Employee Concerns. In the interest of resident safety and safe care practice, the parties agree to the following problem solving process to address employee concerns relative to resident care including:
Employee Concerns. Employees have the right and shall be encouraged to bring matters of personal concern regarding conditions of employment to the attention of the Union, and to the appropriate Employer or Union representative at the lowest level capable of resolving the matter through the procedures provided in this Agreement.
Employee Concerns. If an employee has a health or safety concern in regard to his/her job, the immediate supervisor shall be notified in writing. The supervisor shall investigate the concern and, within five (5) working days, issue a written reply to the employee and Association detailing the results of said investigation.
Employee Concerns. A. The concern communication process should be used to examine concerns not specifically covered by the grievance procedure.
Employee Concerns. Each employee shall have the right to bring matters of personal concern to the attention of appropriate officials of the Department and/or the NCFLL.
Employee Concerns. In the interest of resident safety and safe nursing practices, the parties agree to the following problem solving process to address nurse’s concerns relative to resident care including:
Employee Concerns. 17.1 If an employee has a concern related to his/her employment in the Genoa Area Schools that may have arisen from an administrative procedure, Board policy, or provision of the master agreement, the employee shall follow the chain of command, first by contacting the Building Principal and, if the matter is not resolved, then the Superintendent, in an effort to resolve the concern. The employee may either represent himself/herself or be represented by an elected representative of the Association.
Employee Concerns. If an employee/Union wishes to raise concerns about an apparent violation of the merit promotion procedures, he/she may file a grievance under the negotiated grievance procedure. For purposes of raising such an allegation, the grievant is to file the first- step grievance with the HR Officer or with the appropriate HR Staff Director (in HQ) with jurisdiction over the merit promotion case when they have authority to take corrective action.
Employee Concerns. Employee concern(s) over occupational health and safety should first be brought to the attention of the first supervisor, in the chain of supervision. In the absence of a supervisor, an emergency situation will be brought to the attention of any available management official. The Employer will determine what action, if any, can be taken to temporarily alleviate the concern(s) and report the concern(s) to the safety officer.
Employee Concerns. An employee who believes a provision of this Agreement has been inappropriately applied will first discuss the concern with his/her immediate supervisor, (athletic director or building principal, as appropriate). If, within three work days of the discussion, the immediate supervisor is unable to resolve the issue, the employee may bring the issue to the next level within the building, if applicable. If the issue is still unresolved, the employee may proceed to Step 2 below.
