CONTRACT GRIEVANCE PROCEDURE. A grievance is any complaint by the Association arising out of a misinterpretation, application, or violation of this agreement. However, Article 7, Disciplinary Action Procedures for Volunteers, is the exclusive procedure for any appeal of disciplinary action.
CONTRACT GRIEVANCE PROCEDURE. The procedures set forth in Section C shall be applicable to all contract grievances subject to grievance under the policy statement above.
1. Any computations of time requirements set forth in this article which refer to "working day" shall be computed on the basis of a five (5) day work week, Monday through Friday, excluding holidays.
2. Grievances not filed or submitted within the time limits set forth below shall be rendered invalid and not subject to this grievance process. However, the time limits specified below may be extended by mutual agreement of the parties.
3. Should the City personnel fail to answer the grievance in the time limits established, the matter will automatically go to the first possible City Council meeting.
4. Any employees, informally seeking or formally filing a request to have employee’s grievance reviewed, shall not be discriminated against while doing so or testifying on behalf of another employee or assisting another employee to prepare a grievance report or acting as a representative of any employee requesting a grievance review.
5. An Association Grievance Committee shall be established consisting of three members. Such Committee shall be selected in a manner to be determined by the Association membership. The purpose of the Association Grievance Committee is to aid the Association and employee in the resolution of the grievances or to determine whether to pursue the matter through the grievance procedure. The Association shall furnish the City with the names of the Grievance Committee members on or before July 1st of each year, and any changes to the Committee as they may occur.
6. In the event the City schedules a grievance meeting while members of the grievance committee or the aggrieved is on shift, the City shall grant time off with pay for those employees affected.
7. All grievances must be filed in writing with the Association Grievance Committee within fourteen (14) calendar days after the matter in dispute or disagreement is alleged to have occurred.
8. Nothing herein shall preclude any employee from discussing employee’s grievance with the immediate supervisor up to and including the Police Chief or his designee to resolve the problem informally.
STEP 1: The Association grievance committee, upon receiving a written and signed request, shall determine if a grievance exists. If, in their opinion, no grievance exists, the matter will be deemed settled.
STEP 2: If a grievance exists, the grievance committee shall, w...
CONTRACT GRIEVANCE PROCEDURE.
(a) Definition A "contract grievance" is a dispute concerning the interpretation of a specific term, condition, or provision of this Agreement.
(b) Step 1 Should any dispute arise as to the proper interpretation or application of any provision of this Agreement, DUE shall initiate informal discussions with the College President or his/her designee within 30 calendar days after DUE knew, or reasonably should have known, of the act or condition giving rise to the dispute.
(c) Step 2 Within 15 calendar days of initiating the informal discussion, if there is no satisfactory resolution, DUE shall present the grievance, in writing on an approved form, to the College President. The President or his/her designee may request DUE to meet in an effort to resolve the grievance. The President or his/her designee shall reply to DUE, in writing, within 15 calendar days following receipt of the grievance.
(d) Step 3 An appeal to arbitration from an unsatisfactory decision at Step 2 may be made within 15 calendar days of receipt of the Step 2 determination. A request to arbitrate shall be submitted to the Trustees in writing on forms provided by the Trustees. Such arbitration will be conducted in accordance with Rules 15 through 46 of the Voluntary Labor Arbitration Rules of the American Arbitration Association. The arbitrator(s) shall have no power to add to or subtract from, modify or expand, the provisions of this Agreement in arriving at the determination; shall confine the decision solely to the interpretation of this Agreement, and to the precise issue submitted for arbitration. All fees and expenses of the arbitrator(s) and of any stenographer or any other record involved in the arbitration proceedings, if any, shall be divided between the parties, except that each party shall bear the cost of preparing and presenting its own case. The Trustees may initiate a contract grievance at this Step 3, and proceed directly to arbitration.
(e) Decision of Arbitrator Unless the decision of the arbitrator(s) is appealed pursuant to Article 75, Section 7511 (a), (b) 1, (c), (d), and (e) of the New York Civil Practice Law and Rules within fifteen (15) days of receipt thereof, it will be accepted as final by the parties.
CONTRACT GRIEVANCE PROCEDURE. Section 1. A grievance is defined as a reasonably and sensibly founded claim of a violation of any of the terms of this Agreement, except that discipline and discharge shall be pursuant to Article 9, Section 1 and 2, and shall not be covered under this Article. Any grievance filed shall refer to the specific provision alleged to have been violated and it shall adequately set forth the facts pertaining to the alleged violation.
Section 2. An employee having a grievance in connection with the terms of this Agreement shall present it as follows:
STEP 1: The Grievance shall be reduced to writing by the employee and presented to the Sheriff, or the person acting in said capacity, within ten (10) days after the grievant knew, or should have known, of the occurrence of the matter aggrieved in order to be a proper matter for the grievance procedure. The grievance shall be dated and signed by the aggrieved employee and shall set forth the facts, including dates and provisions of the Agreement that are alleged to have been violated, and the remedy desired. The grievance shall not be considered submitted until the Sheriff, or the person acting in his capacity, receives the written grievance. At the time it is received, it shall be dated and a copy returned to the aggrieved employee. A meeting will be arranged by the employee or his representative and the Sheriff to discuss the grievance. The Sheriff, or the person acting in said capacity, will then answer the grievance in writing within ten (10) days from the date of the meeting at which the grievance was discussed.
CONTRACT GRIEVANCE PROCEDURE. Grievances shall be limited to matters concerning the specific provisions of this Agreement. A "grievance" as that term is used in this contract, means a claim by an employee or employees or the Association that the terms of this contract have been violated, or a question concerning the proper application or interpretation of this contract, and this procedure shall constitute the sole and exclusive method for adjustment of all such grievances.
Step 1. Any employee or the Association that claims a grievance shall present such grievance informally to his or her immediate supervisor within ten (10) workdays after the event giving rise to the claimed grievance. Where extenuating circumstances exist, an extension of two (2) workdays may be granted by the supervisor. In the event of denial, an immediate appeal may be presented to the Classified Personnel Administrator, who may then grant an additional five (5) workdays to the original ten (10) workdays, for a total of fifteen (15) workdays. The immediate supervisor shall give a written response regarding the grievance to the employee or the Association not later than five (5) workdays after the conference.
Step 2. Within five (5) workdays after completion of the first step, the grievance, if it has not been resolved shall be presented by the employee or association to the Classified Personnel Administrator in writing, signed by the aggrieved. The Personnel Administrator will arrange a hearing with all parties to the grievance present. The Personnel Administrator then shall give an answer in writing to the aggrieved and his or her representative, if any, within five (5) workdays from the date the grievance was received in writing.
Step 3. If the grievance has not been resolved in the second step, the aggrieved, within five (5) workdays after the completion of the second step of the grievance, shall so advise the Superintendent or designated representative in writing and request a meeting between the Superintendent, the Grievant, and the Representative, if any. Following that meeting the Superintendent shall advise the aggrieved and Association in writing of the decision; if this action is not completed within five (5) workdays, the grievance may proceed to the fourth step of the Grievance Procedure.
Step 4. Within five (5) workdays after the completion of the third step the grievance, if it is to be processed further, will be referred to the Fact-finding Committee consisting of three (3) members: one appointed by...
CONTRACT GRIEVANCE PROCEDURE. Grievance Procedure 21 8.2 Contract Arbitration 21 8.3 Release Time and Time Limitations 22 8.4 Employee Rights 22
CONTRACT GRIEVANCE PROCEDURE. A. No matter shall be considered as a contract grievance under this Article unless it is presented in writing within 60 (sixty) working days after occurrence or discovery of the occurrence of the events on which the contract grievance was based.
CONTRACT GRIEVANCE PROCEDURE. Purpose 4.2 9 Definitions 4.3 10 Procedure
CONTRACT GRIEVANCE PROCEDURE. The purpose of this procedure is to provide for an orderly resolution of grievances regarding any allegation of a violation of this Agreement. A determined effort shall be made to settle grievances at the lowest possible level. This procedure shall exist concurrently with grievance procedures provided by Board policy. Any issue, grievable hereunder, which is proceeded upon under policy, shall not be processed or continued under this grievance procedure.
CONTRACT GRIEVANCE PROCEDURE. A. A grievance shall be considered as any matter for which appeal is not provided, or is prohibited, in the City of Fortuna Personnel Rules and Regulations, the Fortuna Municipal Code, or in this MOU concerning:
1. A claimed violation or non-compliance with the provisions of this MOU.
2. A dispute about the interpretation or application of any City ordinance, rule or regulation governing personnel practices or working conditions.
3. A dispute about the practical consequences of a City decision on hours and other terms and conditions of employment.
B. The following matters are specifically excluded from the grievance procedure:
1. All disciplinary actions (Refer to Rule XV Disciplinary Rules and Processes)
2. The content of performance evaluations
3. Layoff
4. Transfer
5. Denial of reinstatement
6. Denial of a pay increase. Requests for changes in wages, hours, or working conditions, including any impasse or dispute in the meet and confer process or matter within the scope of representation
7. Challenges to a reclassification, examination or appointment to position
8. Management of the City generally, or issues of City or department policy
9. Determination of the nature, necessity or organization of any service or activity conducted by the City, including the decisions to expand or reduce services or the workforce, and/or to impose layoffs
10. Methods of financing
11. Determination of and/or change in facilities, equipment, methods, technology, means or size of the work force
12. Determination of or change in the location, number of locations, relocations and types of operations, processes or materials to be used in carrying out City functions
13. Determination of work assignments and schedules
14. Determination of productivity or performance programs and standards
15. Determination of standards, policies, and procedures for selection, training, and promotion of employees and 16. Establishment, implementation, and modification of department organizations, supervisory assignments, chains of command, and reporting responsibilities.
C. The following are the steps to be taken by any employee who has a grievance. It should be noted that any employee who has a problem or a complaint should try to resolve the problem at the lowest level of management. This should begin through discussion with the employee's immediate supervisor.
(a) The employee shall explain the situation to the immediate supervisor who shall either alone or together with his or her supervisors r...
