimand placed in an employee's file on or after the effective date of this agreement, except when the employee concerned requests the Company not to do so at the time nature of the reprimand discussion. The Company remedy sought and shall not be subject to change at later steps except by mutual agreement in writing with the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill be given for just causeEmployer, and in a progressive manner except or in the case of a matter remedy, by an Arbitration Board. In determining the time which is allowed in the various steps Saturday, Sunday and Statutory Holidays shall be excluded and any time limits may be extended by mutual agreement in writing. Including Article If advantage of significant severity. When discipline the provisions of Article and hereof is to be givennot taken within the time limits specified therein or as extended in writing as set out above, the Company will provide a copy, with reasons, grievance shall be deemed to both the employee have been abandoned and the xxxxxxxmay not be re-opened. The Employer shall designate and name the official to whom a written grievance is submitted as Step It is understood and agreed that an employee and/or does not have a grievance until he has discussed the matter with his xxxxxxx (or other supervisory personnel acting in this capacity and given him an opportunity of dealing with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereofcomplaint. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company His decision shall be handled made known to said employee within forty-eight (48) hours. Grievances properly arising under this Agreement shall be adjusted and settled as follows: The employee shalltake up his grievancedirectly with Article continued STEP Within ten (10) days after the shift section head circumstances giving rise to the grievance occurred or supervisororiginated, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the aggrieved employee, may take with or without a Union Representative, shall present his grievance orally or in writing to the matter up with the sectionhead or supervisor. the permission Official of the employee’s supervisor another xxxxxxx Employer named by the Employer to handle grievances at this step. If a settlement satisfactory to the Union and employee concerned is not reached within five (5) full working days, a grievance may be consulted on a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor fivepresented as indicated in Step at any time within five (5) full working days thereafter.

ARTICLE GRIEVANCE PROCEDURE. The Company For the purpose of the grievance proce- dure provided hereunder and commencing with Step Two thereof, there shall be a Grievance Committee of Local composed of not more than three (3)Local Officers as designated by the President of Local Local acknowledges and agrees that Stewards, members of its ' and Grievance Committees and Officers of Local have regular duties to notify perform as employees of the Metropoiitan Corporation and that such employees will not leave their regular duties to assist employees in preparing their grievance without obtaining the permission of their Depart- ment Head or someone designated by him and will similarly report upon returning to their regular duties. In computing the time worked by such employees for the Metropolitan Corporation, the Metropolitan Corporation not deduct the time occupied by them in attending to the business of the Union under this sub-clause during working hours and the Metropolitan Corporation deduct wages in respect of the reason time occupied. Whenever an employee is requested to report for a disciplinary discussion with two or more supervisory personnel, prior to any nary action being taken or a grievance being lodged, such employee shall have the right of having a Shop Xxxxxxx or Union present at such meeting as an observer or, if neither are he shall have the right to the presence of an employee of choice who is on duty at his place of work at the the discussion takes place. When no disciplinary notations have been included in an employee's personal departmental file for a two-year period, said employee may request the removal of any written reprimand Included In such file, and upon such request, said shall be removedfrom the file and stricken from the record. For the purpose of the grievance proce- dure, 'working days" shall be Monday to Friday inclusive. Whenever and so often as any employee is suspended or dismissed for cause, the grievance procedure as set forth In this clause shall apply except that the grievance shall be initiated at Step Two within five (5) working days after the said employee ceases to be employed by the Metropolitan Corporation. Any grievance of an employee for not being selected for a. position under the Job Call procedure will be similarly initiated at Step Two within five (5) days of the employee being advised in writing that he was not selected for the discharge position for which he was considered and the may attend the Step Two meeting. If such position is within a Department other than the employee's Department, the grievance shall be directed, by Local to that Head of the Department in which the vacancy occurred. Upon receipt of such grievance, the Department Head or his Nominee shall confer with the Xxxx- xxxx Representative and/or the representative of Local within five working days and shall advise Local in writing of his decision with respect to the grievance within three working days of the said conference. In the event the Department Head does not provide redress satisfactory to Local may process the grievance to Step Three of the grievance procedure in accordance with Article Where an allegation is made by an employee that Article "Sexual Harassment" has been violated, a grievance shall be initiated at Step Two within five (5)days after such violation is alleged to have occurred. Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any employeequestion as to whether a matter is arbitrable or where an allegation is made that this Agreement has violated (such difference or allegation, being hereinafter referred to as "The Grievance"), the following grievance procedure shall apply, namely: Step One Local through the Shop Xxxxxxx, shall within four (4) working days (eight (8) work- ing days in Department of Ambulance Ser- vices after the grievance first arises, the said grievance end redress sought in writing signed by the employee the grievance with the immediate superior of the employee Involved, who shall confer forthwith with such employee and who shall render his decision in writing within two (2) working days of the time of the conference. Any discharge The employee may be discussed as a grievanceaccompanied at the said conference by the Shop Xxxxxxx or Business .Representative of Local if he desires. In the event that an employee is discharged and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed for the time lost by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect immediate of the period employee involved for which does not provide redress satisfactory to Local it may within seven (7) working days after the employee is to be reimbursed. The Company agrees to receipt of the aforesaid written decision of the said immediate superior, forward to the Union Bargaining Committee Department Head a copy of any the grievance, together with a copy of the written reprimand placed decision of the said immediate superior and upon receipt of such copies the Department Head, or his nominee, forthwith confer with the Business Representative and/or the Grievance of Local and shall advise Local in an employee's file on or writing of his decision in respect to the grievance within seven (7) working days of the said con- xxxxxxx. Step Three In the event that the Department Head does not provide redress satisfactory to Local it may within seven (7) working days after the effective date receipt of this agreementthe aforesaid written decision of the Department Head, except when forward copies of the employee concerned requests grievance and the Company written decisions as provided for In Step One and Step Two to the Commissioner of Personnel of the Metropolitan Corporation and, upon receipt of such copies, the Commissioner of Per- sonnel or his nomineeshall conferforthwith with the authorized representatives of Local and the Commissioner of Person- nel or his nominee shall advise Local in writing within ten (10) working days after the said conference of his decision in respect to the grievance. Step Four In the that the Commissioner of Personnel does not provide redress satisfactory to do Local Local may, within twenty (20) working days after the receipt of the written decision of the Commissioner of Personnel, require that the grievance be submitted to ar- bitration by notifying the Metropolitan Corporation in writing of its desire so at to and the notice shall contain the nameof the appointee of Local to an Arbitration Board. The Metropolitan Corporation shall, within three (3)days after the first meeting of the Councilfollowing the sub- mission of the grievance to arbitration Local advise of the name of appointeeto the Board, The two appointees so selected shall, within (5) days appoint- ment of the second them appoint a third who shall If the two appointeesfail to agree upon within the time limited, lodgingthe grievanceshall (15) days request the Minister of for Ontario, inwriting, to appoint a Chairman anda copy such shall be forwarded concurrently to the other appointee to such Board. The Ar- bitration shall hear and deter- mine the grievance and shall issue a decision, andthe decision shall be bind- ing upon both Local and the MetropolitanCorporationand upon any affectedby it. Thedecision of a majority shall be the decision of the reprimand discussionArbitration Board, but if there no majority the decision of the Chairman shall govern. The Company Each of the parties hereto will bear the expenses of the nominee appointed to represent it andthe partieswill jointly in equal shares bear the expenses, any, ArbitrationBoard and the Unionwill make every assist an employee tocorrect their actions prior cost of the room or rooms in which the arbitration is held. Local in submitting the grievance to imposing disciplinearbitration may request that such may be deter- mined by a single arbitrator, where upon the par- ties shall endeavour to reach agreement as to a suitable arbitrator for such purpose and the Metropolitan Corporationshall have ten (10) work- ing days after the receipt of the notice to advise Local of its concurrence in having the grievance determined by such named arbitrator who shall hear and determine the grievance and shall a decision. Disciplinewill be given for just cause, and in a progressive manner except in the case event of a matter failure of significant severity. When discipline is the parties to be givenagree as to an appropriate arbitrator, the Company will provide a copyMetropoiitan Corporation shall, with reasons, to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after within a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company shall be handled as follows: The employee shalltake up his grievancedirectly with the shift section head or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission of the employee’s supervisor another xxxxxxx may be consulted on a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor fivetwenty-one

ARTICLE GRIEVANCE PROCEDURE. The Company agrees parties to notify this Agreement are agreed that it is the Union utmost importance to adjust complaints and grievances concerning the interpretation or alleged violation of the reason for Agreement as quickly as possible. An employee who has a complaint shall discuss the discharge matter with supervisor in the presence of any employeethe xxxxxxx if such presence is requested by either party. Any discharge The supervisor shall give a decision within one (1) working day. If the supervisor’s decision is not satisfactory to the employee concerned, then the formal grievance procedure may be discussed as a grievanceresorted to. In the event that an employee absence of the xxxxxxx or chief xxxxxxx, a Local Union official may substitute. No grievance shall be considered where it is discharged filed more than ten (10) full working days after the events given rise to the grievance were known or could reasonably have been known. Grievances properly arising under this Agreement shall be adjusted and after subsequent investigation is exonerated and reinstatedsettled as follows: Stet, that The aggrieved employee shall present grievance (which shall be reimbursed for written on a form supplied by the time lost Union and approved by reason of such discharge on the basis of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect Company) to her Supervisor. The shall have the assistance of the period involved for which xxxxxxx if so desires. The Supervisor shall give a written decision in one working day following the presentation of the grievance given to If the Supervisor’s decision is not satisfactory to the employee concerned, then the grievance may be presented as follows: Stet, Within two (2) working days after the decision is to be reimbursed. The Company agrees to forward given at Step the aggrieved employee shall, with the Chief Xxxxxxx, present the grievance to the Union Bargaining Committee Department Manager, who shall discuss it in the presence of the and render a copy decision in writing within two (2) working days following the presentation of any written reprimand placed in an employee's file on or after the effective date of this agreement, except when grievance given to If a settlement satisfactory to the employee concerned requests is not reached, then the Company not to do so at the time of the reprimand discussion. The Company and the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill grievance may be given for just cause, and in a progressive manner except in the case of a matter of significant severity. When discipline is to be given, the Company will provide a copy, with reasons, to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the employee’s authorization) will be given access to that employee’s personnel file once a year on appointment, inthe presenceof the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any employee or group of employees may desire to discuss and adjust with the Company shall be handled presented as follows: The employee shalltake up his grievancedirectly with the shift section head or supervisor, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis groupChief Xxxxxxx is absent for that day, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission another official of the employee’s supervisor another xxxxxxx Union may be consulted on act as a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shiftsubstitute. If the grievance is not adjusted by the section head or supervisor fiveStep

ARTICLE GRIEVANCE PROCEDURE. It is agreed that a xxxxxxx, when required to take up the grievance of an employee who has completed probationary period, shall not leave assigned duties without first obtaining permission from immediate supervisor to do so and will report back to immediate supervisor upon resuming assigned duties. In accordance with this understanding, such stew- ard will be paid for such time when the time so spent is during scheduled working hours and when on the premises of the Company. The Company agrees reserves the right to notify the Union withhold payment if more than a reasonable amount of time is so taken. Notwithstanding any other provisions of the reason for grievance pro- cedure and arbitration provisions contained herein, an employee who has completed probationary period, if so desires, may take up a complaint as an individual direct with the discharge of any employee. Any discharge may be discussed as a grievanceCompany without recourse to the grievance procedure. In the event that an the Company finds it necessary to call employee is discharged and after subsequent investigation is exonerated and reinstated, that employee shall be reimbursed in the office for the time lost by reason purpose of such discharge on disciplining the basis employee, and if more than one member of regularly scheduled normalnumber of daily hours of work less earnings received from other employers in respect of the period involved for which management is present, then the employee is to must be reimbursedaccompanied by hisfher xxxxxxx. The Company agrees to forward to the Union Bargaining Committee will be furnished with a copy of any a written reprimand placed in warning given to an employee's file . An employee who is suspended or discharged while on or after the effective date premises shall have the right to inform of this agreement, except when same before leaving the employee concerned requests the Company not to do so at the time of the reprimand discussionpremises. The Company and the Unionwill make every assist an employee tocorrect their actions prior to imposing discipline. Disciplinewill be given for just cause, and in a progressive manner except in the case of a matter of significant severity. When discipline It is to be given, agreed that the Company will provide a copy, with reasons, to both the employee and the xxxxxxx. The employee and/or the xxxxxxx (with the remove any disciplinary notation against an employee’s authorizationrecord after an elapsed time of nine (9) will be given access to that employee’s personnel file once a year on appointmentmonths. A grievance of the Union, inthe presenceof which cannot made the Human ResourcesManageror a delegate thereof. Disciplinewill be removed from the employee’s file after a period griev- ance of months, on condition that no other infraction or misconduct of a similar nature has occurred during this period. Any dispute, grievance or misunderstanding called “grievance”) involving occupational classification, wages, seniority, hours of work or other working conditions which any an individual employee or group a grievance of employees may desire the Company, be subject to discuss and adjust with the Company shall be handled same general procedure as follows: The employee shalltake up his grievancedirectly with provided for the shift section head or supervisorgrievance of an employee, except where the employee believesthat proper expression or explanation is difficult with the section head or supervisor, in which case the employee may report the matterto the xxxxxxx representinghis group, who, together with the employee, may take the matter up with the sectionhead or supervisor. the permission of the employee’s supervisor another xxxxxxx may be consulted on a grievance by the employee inthe absenceof the regular xxxxxxx representingthe group or shift. If the grievance is not adjusted by the section head or supervisor fivethat it shall commence at Step No.