Employee Grievance. If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.
Employee Grievance. An employee grievance is defined as any dispute between Hydro One and the Society arising from the application, administration, interpretation or alleged violation of the Collective Agreement, or unreasonable exercise of Management discretion in the administration and application of the collective agreement. An employee grievance shall be filed at Step 2, normally following consideration of an employee complaint at Step 1.
Employee Grievance. Which shall be defined as the grievance of an individual employee.
Employee Grievance. An employee grievance is defined as any dispute between the IESO and The Society arising from the application, administration, interpretation or alleged violation of the Collective Agreement, or unreasonable exercise of Management discretion in the administration and application of the Collective Agreement. An employee grievance shall be filed at Step 2, normally following consideration of an employee complaint at Step 1.
Employee Grievance. A grievance shall be resolved without stoppage of work, or interruption of services, in the following manner:
Employee Grievance. Stage 1 The employee or employees concerned, in person, with or without a Union representative in attendance, or a Union representative acting on behalf of an employee or employees, shall first seek to settle the complaint with the immediate supervisor concerned. Such discussion will take place not later than ten working days of the event causing the complaint or within ten working days from the time the employee became aware of the event causing the complaint. Stage 2 A grievance not settled at Stage 1 above may be referred, in writing to Stage 2 within 10 working days by a representative of the Union to the appropriate Superintendent or Function Manager, or to a nominee appointed by him. Within five working days of the written referral to Stage 2, a Company nominee and a representative of the Union shall meet to investigate and attempt to resolve the grievance. The Company shall reply, in writing, within ten working days of the date of written referral to Stage 2. If the grievance is not settled at this stage, it may be referred to Stage 3 within 20 working days of receipt of the Company's written reply. Stage 3 A grievance not settled at Stage 2 above may be referred, in writing, by the Union to the Manager, Human Resources, or to a nominee appointed by him. The Parties shall meet as soon as possible and attempt to resolve the grievance. The Company shall reply, in writing, within 15 working days of the date of written referral to Stage 3. If the grievance is not settled at this stage, it may be referred to Stage 4 within 30 working days of receipt of the Company's written reply. Stage 4 A grievance not settled at Stage 3 above may be submitted by the Union to a Board of Arbitration by written notice to the Manager, Human Resources. The Board shall consist of three members: one to be selected by the Union, one by the Company and a third, mutually acceptable person, who shall act as Chairman, to be chosen by the two persons thus selected. Each Party shall advise the other of its selected member within 20 working days of the date of the notice of intent to submit the grievance to arbitration. In the event that the member selected by the Union and the member selected by the Company are unable to agree on the selection of the third member, the Minister of Labour of British Columbia shall be requested to appoint such third member. The Board of Arbitration shall be requested to render a decision within a period of 30 calendar days from the date of appointment...
Employee Grievance. Stage 1. (Informal) The employee and a WTA representative (if the employee so desires) shall discuss the grievance informally with the school official serving as the employee’s immediate administrative superior. While the aforementioned discussion is mandatory, it shall have no effect on the running of the time limit of thirty (30) school days as set forth in Xxxxx 0, Xxxxx 0, xxxxx, within which a written grievance must be submitted to the employee’s immediate administrative superior. Therefore, in the event it becomes apparent to the employee that the aforementioned discussion will not be held or completed within said thirty (30) days period, it is incumbent upon the employee to submit the written grievance to his/her immediate superior in accordance with the provisions of Xxxxx 0, Xxxxx 0, below. Stage 2. (Formal) Level 1. In the event a grievance is not satisfactorily resolved as a result of the informal discussion held pursuant to Stage 1 above, the employee shall reduce the grievance to writing, setting forth a statement as to the grounds for the grievance and the Article and Section of this Agreement alleged to have been violated, and shall, within thirty (30) school days after the occurrence giving rise to the grievance, submit the written grievance to his/her immediate administrative superior. The immediate administrative superior may request another meeting to discuss the grievance with the employee and a WTA representative, which they must attend, but in any event must answer the grievance in writing with copies to the employee and the WTA within seven (7) school days following receipt of the written grievance.
Employee Grievance. An Employee grievance, other than discharge, shall first be presented at the Informal Resolution Stage of the grievance procedure, as set out in Article 10.5. In the event of discharge the Employee must initiate their grievance at Step 2(a) of the Formal Resolution Stage of the grievance procedure.
Employee Grievance. An employee grievance is a claim by an employee, who is solely affected, that the terms and conditions of this agreement have been violated, misapplied or misinterpreted.
Employee Grievance. An employee grievance is defined as any dispute between NSS and The Society arising from the application, administration, interpretation or alleged violation of the Collective Agreement, or unreasonable exercise of Management discretion in the administration and application of the Collective Agreement. An employee grievance shall be filed at Step 2, normally following consideration of an employee complaint at Step 1.
