Common use of Discipline and Grievances Clause in Contracts

Discipline and Grievances. No discrimination will be made in the employment, retention, or conditions of employment of employees because of membership or in labour organizations. No employee shall be disciplined, discharged, or have their employment terminated for any reason until has had a fair and impartial investigation and responsibility established. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will be held if practicable during regular working hours. will be given at least one (1) day's notice of the investigation and notified of the charges against This shall not be construed to mean that a proper officer of the Railway, who may be on the premises when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee will not be required to make statements on matters affecting the Agreement, Company working rules, policies, procedures, or compensation without the Local Chairperson or authorized committee person present. The employee and the Local Union will be furnished with a copy of the statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's office. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson shall be shown all evidence in the case. Should an employee be exonerated, shall be paid at their regular rate of pay for any time lost, one (1) day for each (24) hours, less any amount earned in other employment. If away from home, employees shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation.

Discipline and Grievances. No discrimination (a) An employee having six months or more seniority will not be made in the employment, retention, disciplined or conditions of employment of employees because of membership or in labour organizations. No employee shall be disciplined, discharged, or have their employment terminated for any reason discharged until has had a fair and impartial investigation and responsibility establishedinvestigation. Investigations in connection with alleged irregularities will Investigationswill be held as quickly as possible. When a discipline assessment will be only a reprimand, warning or caution, or the like, a "hearing" or "investigation" is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as fellow employee, other supervisor or union representative, shall not be in attendance. This provision will not operate to extend the one year period for clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will be held if practicable during regular working hours. will be given at least one (1) day's notice of the investigation and notified of the charges against This shall not be construed to mean that a proper However, an officer of the Railway, who may be on the premises grounds when the cause for investigation occurs, shall be prevented from making occurs may hold an immediate investigation. An employee will not be required to make statements on matters affecting if so desires, have the Agreement, Company working rules, policies, procedures, or compensation without assistance of a fellow employee an accredited representative of the Local Chairperson or authorized committee person presentunion at the investigation. The employee and the Local Union will or union representative shall be furnished with given a copy of the statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the employee's statement is taken from the employee being investigatedand on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative The decision will be notified in writingrendered as early as possible, but not later than, twenty-eight (28) calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust, unjust an appeal may be made in writing within fourteen (1428) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's office. grievance procedure under Article Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall Appeals with respect to dismissal or suspension should be granted and a decision rendered as quickly as possiblesubmitted directly to Step the grievance procedure. On request, the Local Chairperson Assistant General Chairman shall be shown all evidence of in the case. Should an employee be exonerated, shall be paid at their regular rate of pay schedule rates for any time lost, if any (one (1) day for each twenty-four (24) hours), less any amount earned in other employment. If away from home, employees home shall, on the production of receipts, be reimbursed for reasonable expenses for travelling to and from incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. No discrimination (a) An employee having six months or more seniority will not be made in the employment, retention, disciplined or conditions of employment of employees because of membership or in labour organizations. No employee shall be disciplined, discharged, or have their employment terminated for any reason discharged until has had a fair and impartial investigation and responsibility establishedinvestigation. Investigations in connection with alleged irregularities will be held as quickly as possible. When a discipline assessment will be only a reprimand, warning or caution, or the like, a "hearing" or "investigation" is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as fellow employee, other supervisor or union representative, shall not be in attendance. This provision will not operate to extend the one year period for clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will be held if practicable during regular working hours. will be given at least one (1) day's notice of the investigation and notified of the charges against This shall not be construed to mean that a proper However, an officer of the Railway, who may be on the premises grounds when the cause for investigation occurs, shall be prevented from making occurs may hold an immediate investigation. An employee will not be required to make statements on matters affecting may, if so desires, have the Agreement, Company working rules, policies, procedures, or compensation without assistance of a fellow employee an accredited representative of the Local Chairperson or authorized committee person presentunion at the investigation. The employee and the Local Union will or union representative shall be furnished with given a copy of the statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the employee's statement is taken from the employee being investigatedand on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible dismissable offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative The decision will be notified in writingrendered as early as possible but not later than (28) calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust, unjust an appeal may be made in writing within fourteen (1428) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's office. grievance procedure under Article Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall Appeals with respect to dismissal or suspension should be granted and a decision rendered as quickly as possiblesubmitted directly to Step of the grievance procedure. On request, the Local Chairperson Assistant General Chairman shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at their regular rate of pay schedule rates for any time lost, if any (one (1) day Id)ay for each (24) hours), less any amount earned in other employment. If away from home, employees home shall, on the production of receipts, be reimbursed for reasonable expenses for travelling to and from incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. (a) No discrimination will be made in the employment, retention, retention or conditions of employment of employees because of membership or non-mem- bership in labour organizations. No employee shall When a discipline assessment will be disciplinedonly a reprimand, dischargedwarning or caution, or have their employment terminated the like, a “hear- ing” or “investigation” is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union rep- resentative, shall not be in attendance. This provi- sion will not operate to extend the one year period for any reason until the clearing of previous demerit marks. Interac- tion management discussion forms will not be placed on employee files. An employee, who has had completed a fair and impartial investigation and responsibility establishedproba- tionary period of sixty working days will not be disciplined or discharged without an investigation. Investigations in connection with alleged irregularities ir- regularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete for investigation and notice provided to the Local Chairperson(not exceeding three working days). When an employee em- ployee is not held out of service, the investigation will will, if practicable, be held if practicable during his/her regular working hours. He/she will be given at least one (1) day's ’s notice of the investigation and notified of the charges against him/her. This shall not be construed to mean that a proper officer of the Railwayrailway, who may be on the premises ground when the cause for investigation investiga- tion occurs, shall be prevented from making an immediate im- mediate investigation. An employee will not be required to make statements on matters affecting may, if he/she so desires, have the Agreement, Company working rules, policies, proceduresassistance of one or two fellow employees, or compensation without the Local Chairperson Chairman or authorized committee person presentof the Brotherhood, at the inves- tigation. The employee and the Local Union will being investigated shall be furnished with a copy of the his/her own statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except ex- cept in the case of a dismissible dismissable offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's officeGrievance Procedure. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson National Representative shall be shown all evidence in the case. Should an employee be exonerated, exonerated he/she shall be paid at their his/her regular rate of pay for any time lost, lost (one (1) day for each (24) twenty-four hours), less any amount earned in other employmentemploy- ment. If away from home, employees home he/she shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation. Any complaint raised by an employee con- cerning the interpretation, application or alleged vio- lation of this Agreement shall be dealt with in the following manner; this shall also apply to an em- ployee who believes that he/she has been unjustly dealt with: Step I Within fourteen calendar days from cause of grievance the employee and/or the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will give a decision as soon as possible but in any case within fourteen calendar days of receipt of grievance.

Discipline and Grievances. (a) No discrimination will be made in the employment, retention, retention or conditions of employment of employees because of membership or non-mem- bership in labour organizations. No employee shall When a discipline assessment will be disciplinedonly a reprimand, dischargedwarning or caution, or have their employment terminated the like, a “hear- ing” or “investigation” is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union rep- resentative, shall not be in attendance. This provi- sion will not operate to extend the one year period for any reason until the clearing of previous demerit marks. Interac- tion management discussion forms will not be placed on employee files. An employee, who has had completed a fair and impartial investigation and responsibility establishedproba- tionary period of sixty working days will not be disciplined or discharged without an investigation. Investigations in connection with alleged irregularities ir- regularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete for investigation and notice provided to the Local Chairperson(not exceeding three working days). When an employee em- ployee is not held out of service, the investigation will will, if practicable, be held if practicable during his/her regular working hours. will be given at least one (1) day's ’s notice of the investigation and notified of the charges against him/her. This shall not be construed to mean that a proper officer of the Railwayrailway, who may be on the premises ground when the cause for investigation investiga- tion occurs, shall be prevented from making an immediate im- mediate investigation. An employee will not be required to make statements on matters affecting may, if he/she so desires, have the Agreement, Company working rules, policies, proceduresassistance of one or two fellow employees, or compensation without the Local Chairperson Chairman or authorized committee person presentof the Brotherhood, at the inves- tigation. The employee and the Local Union will being investigated shall be furnished with a copy of the his/her own statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except ex- cept in the case of a dismissible dismissable offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's officeGrievance Procedure. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson National Representative shall be shown all evidence in the case. Should an employee be exonerated, exonerated he/she shall be paid at their his/her regular rate of pay for any time lost, lost (one (1) day for each (24) twenty-four hours), less any amount earned in other employmentemploy- ment. If away from home, employees home he/she shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation. Any complaint raised by, an employee con- cerning the interpretation, application or alleged vio- lation of this Agreement shall. be dealt with in the following manner; this shall also apply to an em- ployee who believes that he/she has been unjustly dealt with: Step Within fourteen calendar days from cause of grievance the employee and/or the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will give a decision as soon as possible but in any case within fourteen calendar days of receipt of grievance.

Discipline and Grievances. (a) No discrimination will be made in the employment, retention, retention or conditions of employment of employees because of membership or non-membership in labour organizationsWhen a discipline will be only a reprimand, warning or or the like, a "hearing" or necessary. No In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union representative, shall not be disciplinedin attendance. This provision will not operate to extend the one year period for the clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee, discharged, who has completed a probationary period of sixty working days will not be disciplined or have their employment terminated for any reason until has had a fair and impartial investigation and responsibility establisheddischarged without an investigation. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will will, if practicable, be held if practicable during his/her regular working hours. He/she will be given at least one (1) day's notice of the investigation and notified of the charges against him/her. This shall not be construed to mean that a proper officer of the Railwayrailway, who may be on the premises ground when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee will not be required to make statements on matters affecting may, if he/she desires, have the Agreement, Company working rules, policies, proceduresassistance of one or two fellow employees, or compensation without the Local Chairperson Chairman or authorized committee person presentof the Brotherhood, at the investigation. The employee and the Local Union will being investigated shall be furnished with a copy of the his/her own statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's officeGrievance Procedure. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson National Representative shall be shown all evidence in the case. Should an employee be exonerated, exonerated he/she shall be paid at their regular rate of pay for any time lost, lost (one (1) day for each (24) twenty-four hours), less any amount earned in other employment. If away from home, employees shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation.. Any complaint raised by an employee concerning the interpretation, application or alleged violation of this Agreement shall be dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with:

Discipline and Grievances. (a) No discrimination will be made in the employment, retention, retention or conditions of employment of employees because of membership or non-membership in labour organizationsWhen a discipline will be only a reprimand, warning or or the like, a "hearing" or necessary. No In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union representative, shall not be disciplinedin attendance. This provision will not operate to extend the one year period for the clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee, discharged, who has completed a probationary period of sixty working days will not be disciplined or have their employment terminated for any reason until has had a fair and impartial investigation and responsibility establisheddischarged without an investigation. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will will, if practicable, be held if practicable during his/her regular working hours. He/she will be given at least one (1) dayxxx's notice of the investigation and notified of the charges against him/her. This shall not be construed to mean that a proper officer of the Railwayrailway, who may be on the premises ground when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee will not be required to make statements on matters affecting may, if he/she desires, have the Agreement, Company working rules, policies, proceduresassistance of one or two fellow employees, or compensation without the Local Chairperson Chairman or authorized committee person presentof the Brotherhood, at the investigation. The employee and the Local Union will being investigated shall be furnished with a copy of the his/her own statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's officeGrievance Procedure. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson National Representative shall be shown all evidence in the case. Should an employee be exonerated, exonerated he/she shall be paid at their regular rate of pay for any time lost, lost (one (1) day for each (24) twenty-four hours), less any amount earned in other employment. If away from home, employees shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation.. Any complaint raised by an employee concerning the interpretation, application or alleged violation of this Agreement shall be dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with:

Discipline and Grievances. No discrimination An employee having six months or more seniority will not be made in the employment, retention, disciplined or conditions of employment of employees because of membership or in labour organizations. No employee shall be disciplined, discharged, or have their employment terminated for any reason discharged until has had a fair and impartial investigation and responsibility establishedinvestigation. Investigations in connection with alleged irregularities will be held as quickly as possible. When a discipline assessment will be only a reprimand, warning, or caution, or the like, a "hearing" or "investigation" is not necessary. In such cases, when the matter is discussed directly with the employee by the supervisor, a third party, such as fellow employee, other supervisor, or Union representative shall not be in attendance. This provision will not operate to extend the one year period for clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee may be held out of service with pay pending the complete investigation and notice provided to the Local Chairperson. When an employee is not held out of service, the investigation will be held if practicable during regular working hours. will be given at least one (1) day's notice of the investigation and notified of the charges against This shall not be construed to mean that a proper However, an officer of the Railway, who may be on the premises grounds when the cause for investigation occurs, shall be prevented from making occurs may hold an immediate investigation. An employee will not be required to make statements on matters affecting may, if so desires, have the Agreement, Company working rules, policies, procedures, or compensation without assistance of a fellow employee an accredited representative of the Local Chairperson or authorized committee person presentUnion at the investigation. The employee and the Local or Union will representative shall be furnished with given a copy of the statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the employee's statement is taken from the employee being investigatedand on request copies of all evidence taken. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative The decision will be notified in writingrendered as early as possible, but not later than calendar days from the date the statement is taken from the employee being investigated. If the decision is considered unjust, unjust an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's office. grievance procedure under Article Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall Appeals with respect to dismissal or suspension should be granted and a decision rendered as quickly as possiblesubmitted directly to Step of the grievance procedure. On request, the Local Chairperson Assistant General Chairman and or designate shall be shown all evidence of record in the case. Should an employee be exonerated, shall be paid at their regular rate of pay schedule rates for any time lost, if any (one (1) day for each (24) hours), less any amount earned in other employment. If away from home, employees home shall, on the production of receipts, be reimbursed for reasonable expenses for travelling to and from incurred in connection with the investigation. When discipline is recorded against an employee will be advised.

Discipline and Grievances. (a) No discrimination will be made in the . employment, retention, retention or conditions of employment of employees because of membership or in labour organizations. No employee shall When a assessment will be disciplinedonly a reprimand, dischargedwarning or caution, or have their employment terminated the like, a or “investigation” is not necessary. In such cases, when the matter Is discussed directly with the employee by the supervisor, a third party, such as a fellow employee, other supervisor or union representative, shall not be in attendance. This provision will not operate to extend the one year period for any reason until clearing of previous demerit marks. Interaction management discussion forms will not be placed on employee files. An employee, who has had completed a fair and impartial investigation and responsibility establishedprobationary period of sixty working days will not be disciplined or without an investigation. Investigations in connection with alleged irregularities will be held as quickly as possible. An employee may be held out of service with pay pending the complete for investigation and notice provided to the Local Chairpersonexceeding three working days). When an employee is not held out of service, the investigation will will, if practicable, be held if practicable during his/her regular working hours. will be given at least one (1) day's ’s notice of the investigation and notified of the charges against This shall not be construed to mean that a proper officer of the Railwayrailway, who may be on the premises ground when the cause for investigation occurs, shall be prevented from making an immediate investigation. An employee will not be required to make statements on matters affecting may, if so have the Agreement, Company working rules, policies, proceduresassistance of one or two fellow employees, or compensation without the Local Chairperson Chairman or authorized committee person presentof the Brotherhood, at the investigation. The employee and the Local Union will being investigated shall be furnished with a copy of the his/her own statement. The decision will be rendered as quickly as possible but in any event not later than twenty-one (21) calendar days from the date the statement is taken from the employee being investigated. An employee will not be held out of service pending the rendering of a decision, except in the case of a dismissible dismissable offence. Following that investigation, the Company will not be allowed to conduct the investigation anew into the circumstances of the initial investigation When discipline is recorded against an employee, and the authorized Union representative will be notified in writing. If the decision is considered unjust, an appeal may be made in writing within fourteen (14) calendar days of in accordance with the advice of discipline. Appeals of suspension or dismissal shall be made directly to the President's officeGrievance Procedure. Such appeal shall be considered part of the Grievance Procedure, and it will set forth the grounds upon which it is made. The hearing on appeal shall be granted and a decision rendered as quickly as possible. On request, the Local Chairperson National Representative shall be shown all evidence in the case. Should an employee be exonerated, tie exonerated he/she shall be paid at their regular rate of pay for any time lost, lost (one (1) day for each (24) twenty-four hours), less any amount earned in other employment. If away from home, employees shall, on the production of receipts, be reimbursed reasonable expenses for travelling to and from the investigation. Any complaint raised by an employee concerning the interpretation, application or alleged violation of this Agreement shall be dealt with in the following manner; this shall also apply to an employee who believes that he/she has been unjustly dealt with: Step Within twenty-eight calendar days from cause of grievance the employee the Local Chairman may present the grievance either orally or in writing to the immediate supervisor who will give a decision as soon as possible but in any case within twenty-eight calendar days of receipt of grievance.