Discussion of Differences. If a difference arises between the Employer and an employee(s) or between the Employer and the Union concerning the interpretation, application, operation or any alleged violation of the Agreement, the employee(s) shall continue to work in accordance with the Agreement until the difference is settled.
Discussion of Differences. 7.01 The Union and the Employer are committed to a process of working together with the common goals of anticipating and resolving mutual problems and improving their day to day working relationship. To this end, the parties agree to the establishment of a labour management committee.
1. Reviewing matters, other than grievances, related to the maintenance of good relations between the parties;
2. Correcting conditions causing misunderstandings;
3. Dealing with matters related to workload;
4. Dealing with matters referred to in this Agreement. The parties will alternate at each meeting the responsibility of preparing and issuing an agenda and chairing the meeting. Every effort will be made to have the agenda circulated one week in advance of the meeting. The parties will be responsible for their own minutes but these minutes are prepared on a without prejudice basis. Except by mutual agreement which will not be unreasonably withheld by either party, no matter which has not been raised as an agenda item will be discussed at the meeting. Agreement reached at Labour Management meetings must be signed and approved by both the Union and Employer.
7.02 The Labour Management Committee shall consist of:
(i) Up to four (4) representatives of the Union which includes the Secretary/Business Manager of the Union or their designate;
(ii) Up to four (4) representatives of the Employer.
Discussion of Differences. The Employer and the Union recognize that grievances may arise concerning:
A) differences between the Parties respecting the interpretation, application, operation or any alleged violation of a provision of this Agreement, including a question as to whether or not a matter is subject to arbitration; or
B) the dismissal, discipline or suspension of an employee bound by the Agreement. The purpose of this Article is to provide the sole method for the settlement of a grievance alleging the violation of a specific provision of this Agreement. Such a grievance shall be presented and processed in accordance with the steps, time limits and conditions set forth herein.
Step 1 The employee, with or without a Shop Xxxxxxx (at the employee’s option), shall first discuss the grievance with his/her immediate supervisor or department head within seven (7) calendar days of the occurrence of the grievance. In this first step, both parties shall make every effort to settle the dispute. If the grievance is not settled at this step, then;
Step 2 The grievance shall be reduced to writing by:
i) recording the grievance on the appropriate grievance form, setting out the nature of the grievance and the circumstances from which it arose;
ii) stating the Article of the Agreement infringed upon or alleged to have been violated and the remedy or correction required;
iii) the grievance shall be signed by the employee and a Shop Xxxxxxx;
iv) the supervisor shall acknowledge receipt of the written grievance by signing and dating the grievance form at the time the grievance is presented; and
v) within seven (7) calendar days of receipt of the written grievance, the supervisor or the department head shall give his/her written reply. If the grievance is not settled at this step, then;
Step 3 The Union shall, within a further fourteen (14) calendar days of this notification, discuss the grievance with the representative designated by the Employer with the authority to handle grievances at Step 3 (who shall be outside the bargaining unit). Within a further seven (7) calendar days of the Step 3 meeting, the representative designated by the Employer shall respond in writing to the Union. Should the grievance be denied, written reasons for the denial shall be given. Failing settlement at this step, the grievance may be referred to an Industry Troubleshooter, Expedited Arbitrator or arbitration. The notice shall be delivered to the other party within ninety (90) days of the reply under Step 3.
Discussion of Differences. 6 ARTICLE 6 – NO STRIKES OR LOCKOUTS 7
Discussion of Differences. It is recognized that grievances may arise during the life of this Agreement concerning the interpretation, application, operation, or alleged violation of the Collective Agreement, including the question of whether the matter is arbitrable. The Parties recognize the importance of timeliness in dealing with disputes and will attempt to resolve these grievances through the following process, and the employee(s) will continue to work in accordance with the Agreement until the difference is resolved.
Discussion of Differences. The Union and the Employer are committed to a process of working together with the common goals of anticipating and resolving mutual problems, improving their day to day working relationship and improving workplace efficiencies and operations. To this end, the parties agree to the establishment of an Employee Relations committee.
Discussion of Differences. If a difference arises between one (1) or more employees and the Employer concerning the interpretation, application or administration of the Agreement, the employee(s) shall first discuss the matter with his/her immediate OOS supervisor within twenty one calendar (21) days of the occurrence of the incident. The employee may have a xxxxxxx present if desired. The supervisor shall answer the dispute within seven (7) working days of the discussion unless the Union agrees to extend this time limit. At any stage, either of the parties may request a meeting to discuss the matter of the grievance without prejudice to their respective positions.
Discussion of Differences. It is recognized that grievances may arise during the life of this Agreement concerning the interpretation, application, operation, or alleged violation of the Collective Agreement, including the question of whether the matter is arbitrable. The parties will attempt to resolve these grievances through the following process, and the employee(s) will continue to work in accordance with the Agreement until the difference is resolved.
Step 1 The Employer and the Union agree that every effort shall be made to settle the dispute at the local level. The aggrieved employee, with the Xxxxxxx, shall request a resolution of the matter from the supervisor. If the excluded supervisor fails to resolve the matter to the satisfaction of the employee, or fails to respond to the employee’s request for resolution within the prescribed time, the employee shall inform the excluded supervisor that the matter is proceeding to Step 2 and put the grievance in writing to the excluded supervisor.
Discussion of Differences. The Union and the Employer are committed to a process of working together with the common goal of anticipating and resolving mutual problems and improving their day to day working relationship. To this end, the parties agree to the establishment of a labour management committee. Such meetings shall discuss issues, related to the workplace that affects the parties or any employee bound by the agreement, including but not limited to:
1. Reviewing matters, related to the maintenance of good relations between the parties;
2. Correcting conditions causing misunderstandings;
3. Dealing with any matters regarding this agreement;
4. Discussing quality of resident services and making recommendations to improve those services.
