Complaint/Grievance Procedure. All complaints and grievances shall be taken up in the following manner: Complaint Procedure - Step No. 1 It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible, and it is understood that an employee has no grievance until the employee has first given the employee’s Supervisor the opportunity of adjusting the employee’s complaint. The employee who may have the assistance of a Union Committee person or xxxxxxx shall discuss the complaint with the Supervisor, within ten (10) calendar days after the circumstances giving rise to it have occurred and it is understood that no grievance may be filed where the circumstances giving rise to such grievance occurred more than ten (10) calendar days prior to the employee discussing the complaint with the Supervisor. The Supervisor shall give a verbal decision within ten (10) calendar days following the discussion. Any settlement achieved at the complaint stage is without prejudice or precedent to the parties in any other existing or future matters, but is with prejudice to the specific complaint that has been resolved. Failing settlement, the complaint may then be taken up as a written grievance within ten (10) calendar days following advice of the Supervisor’s decision in the following manner: Within ten (10) calendar days following the decision under Complaint Procedure Step No. 1, a Union Representative may submit a written grievance to the Supervisor. The grievance shall identify the nature of the grievance and the remedy sought and should identify the provisions of the Agreement, which are alleged to be violated. The Supervisor will give a written response within ten (10) calendar days from date of submission of the written grievance. Failing settlement, then: Step No. 3 Within ten (10) calendar days from receipt of the written response of the Supervisor, a Union Representative may submit the grievance in writing to the Administrator. A meeting will then be held between the Administrator, and/or designate, the griever and up to a total of two Union representatives (Union Committee members and/or stewards combined) within ten (10) calendar days of the submission of the grievance at Step No. 3, unless such timeframe is extended by mutual written agreement of the parties. It is agreed that the Employer’s representatives and the Union’s representatives in attendance will be the representatives appropriate for the issue(s) in the grievance. A CAW Local and/or...
Complaint/Grievance Procedure. All complaints and grievances shall be taken up in the following manner: An employee having a question or complaint shall refer it to his immediate supervisor within eight (8) working days of the actual occurrence leading to the question or complaint. At this stage, the employee may be accompanied by a Union Xxxxxxx, if he so desires. The Supervisor shall reply to the employee, giving the answer to the complaint or question within five (5) working days from date of submission. If the grievance is not settled, the aggrieved employee may submit his grievance to the Administrator within five (5) working days, at which time a meeting shall be scheduled within the following ten (10) working days. The Administrator shall consider the grievance in the presence of the person or persons presenting same and render a decision in writing within ten (10) working days following the meeting. The aggrieved employee shall have the assistance of his Xxxxxxx, if he so desires. If the reply of the Administrator, or his designate, is not satisfactory to the employee, the matter may then be submitted to arbitration and the following rules governing arbitration must apply. The notification of arbitration must be made within ten (10) working days after Step No. 2 above is completed. Any of the time allowances above may be extended by mutual agreement of the parties. In determining the time within which any action is to be taken or completed under the terms of this Agreement, such time limits shall be exclusive of Saturdays, Sundays and paid holidays. An employee subject to disciplinary action which is to be recorded in the employee’s personnel file, shall have the right, if she so requests, to the presence of Union Xxxxxxx or Union committee member or, if either of the above are not available, a member representative of the employee’s choice who is working on the current shift. The employee shall be advised in advance of the meeting by the employer of this right.
Complaint/Grievance Procedure. Employee(s) will use Board Policy GBM-AR - Staff Complaints, for resolution of Employee grievances and complaints.
Complaint/Grievance Procedure. Confidential Contract Employee(s) will use Board Policy GBM-AR - Staff Complaints, for resolution of Confidential Contract Employee grievances and complaints. For clarification:
Step 1: Confidential Contract Employee(s) will speak to their immediate supervisor. If the complaint/grievance is against their immediate supervisor, they will begin the process at Step 2. If not resolved at Step 1, the process will move to Step 2.
Step 2: Confidential Contract Employee(s) will select a Cabinet Director who is not their supervisor to hear their complaint/grievance. If not resolved at Step 2, the process will move to Step 3.
Step 3: Confidential Contract Employee(s) will request a hearing with either the Superintendent or Chief Operating Officer. If not resolved at Step 3, the process will move to Step 4.
Step 4: Confidential Contract Employee(s) will request a hearing with the Board of Directors.
Complaint/Grievance Procedure. 14 .1 It is the mutual desire of the parties to this agreement that employee complaints be resolved as quickly as possible . It is generally understood that an employee does not have a grievance until the immediate supervisor has been given an opportunity to resolve the complaint . For the purpose of this Article 14, working days shall mean those of the employee with the complaint or grievance .
Complaint/Grievance Procedure. 5.01 It is agreed that all possible means will be used to settle disputes within the framework of the Festival and the Union.
5.02 The time limits fixed in the Complaint and Grievance Procedures may be extended by written consent of the parties to this agreement.
5.03 Whenever either party to this agreement wishes to register a complaint, it shall do so within ten (10) days from the time the circumstances upon which the complaint is based were known or ought to reasonably have been known to the complaining party. The employee or immediate Festival Management representative will discuss the complaint with the other party, in the presence of a Xxxxxxx if the employee wishes. If no resolution is reached within two (2) days of the complaint, the complaining party may refer the complaint to grievance as outlined in clause 5.04.
Complaint/Grievance Procedure. A. Employees will use Board Policy GBM-AR - Staff Complaints, for resolution of Employee grievances and complaints. For clarification:
1. Employees will speak to their immediate Supervisor. If the complaint/grievance is against their immediate Supervisor, they will begin the process at Step 2. If not resolved at Step 1, the process will move to Step 2.
2. Employees will select an Operation Side Cabinet Director to hear their complaint/grievance. Ifnot resolved at Step 2, the process will move to Step 3.
3. Employees will request a hearing with either the Superintendent or Chief Operating Officer. If not resolved at Step 3, the process will move to Step 4.
4. Employees will request a hearing with the Board of Directors.
Complaint/Grievance Procedure. It is the intent of CBC to internally review and resolve all ADA-related grievances or complaints made by or on behalf of the complainant. The goal of this policy is to provide for the resolution of grievances or complaints at a level that will allow for the least disruption of CBC functions or services. This procedure will function independently of any other resolution method appropriately sought by the grieving party; however, CBC encourages all parties to utilize this procedure prior to seeking resolution through any other administrative sources. The Vice President of Human Resources and Legal Affairs or his/her designee will coordinate compliance efforts and is assigned to investigate complaints. Grievances or complaints should be documented on CBC’ Harassment/Discrimination Incident Notification form and sent to: Xxxxx Xxxxxx MS-A2 0000 Xxxxx 00xx Xxxxxx Xxxxx, XX 00000 (000) 000-0000, ext. 2749 A grievance/complaint may be filed either verbally or in writing. In either case, the grievance must identify the name and address of the person filing it and should briefly describe the alleged violation of CBC policy or the Disability Act(s).
Complaint/Grievance Procedure. In the interest of expediting the processing of grievances, Departments and/or Colleges will be encouraged to fax the Informal and Step 1 written grievance responses to the Union’s office (followed with a hard copy sent via campus mail). It will be the Union’s responsibility to provide the University with the Union’s fax number and notice should the fax number be changed.
Complaint/Grievance Procedure. Any grievance alleging unjust discharge or suspension shall be treated as a special grievance placed in writing, dated and signed and presented directly to the General Manager or designate within three (3) working days of the occurrence at step No. of the grievance procedure. The matter shall proceed from there, including arbitration if necessary.
