EEO Complaints. Any grievance which in any way affects the implementation of the City's Equal Employment Opportunity Policy shall not be subject to arbitration. The decision as to whether or not implementation of the Equal Employment Opportunity Policy is in any way involved shall be made by the City Manager in his or her sole discretion. If, in his or her judgment, any grievance which involves the Equal Employment Opportunity Policy, the Equal Employment Opportunity and Diversity Officer shall notify the Union to that effect in writing within seven (7) days of the date upon which the grievance is received in the Human Resources Department and, in such notification, refer to that Section of the Equal Employment Opportunity Complaint Investigation & Resolution Procedure which is involved; provided, however, that such notice may come at any time prior to arbitration if additional factors come to the attention of the Equal Employment Opportunity and Diversity Officer on the basis of which he or she considers it appropriate to change his or her original determination.
EEO Complaints. 1. The processing of any grievance regarding an issue or fact situation which is also the subject of a formal EEO complaint shall be deferred until a final agency (USPS) decision or decision on appeal therefrom is rendered on the EEO complaint. The disposition of any allegation of discrimination in such proceeding shall be dispositive and binding on the same or sim- ilar issues presented in the deferred grievance. Management’s Step 2 representative will provide written notification to the appropriate state xxxxxxx that an EEO complaint has also been filed. In the event the grievance has been appealed to Step 3 or Step 4, management’s Step 3 or Step 4 representa- tive will provide the same written notice to the union representative at the step involved. Upon final disposition of the EEO complaint, only those contractual issues which are separate and dis- tinct from the discrimination issue may be reactivated in the grievance process at the same Step at which the grievance was deferred. The grievance will be reactivated by immediate scheduling for discussion at the step of the grievance procedure which the grievance had reached when deferred or, if applic- able, will be moved to the head of the arbitration docket. Notwithstanding the foregoing, within fifteen (15) days after the filing of an EEO complaint, either party may notify the other that an otherwise deferrable grievance should continue to be processed where such grievance involves a removal action. Should the Union decline to continue to process a removal action after notification, such grievance shall be considered closed upon the expi- ration of the appropriate time limits for appeal or fif- teen (15) days, whichever is longer.
EEO Complaints. A. A bargaining unit employee may file either an EEO complaint or a grievance under the Negotiated Grievance Procedure, but not both. An employee filing a formal EEO complaint under the Agency’s procedure is entitled to a representative of personal choice subject to Agency policies and regulations. An employee filing a grievance under the Negotiated Grievance Procedure may be represented only by an authorized Union representative.
EEO Complaints. SECTION 4. In compliance with the Statute, an employee may elect to either appeal the following actions to the Merit Systems Protection Board (MSPB) under the procedures prescribed by the MSPB, or to pursue the matter through the grievance/arbitration system, but not both. The election, once made, is final:
EEO Complaints. 1. The processing of any grievance regarding an issue or fact situation which is also the subject of a formal EEO complaint shall be deferred until a final agency (USPS) decision or decision on appeal therefrom is rendered on the EEO complaint. The disposition of any allegation of discrimination in such proceeding shall be disposi- tive and binding on the same or similar issues pre- sented in the deferred grievance. Management’s Step 2 representative will provide written notification to the appropriate district representative that an EEO com- plaint has also been filed. In the event the grievance has been appealed to Step 3 or Step 4, management’s Step 3 or Step 4 representative will provide the same written notice to the Union representative at the step involved. Upon final disposition of the EEO complaint, only those contractual issues which are separate and distinct from the discrimination issue may be reactivated in the
EEO Complaints. 1. The processing of any grievance regarding an issue or fact situation which is also the subject of an EEO complaint shall be deferred until a final agency (USPS) decision or decision on appeal therefrom is rendered on the EEO complaint. The disposition of any allegation of discrimination in such pro- ceeding shall be dispositive and binding on the same or simi- lar issues presented in the deferred grievance. Management’s Step 2 representative will provide written notification to the appropriate state xxxxxxx that an EEO complaint has also been filed. In the event the grievance has been appealed to Step 3 or Step 4, management’s Step 3 or Step 4 representative will provide the same written notice to the union representative at the step involved. Upon final disposition of the EEO complaint, only those contractual issues which are separate and distinct from the discrimination issue may be reactivated in the grievance process at the same Step at which the grievance was deferred. The grievance will be reactivated by immediate scheduling for discussion at the step of the grievance procedure which the grievance had reached when deferred or, if applicable, will be moved to the head of the arbitration docket. Article
EEO Complaints. An employee filing an EEO complaint has a choice of one of the following options:
EEO Complaints. Employees may grieve an act of discrimination in employment under the negotiated grievance provisions or through the agencies EEO program under Equal Employment Opportunity Commission (EEOC) rules by filing an EEO complaint, but not both.
EEO Complaints. Neither party shall coerce, restrain, interfere with, or take reprisal against any employee in the processing or presentation of his or her discrimination complaint. The parties further agree that a unit employee, in pursuing his or her complaint, may proceed without representation, or may designate a representative of the complainant’s own choosing. Any unit employee seeking to file a complaint is herein advised of the right to a representative of his or her choice. An employee representative chosen by the complainant is entitled to a reasonable amount of official time only for such purposes as provided by the appropriate EEO laws, rules, and regulations.
EEO Complaints. Upon initial contact with the EEO counselor, any Unit Employee filing an informal discrimination complaint shall be advised by the counselor that the complainant is entitled to a representative of his/her choice. It is understood by the Parties that an Employee and his/her representative are entitled to make contact with any appointed EEO counselor, and may instruct such counselor not to reveal complainant’s name to anyone other than appropriate officials in the course or his/her investigation without prior approval. If an employee chooses to be represented by the Union, contact will not be made with the employee unless the Union representative is present or notified. A copy of the Local Agreement along with the names, addresses and telephone numbers of NFFE Local 2199 Executive Board members will be provided to the appropriate EEO counselor(s) by the Union. Confidentiality is very important in the Equal Employment Opportunity (EEO) process. Employees must feel comfortable in addressing their concerns/issues with EEO officials. The 29 CFR 1614 regulations provide aggrieved parties the right to remain anonymous during the pre-complaint (informal) stage of this process. This means that EEO Counselors should not reveal the identity of the aggrieved party who comes to him/her for consultation, except when authorized to do so by that person or until the agency has received a discrimination complaint (formal) from that person involving the same matter that was addressed with the Counselor.
