Definitions and Procedure. For the purpose of this Agreement, a grievance is any dispute or controversy between the Employer, the Union and any Employee covered by this Agreement, involving the meaning, interpretation and/or application of the provisions of this Agreement. The Employer and the Union will make every effort to resolve the dispute or controversy in a timely and cost-effective manner.
Definitions and Procedure. (a) A grievance is defined as any difference arising out of the interpretation, application, administration, or alleged violation of this Collective Agreement. A grievance will cite the article(s) giving rise to the dispute and the relief being sought.
(b) For the purposes of this Article 21, the calculation of time does not include a Saturday, a Sunday, or a holiday as set out in Article 10.
(c) Grievance correspondence may be sent electronically, by fax, or by regular mail. Correspondence to the Union will be sent to the Union office. Correspondence to the Employer will be sent to the office of the manager involved at the particular step.
(d) All time limits set forth in this Article 21 are mandatory. They may, however, be extended by mutual consent of the parties in writing. If the grievor fails to process a grievance within the mandatory time limits provided for in the grievance procedure, she/he will be deemed to have abandoned her/his grievance. Failure by the University to respond to a grievance to meet the time limits shall permit the Union to move it to the next step.
(e) No steps of the grievance procedure will be abridged unless the parties otherwise agree in writing.
(f) The parties will bear the entire cost of their nominee to an arbitration board and shall each bear one-half (1/2) the cost of a sole arbitrator or a chairperson to an arbitration board, as the case may be.
(g) At any stage of the grievance procedure, either party may request a meeting with the appropriate individuals to discuss the grievance, and any time periods will be extended by the period necessary to set up and hold the meeting.
Definitions and Procedure. 1. For purposes of this Agreement "Cause" shall mean
Definitions and Procedure. 1. For purposes of this Agreement, "Cause" shall mean (a) the refusal of Executive to follow the reasonable directions of UHS's Board of Directors or Executive's supervisor or to perform any duties reasonably required on material matters by UHS, (b) material violations of UHS's Code of Conduct or (c) the commission of any criminal act of fraud or dishonesty by Executive in connection with Executive's employment by UHS. Prior to the termination of Executive's employment under subsection (a) of this Cause definition, UHS shall provide Executive with a 30 day notice specifying the basis for Cause. If the Cause described in the notice is cured to UHS's reasonable satisfaction prior to the end of the 30 day notice period, Executive's employment shall not be terminated on that basis.
Definitions and Procedure. 1. For purposes of this Agreement, "Cause" shall mean the (a) the repeated material failure or refusal of Executive to follow the reasonable directions of United HealthCare's Board of Directors or Executive's supervisor or to perform any duties reasonably required by United HealthCare, (b) a repeated material failure to adequately meet reasonable performance expectations, (c) material violations of United HealthCare's Code of Conduct or (d) the commission of any criminal act or act of fraud or dishonesty by Executive in connection with Executive's employment by United HealthCare. In the event that United HealthCare terminates Executive's employment under subsections (a) or (b) of this Cause definition, United HealthCare shall specify in the notice of termination the basis for Cause. If the Cause described in the notice is cured to United HealthCare's reasonable satisfaction prior to the end of the 30 day notice period, the notice of termination of employment shall be withdrawn.
Definitions and Procedure i. For purposes of this Agreement, "Cause" shall mean the (a) the willful failure or refusal of Employee to follow the reasonable directions of UHS's Board of Directors or Employee's supervisor or to perform any duties reasonably required by UHS, (b) a failure to adequately meet reasonable performance expectations, (c) material violations of UHS's Code of Conduct or (d) the commission of any criminal act or act of fraud or dishonesty by Employee in connection with Employee's employment by UHS. In the event that UHS terminates Employee's employment under subsections (a), (b) or (c) of this Cause definition, UHS shall specify in the notice of termination the basis for Cause. If the Cause described in the notice is cured to UHS's reasonable satisfaction prior to the end of the 30 day notice period, the notice of termination of employment shall be withdrawn.
