DISPUTES AND GRIEVANCES. Section 1. This Agreement is intended to provide close cooperation between management and labor. Each of the Unions will assign a representative to this project for the purpose of completing the construction of the project economically, efficiently, continuously, and without interruptions, delays, or work stoppages.
Section 2. The Port of Seattle, Contractors, Unions, and the employees, collectively and individually, realize the importance to all parties to maintain continuous and uninterrupted performance of the work of the project, and agree to resolve disputes in accordance with the grievance-arbitration provisions set forth in this Article.
Section 3. Any question or dispute arising out of and during the term of this Project Agreement (other than trade jurisdictional disputes) shall be considered a grievance and subject to resolution under the following procedures:
(a) When any employee subject to the provisions of this Agreement feels he/she is aggrieved by a violation of this Agreement, he/she, through his/her local union business representative or designated Union Representative, shall, within five (5) working days after the occurrence, or had knowledge of or should have known of the alleged violation, give notice to the work-site representative of the involved Contractor stating the provision(s) alleged to have been violated. The business representative of the local union or the designated Union Representative and the work-site representative of the involved Contractor and the Owners Representative shall meet and endeavor to adjust the matter within three (3) working days after timely notice has been given. The representative of the Contractor shall keep the meeting minutes and shall respond to the Union representative in writing and the Owners Representatives at the conclusion of the meeting but not later than twenty-four (24) hours thereafter. If they fail to resolve the matter within the prescribed period, the grieving party may, within forty-eight (48) hours thereafter, pursue Step 2 of the Grievance Procedure, provided the grievance is reduced to writing, setting forth the relevant information concerning the alleged grievance, including a short description thereof, the date on which the grievance occurred, and the provision(s) of the Agreement alleged to have been violated.
(b) Should the Local Union(s) or the Project Contractor or any Sub-Contractor of whatever tier have a dispute with the other party and, if after conferring, a settlement is...
DISPUTES AND GRIEVANCES.
Section 1. This CWA promotes close cooperation between management and labor. Each Union will assign a representative to ensure Covered Projects are completed economically, efficiently, continuously, and without interruptions, delays, or work stoppages.
Section 2. The Contractors, Unions, and workers, collectively and individually, realize the importance to all parties to maintain continuous and uninterrupted performance of project work and agree to resolve disputes under the grievance arbitration provisions herein.
Section 3. Any dispute on a Covered Project that is specific to labor relationships (other than jurisdictional disputes) shall be considered a grievance and subject to resolution under the following. The Prime Contractor and City shall be given copies of all notices and invited to participate in any meetings or proceedings. Failure of the grieving partyto adhere to the time limits established renders the grievance null and void. The time limits established may be extended by written mutual consent of the parties at the step where the extension is agreed.
Step 1. If a worker, Contractor or Union subject to this CWA feels aggrieved by a labor issue, the worker may give notice to their Union representative. Within ten
DISPUTES AND GRIEVANCES. 39.1 The Academic Staff Disciplinary Procedures shall apply.
39.2 The Employment Relationship Problem procedures in Part I Schedule 5 shall apply. However, if any disagreement arises over the interpretation or implementation of an employment agreement, attempts to resolve such disagreements should be made first between the employee and the employee’s immediate work supervisor and, if that does not provide a resolution, then the employee should approach the academic head. If the problem is still not resolved, recourse can be made to Human Resources.
DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.
DISPUTES AND GRIEVANCES. 9.1 In case of any dispute or grievance arising that cannot be settled informally by the member representative of the Union and Employer, it will be referred to representatives of the Parties. If the dispute or grievance remains unsettled, it will then be referred to the Joint Conference Board and such Board shall meet within twenty-four (24) hours, if necessary. In any case, any grievance that is not submitted, in writing, to the other Party within one (1) week of the time the cause of such grievance should have been known shall be deemed to have been abandoned. Any variation from this Section would only take place in very exceptional circumstances such as lack of communications facilities, etc.
9.2 If any dispute or grievance referred to the Joint Conference Board cannot be settled or otherwise resolved by the Joint Conference Board upon its having been considered by the Joint Conference Board, then either of the Parties to the dispute or grievance will be at liberty to refer the dispute or grievance to an Arbitration Board in the manner hereinafter provided for.
9.3 A majority decision of the Joint Conference Board concerning a grievance referred to it shall be final and binding on the Parties and their members.
DISPUTES AND GRIEVANCES. Section 1. This Agreement is intended to provide close cooperation between management and labor. The Construction Manager/General Contractor and the Building and Construction Trades Council shall each assign a representative to this Project for the purpose of assisting the Local Unions, together with the Contractor, to complete the construction of the Project economically, efficiently, continuously and without interruption, delays or work stoppages. Each Contractor shall hold a pre-job conference with the Union and Construction Manager/General Contractor to clear up any project question and work assignments in which there is thought to be a difference in opinion. Every effort will be made to hold such conference well in advance of actual work performance.
Section 2. The Contractor, Union, and employees collectively and individually, realize the importance to all parties to maintain continuous and uninterrupted performance of the work of the Project, and agree to resolve disputes over grievances in accordance with the arbitration provisions set forth in the Local Area Agreements in effect with the Unions listed in Schedule A attached hereto.
DISPUTES AND GRIEVANCES a) In case of any dispute or grievance arising that cannot be settled informally by the member representative of the Union and Employer, it will be referred to representatives of the Parties. If the dispute or grievance remains unsettled, it will then be referred to the Joint Conference Board and such Board shall meet within twenty-four (24) hours, if necessary. In any case, any grievance that is not submitted, in writing, to the other Party within on
(1) week of the time the cause of such grievance should have been know shall be deemed to have been abandoned. Any variation from this Section would only take place in very exceptional circumstances such as lack of communications facilities, etc.
b) If any dispute or grievance referred to the Joint conference Board cannot be settled or otherwise resolved by the Joint Conference Board, then either of the Parties to the dispute or grievance will be at liberty to refer the dispute or grievance to the Arbitration Board in the manner hereinafter provided for.
c) A majority decision of the Joint Conference Board concerning a grievance referred to it shall be final and binding on the Parties and their members.
18.02 A Joint Conference Board will be formed of five (5) members of the Island Mechanical Industrial Relations Association and five (5) members of Local 324, who shall meet as requested by either party, at which meeting three (3) members of each party will form a quorum and in any case, equal representation of both parties shall participate in the voting. Such Board shall have power on behalf of the respective parties hereto to adjust trade disputes or grievances or establish regulations governing the conduct of their members.
DISPUTES AND GRIEVANCES. 1. DESIGNATION OF HEARING COMMITTEES AS BOARDS OF ARBITRATION: The parties hereto expressly establish the LMCC, a Board of Arbitration to determine controversies between the parties hereto as to alleged violations of this Agreement, and to determine the remedies including damages and amount of liquidated damages to be assessed against such violators, and to devise any other appropriate remedy which may effectuate the purposes of this Agreement. After the exhaustion of appeal proceedings as provided herein, the decision of such trial bodies shall be final and binding upon all parties hereto, and such. The decision of the LMCC may be enforced as an Award of Arbitration under the provision of the California Code of Civil Procedure. In any order to enforce such an award, it is agreed that the court shall add the payment of reasonable attorneys' fees, costs of court, and interest from the date of the award.
DISPUTES AND GRIEVANCES. 8 14 Double Identity.......................................................... 9.......................... 9 20 Drug Abuse ............................................................... 11 23 Dual Shops ................................................................ 21...................... 5-E 40 -E- Election Code ............................................................ 15........................ 3 28 Election Day, D.C. #36 ............................................. 15........................ 2 28 Emergency Work Permit........................................... 15........................ 4 28 Emergency Work Definition ..................................... 15........................ 4 28 Employers – Classification of ............................................ 4.......................... 2 3 Definition of .................................................. 1.......................... 2 1 License and Legal Requirements .................. 4 3 From Out of Area .......................................... 5......................... 13 8 Work by......................................................... 5.......................... 8 6 Employment of Workmen......................................... 7 11 Enforcement .............................................................. 8.......................... 8 16 Exceptional Conditions ............................................. 16........................ 8 31 Expenses, Out of Town ............................................. 19 36 -F- Fair Employment Practice......................................... 14........................ 1 26 Fees – Bond .............................................................. 23........................ 3 49 Registration ................................................... 6.......................... 3 9 Shop Card...................................................... 9.......................... 3 19 Xxxxxxx, Definition of.............................................. 17 32 -G- Geographical Jurisdiction.......................................... 6.................... 7-A & B 10 Grievances, Disputes and .......................................... 8 14 -H- Health & Welfare ...................................................... 21.....................1-A-1 38 Healthy Workplace Family Act of 2014 ................... 21.....................1-A-3 38 Hearing by Judicial ................................................... 8.......................... 1 14
DISPUTES AND GRIEVANCES. A. Disputes between the Vendor and the Council will be resolved in accordance with the following steps. Procedures for contract violations:
1. The HSC Administrator/Program Coordinator will send notification to the
2. If there are concerns, the HSC Administrator/Program Coordinator will communicate with the Vendor. All oral warnings shall be done in private.
3. The following steps will be taken for repeated concerns or major contract violations.
a. verbal communication concerning the problem area is to be made to the Vendor
b. if the problem is not resolved at step one, a second verbal communication concerning the problem area will be made along with a memo directed to the Vendor’s administrator and copied to the program director documenting the incident
c. if after a reasonable time the issue is not resolved, the HSC Administrator/Program Coordinator will request a meeting with the Vendor, corrective steps agreed to at the meeting will be recorded by the HSC Administrator/Program Coordinator
d. if corrective action is not taken within 15 days of the meeting, the Vendor shall be notified of the Council’s intent to terminate the contract
B. Grievances between the Vendor and the Council will be resolved in accordance with the following steps. Procedures for grievance:
1. The Vendor shall express legitimate concerns regarding a specific contract grievance to the HSC Administrator/Program Coordinator.
2. If the matter remains unresolved, the Vendor shall communicate to the HSC Administrator/Program Coordinator in writing, with documentation to include steps that were taken to resolve the issue.
3. If the issue is unresolved after (10) days, the Vendor may appeal to the Human Services Council. This request shall be in writing and is to be sent to the President of the Council.
4. This agreement shall be construed by and governed under the laws of the State of Maryland.
5. The Vendor shall notify the Council, in writing, of its intent to pursue a claim against Council for breach of any terms of the Agreement. Vendor may not commence a lawsuit for breech of this agreement prior to the expiration of
