DESCRIPTION OF GRIEVANCE. A. What happened? (Briefly describe the problem, what happened, where, when, with whom.)
DESCRIPTION OF GRIEVANCE. 1. List the date the alleged grievance occurred or was discovered:
DESCRIPTION OF GRIEVANCE. Provide a clear and concise description of the nature and grounds of the grievance and the specific manner in which the cited Article(s) and section(s) of the Agreement are alleged to have been violated, misapplied, or misinterpreted. Provide names, dates, places, facts and details necessary for complete understanding of the grievance. Attach additional pages as necessary. REMEDY REQUESTED: State the specific action(s) requested of the District which you believe will resolve the grievance. Attach additional pages as necessary. Grievant's Signature: Date: DISTRICT RESPONSE TO GRIEVANCE: Attach additional pages as necessary. Authorized District Signature: Date: Notice to Grievant: If you are not satisfied with this response and wish to appeal to the next level, you must submit a completed grievance appeal form (Appendix C-2) to the Vice Chancellor of Human Resources within ten (10) days of receipt of this response. The grievance appeal form must be accompanied by a copy of this processed grievance form, along with any attachments and other documents of an evidentiary nature. DISTRICT USE ONLY Date Received: Date of Section 16.6.2.3 Meeting With Grievant: (if requested): APPENDIX C-2 REV 07/2013 XXXXX XXXXXX XXXXXX XXXXXXXXX XXXXXXX XXXXXXXX All references to DAYS mean days on which the central administrative office of the District is regularly open for business.
DESCRIPTION OF GRIEVANCE. (To be completed by xxxxxxxx) Step No Submittal date Informal discussion held on (date) _ with (name and title) Describe grievance and nature or extent of injury or loss (if any) __ _ (Attach additional pages if necessary) Date of alleged grievance _ Which Contract Article/Section was violated? Names of witnesses to violation (if any) _ _ Xxxxxxxx’s name Xxxxxxxx’s Title Xxxxxxxx’s signature
DESCRIPTION OF GRIEVANCE. (2.) Date of Occurrence as Defined in Step 1: (3.) Article(s) and Section(s) in Question: 1 Remedy Sought: Filing Date: Grievant or Association Rep’s Signature Original to First Supervisor 1 Copy for SIUE Non-Tenure Track Faculty Association-IEA-NEA 1 Copy for SIUE Offices of Human Resources (If additional sheets need to be attached to this Grievance Form to provide additional space for description, remedies, explanations, responses, position statement, etc., please make any reference to any attachments in the appropriate place on this Grievance Form.) (STEP 1) Grievance Received by on (date) Immediately Involved Supervisor’s Response: Date Immediately Involved Supervisor’s Signature Position of Grievant: Date Grievant’s Signature (STEP 2) Grievance Received by on (date) Xxxx’x Response: Date Xxxx’x Signature Position of Grievant: Date Grievant’s Signature (STEP 3) Grievance Received by on (date) Xxxxxxx’x Response: Date Xxxxxxx’x Signature Position of Grievant: Date Grievant’s Signature (STEP 4) Grievance Received by on (date) Results of Mediation: Date Mediator’s Signature Position of Grievant: Date Grievant’s Signature (STEP 5) Name of Arbitrator: Decision of Arbitrator: Date of Decision Arbitrator’s Signature SIDE LETTER If during the duration of this collective bargaining agreement the IEA/NEA Non-Tenure Track Faculty Association can prove that a clear majority of the complete bargaining unit are dues paying members the University agrees to meet with the union and discuss the possibility of a Fair Share/Agency Fee clause. Should those discussions take place the University will not insist that the union exempt from the payment of fees all Lecturers teaching less than 6 credits. Xxxxxxx Xxxxxxx Date Director, Offices of Human Resources Southern Illinois University Edwardsville SIDE LETTER It is agreed between Southern Illinois University Edwardsville (SIUE) and the IEA-NEA Non Tenure Track Faculty Association (NTTFA) that Digital Security Cameras will be installed throughout the SIUE campus only for the purpose of safety and security, except as stated herein below. It is further agreed that the Digital Security Cameras will not be used in the evaluation of employee performance, to monitor employment-related duties or functions or as evidence for reprimand, discipline or arbitration purposes. However, SIUE may use video surveillance evidence or information for disciplinary purposes if the evidence or information reveals a criminal act or criminal offense...
