Disciplinary Grievance Procedure Sample Clauses
Disciplinary Grievance Procedure. An employee receiving discipline may submit the disciplinary action to the grievance procedure beginning at Step 2 pursuant to Article 16 Grievance Procedure, or appeal the disciplinary action through the non-bargaining grievance procedures provided under the Xxxxxx County
Disciplinary Grievance Procedure. The Union shall have the right to take up a suspension and/or discharge or demotion as a grievance at the second step of the grievance procedure, and the matter shall be handled in accordance with this procedure through the arbitration step if deemed necessary.
Disciplinary Grievance Procedure. The Company's grievance procedure from time to time in effect and any disciplinary rules applicable to the Executive will be set out in notices displayed at his place of work or will otherwise be obtainable from the Company.
Disciplinary Grievance Procedure. The City and the Union agree that the primary objective of discipline will be to correct and rehabilitate, not to punish or penalize. To this end, in order of increasing severity, the disciplinary actions that the City may take against an employee include:
Disciplinary Grievance Procedure. The Company's disciplinary and grievance procedures which apply to the Employment are set out in the separate documentation already provided to the Executive. The disciplinary and grievance procedures are intended to be a guide to best practice, to be operated at the Company's discretion. They do not therefore form part of this Agreement. The terms of the grievance and disciplinary procedures may be changed from time to time by the Company and in such cases the most recent version will take priority. If the Executive is dissatisfied with any disciplinary decision relating to him, he may appeal in writing to the Chairman of the Board within seven days of the decision. The Chairman's decision will be final. If the Executive has any grievances, these should be raised in writing with the Chairman of the Board, whose decision on such grievances will be final.
Disciplinary Grievance Procedure. When a grievance related to discipline arises, it shall be settled in the following manner:
Step A: The employee, with or without his/her representative, shall present the grievance, in writing, to the Executive Director within fifteen (15) calendar days a1er the effective date of the disciplinary action. The Executive Director shall attempt to resolve the matter and give a decision in writing to the employee within fifteen (15) calendar days of its presentation.
Step B: Within seven (7) calendar days of receiving the Executive Director's decision, the bargaining unit may suggest in writing that the grievance be mediated. The Employer will notify the bargaining unit within seven (7) calendar days of the suggestion whether it agrees to mediate the grievance. A mediator will be requested from the Federal Mediation and Counseling Services unless another neutral is agreed upon.
Step C: Within fi1een (15) calendar days of the Executive Director's decision in Step A or fifteen (15) calendar days of completing mediation if the parties had agreed to that, the bargaining unit may take disciplinary matters limited to suspension and termination to binding arbitration.
Disciplinary Grievance Procedure. 1. Within fifteen (15) business days after receipt of written notice of the discipline taken against the crewmember, such crewmember may file an electronic grievance with the Manager of Flight Operations, or his designee, challenging the propriety of the action taken.
2. A hearing will be held by the Manager of Flight Operations, or his designee, within twenty (20) calendar days at a mutually acceptable time after receipt of the grievance. The grievant shall have Association representation present. Such hearing shall include a presentation by the Company of the evidence upon which the disciplinary decision was based, with the grievant and the Association having the right to question such witnesses present and to copy all the evidence presented.
3. Within ten (10) calendar days after the close of the hearing, the Manager of Flight Operations, or his designee, shall inform the grievant in writing of the decision with copies to the Association.
4. If the grievant is not satisfied with the decision of the Manager of Flight Operations, or his designee, such decision may be appealed to the “IPA/UPS System Board of Adjustment”. Such submission shall be made in writing within twenty (20) calendar days from the date of receipt by the grievant of the decision of the Manager of Flight Operations, or his designee, with copies to the same.
5. In the case of discharge or discipline involving 37:30 hours or more loss of pay, the grievance may be appealed directly to the IPA/UPS Arbitration System Board of Adjustment.
6. Cases of discipline involving less than 37:30 hours loss of pay shall be subject to the regular grievance procedure except there shall be no appeal step hearing unless mutually agreed to by the parties. Further, notwithstanding any other provision of this Agreement, the parties agree the grievant and the Company manager responsible for the disciplinary decision shall be present to testify at the IPA/UPS System Board of Adjustment.
Disciplinary Grievance Procedure. The City and AFSCME agree that they will attempt to address eligible employees’ disciplinary grievances in a fair and proper manner and at the lowest level possible. To achieve these goals, the City will notify an eligible employee of his or her disciplinary grievance rights when it provides written notice of discipline. The City will provide an eligible employee a reasonable amount of time during working hours to prepare for any disciplinary grievance. An eligible employee may have an AFSCME representative, or other representative, at any step of the disciplinary grievance process. The City will postpone any grievance hearing one time at an eligible employee’s request to arrange representation. The City will not retaliate against an eligible employee for taking part in this grievance procedure. Any eligible employee in the Police or Fire Departments may appeal a termination or suspension without pay of more than three (3) days or twenty-four (24) working hours with the Salt Lake City Civil Service Commission. Eligible employees in the Police or Fire Departments should refer to the Salt Lake City Civil Service Commission Rules for the most current appeal process. The first level of grievance process is an appeal to the eligible employee’s Department Director or designee. The following actions may be appealed: • Suspensions without pay; • Denial of merit increase; • Demotions, or transfers to a position with less pay; • Termination of employment.
Disciplinary Grievance Procedure. 15.1 The Company’s disciplinary and grievance procedures applicabe to your employment, are contained in the staff handbook. These procedures do not form part of your contract of employment.
Disciplinary Grievance Procedure. 38 A. Employee Appeals Board 40 B. Appeals to Independent Hearing Officer 40 ARTICLE 46 – JOB BID GRIEVANCE PROCEDURE 41