Claims Procedure Any person or entity who has not received benefits under the Plan that he or she believes should be paid (the “claimant”) shall make a claim for such benefits as follows:
Claims Procedures Each Person entitled to be indemnified by the other Party (an “Indemnified Party”) pursuant to Section 10.1 or Section 10.2 will give notice to the other Party (an “Indemnifying Party”) promptly after such Indemnified Party has actual knowledge of any threatened or asserted claim as to which indemnity may be sought, and will permit the Indemnifying Party to assume the sole control of the defense of any such claim or any litigation resulting therefrom; provided, however:
ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.
Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.
CLAIM PROCEDURES Claim forms or claim information as to the subject policy can be obtained by contacting Benmark, Inc. (800-544-6079). When the Named Fiduciary has a claim which may be covered under the provisions described in the insurance policy, they should contact the office named above, and they will either complete a claim form and forward it to an authorized representative of the Insurer or advise the named Fiduciary what further requirements are necessary. The Insurer will evaluate and make a decision as to payment. If the claim is payable, a benefit check will be issued in accordance with the terms of this Agreement. In the event that a claim is not eligible under the policy, the Insurer will notify the Named Fiduciary of the denial pursuant to the requirements under the terms of the policy. If the Named Fiduciary is dissatisfied with the denial of the claim and wishes to contest such claim denial, they should contact the office named above and they will assist in making an inquiry to the Insurer. All objections to the Insurer's actions should be in writing and submitted to the office named above for transmittal to the Insurer.
GRIEVANCE PROCEDURE 7 Section 6.1. Definition of Grievance 7 Section 6.2. Grievance Procedure 7 Section 6.3. Binding Arbitration 8 Section 6.4. Arbitrator’s Authority 8 Section 6.5. Time Limits 8 Section 6.6. Fees and Expenses of Arbitration 8 Section 6.7. Method of Determination 8 Section 6.8. Rights 9 Section 6.9. Aggrieved Employee 9 Section 6.10. Miscellaneous 9 Section 6.11. Grievance Meetings 9 Section 6.12. Class Grievance 9 ARTICLE VII LABOR-MANAGEMENT COMMITTEE 10 ARTICLE VIII SENIORITY AND LAYOFFS 11 Section 8.1. Definition: Acquisition and Retention 11 Section 8.2. Probationary Period 12 Section 8.3. Layoffs 12 Section 8.4. Recall 12 Section 8.5. Effects of Layoff 12 Section 8.6. Posting of Seniority List 13 Section 8.7. Termination of Seniority 13 ARTICLE IX HOURS OF WORK 14 Section 9.1. No Guarantee 14 Section 9.2. Hours of Work 14 Section 9.3. Hours Worked 14 Section 9.4. Shift Assignments and Changes 14 Section 9.5. Overtime 14 Section 9.6. Emergency Call Back Pay 14 Section 9.7. Court Time 15 Section 9.8. Overtime Assignments 15 Section 9.9. Compensatory Time 16 Section 9.10. No Pyramiding 16 Section 9.11. Shift Switch. 16 ARTICLE X SICK LEAVE 18 Section 10.1. Purpose and Use 18 Section 10.2. Sick Leave Accrual 18 Section 10.3. Miscellaneous 18 Section 10.4. Monetary Compensation upon Termination 19 Section 10.5. Payout of Sick Leave 19 ARTICLE XI OTHER LEAVES OF ABSENCE 20 Section 11.1. Jury Duty 20 Section 11.2. Bereavement Leave 20 Section 11.3. Military Leave 20 Section 11.4. Family Medical Leave Act 20 Section 11.5. Discretionary Leaves 21 Section 11.6. Benefits While On Leave 21 Section 11.7. Non-Employment Elsewhere 21 Section 11.8. Family Bereavement Leave Act 21 Section 11.9. PEDA 22 ARTICLE XII VACATIONS 23 Section 12.1. Eligibility and Accrual of Vacation 23 Section 12.2. Vacation Eligibility 23 Section 12.3. Vacation Pay 23 Section 12.4. Vacation Scheduling 23 Section 12.5. Limitation on Accumulation of Vacation 24 Section 12.6. Vacation Pay upon Separation 24 Section 12.7. Vacation Payout 24 Section 12.8. Vacation Staffing 24 Section 12.8. Vacation Time Definition 25 ARTICLE XIII HOLIDAYS & PERSONAL DAYS 26 Section 13.1. Holidays 26 Section 13.2. Eligibility Requirements 26 Section 13.3. Holiday Pay 26 Section 13.4. Personal Days 27 ARTICLE XIV WAGES 28 Section 14.1. Salaries and Step Placement 28 Section 14.2. Field Training Officer Pay 28 Section 14.3. Officer-In-Charge Pay 28 Section 14.4. Employee Retention Incentive Program 28 Section 14.5. Early Payout of Employee Retention Pay 29 Section 14.6. On/Off Duty Designation 29 ARTICLE XV INSURANCE 30 Section 15.1. Coverage 30 Section 15.2. District Insurance Benefit Reciprocity 30 Section 15.3. Life Insurance 30 Section 15.4. Terms of Insurance Policies to Govern 30 Section 15.5. Coverage While in Unpaid Status 30 Section 15.6. Retiree Insurance Coverage 30 Section 15.7. Survivor’s Insurance 31 ARTICLE XVI DISCIPLINE 32 Section 16.1. Discipline 32 Section 16.2. Suspension Pending Investigation 32 Section 16.3. Pre-suspension or Discharge Meeting 32 Section 16.4. Arbitration of Suspension or Discipline 32 Section 16.5. Disciplinary Rights of a Police Officer 32 Section 16.6. Disclosure of Electronic Evidence 32 ARTICLE XVII MISCELLANEOUS PROVISIONS 34 Section 17.1. Ratification and Amendment 34 Section 17.2. Gender 34 Section 17.3. Application of Agreement to MEG Unit and Other Special Assignment Employees 34 Section 17.4. No Solicitation 34 Section 17.5. Fitness for Duty 35 Section 17.6. Tuition Reimbursement 35 Section 17.7. Outside Employment 35 Section 17.8. Drug and Alcohol Testing 35 Section 17.9. Maintenance of Economic Benefits 35 Section 17.10. Resolution of Impasses 36 Section 17.11. Uniforms and Equipment 36 Section 17.12. Body Armor 36 Section 17.13. Reimbursement of Training Expenses 37 Section 17.14 Scheduling of Off-Duty Training 37 Section 17.15. Savings Clause 37 Section 17.16. Departmental Meetings/Training 37 Section 17.17. Alternate Duty 38 Section 17.18. Global Positioning System (GPS) and Audio/Video Recording 38 Section 17.19.Officer Involved Shooting (OIS) Required Drug Testing 38 Section 17.20. Retirement Stars and Identification 39 Section 17.21. Interpreter Stipend 39 ARTICLE XVIII ENTIRE AGREEMENT 40 ARTICLE XIX TERMINATION 41 Section 19.1. Termination in 2028 41 APPENDIX A 42 APPENDIX B 43 APPENDIX C 44 MEMORANDUM OF AGREEMENT 46 PREAMBLE THIS AGREEMENT, entered into by the FOREST PRESERVE DISTRICT OF DUPAGE COUNTY (hereinafter referred to as the “District” or the “Employer”) and the METROPOLITAN ALLIANCE OF POLICE, CHAPTER #471 (hereinafter referred to as the “Union”) is in recognition of the Union’s status as the representative of the District’s full-time sworn Police Officers. It is the intent and purpose of this Agreement to set forth the parties’ entire agreement with respect to the rates of pay, hours of employment, fringe benefits, and other conditions of employment that will be in effect during the term of this Agreement for employees covered by this Agreement; to prevent interruptions of work and interference with the operations of the District; to encourage and improve efficiency and productivity; to maintain the highest standards of personal integrity and conduct at all times; and to provide procedures for the prompt and peaceful adjustment of grievances as provided herein.
Personnel Action Requirements The evaluation procedure contained in this agreement shall not be used in any decision concerning the assignment, reassignment, contract status, non-renewal, termination, reduction or recall of any counselor prior to May 1, 2018.
Claims Process (1) In order to seek payment from the Settlement Amount, a Class Member must submit a completed Claim Form to the Administrator, in accordance with the provisions of the Plan of Allocation, on or before the Claims Bar Deadline and any Class Member who fails to do so shall not share in any distribution made in accordance with the Plan of Allocation unless the relevant court orders otherwise as provided in section 18.4.
