Employee Grievance Sample Clauses
The Employee Grievance clause establishes a formal process for employees to raise concerns or complaints related to their work environment, treatment, or employment terms. Typically, it outlines the steps an employee must follow to submit a grievance, such as notifying a supervisor or human resources, and may set timelines for investigation and resolution. This clause ensures that workplace issues are addressed systematically and fairly, helping to resolve conflicts efficiently and maintain a positive work environment.
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. An employee grievance shall be defined as a grievance initiated by an employee or group of employees. An employee grievance shall be set forth in writing and processed in accordance with the grievance procedure as outlined in Clause 14.9. The written grievance shall include the facts upon which the grievance is based, the section(s) of the Agreement alleged to have been violated, and the remedy sought.
Employee Grievance. Which shall be defined as the grievance of an individual employee.
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. Parties to this Agreement believe that it is important to adjust complaints and grievances as quickly as possible. It is understood that an individual Employee has no grievance until they have first given the immediate Supervisor an opportunity to adjust their complaint within seven (7) working days after the circumstances giving rise to the complaint have originated or occurred. In all steps of this grievance procedure an aggrieved employee, if they so desires may be accompanied by or represented by their employee representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses’ Association may be present at the request of either party. The immediate Supervisor will render their decision not later than seven (7) working days following the day on which they received the complaint. A complaint which is not settled by the immediate Supervisor shall be reduced to writing within ten (10) working days after receipt of the decision of the immediate Supervisor, signed by the parties involved and submitted as a grievance by the said parties to the Manager. The Manager shall deal with the grievance and render their decision ▇▇▇▇▇▇▇ in writing not later than the tenth (10) working day next following the day on which they received the grievance. If the decision of the Manager is not satisfactory, the Association's Committee may, within ten (10) working days of receipt of the Manager decision, lodge an appeal in writing to the General Manager. The General Manager and the Association's Committee shall meet within ten (10) working days next following receipt of the appeal and every possible attempt shall be made to resolve the dispute. The General Manager shall render its decision in writing within ten (10) working days of the meeting. If a satisfactory settlement is not reached with the General Manager, the dispute shall be finally and conclusively settled without stoppage of work, by submission to a Sole Arbitrator, unless otherwise mutually agreed.
(a) Arbitration – When a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting any Grievance Procedure established by this Agreement, notify the other party within ten (10) working days in writing of its desire to submit the difference or allegation to arbitrat...
Employee Grievance. An employee may file a grievance with or without representation. Only the Union may represent an employee under this grievance procedure. If the employee/Union fails to file a grievance, other than for disciplinary actions, within thirty (30) calendar days of its occurrence, then said grievance shall be forever waived and shall be null and void. If a matter involves disciplinary action, then the employee/Union must file a grievance within fourteen (14) calendar days from the date of such disciplinary action; otherwise, said appeal or grievance is forever waived and shall be null and void. Failure to pursue a grievance to the next Step renders final and conclusive the last determination and response.
Employee Grievance. A grievance shall be resolved without stoppage of work, or interruption of services, in the following manner:
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 shall be defined as a grievance initiated by an employee or employees. FIRST STAGE: An employee who believes that he/she has been unjustly treated or that he/she has a grievance and alleges a violation of this Collective Agreement shall within five (5) working days of becoming aware of the possible grievance, consult the Association. The grievance shall then be reduced to writing and signed by the employee. Within ten (10) working days of the employee becoming aware of the possible grievance, the written grievance shall be delivered to the appropriate ▇▇▇▇, Director, Head of Administrative Unit or Management Representative. The ▇▇▇▇, Director, Head of Administrative Unit or Management Representative shall have ten (10) working days from the date of receipt of the grievance in which to render a decision in writing to the employee with a copy to the Association and Human Resources. SECOND STAGE: If the decision rendered at the First Stage does not resolve the grievance then the employee or the Association shall, within five (5) working days, refer the grievance to the Vice-President (Administration) or his/her designate. The Vice-President (Administration) or his/her designate shall call a meeting within five (5) working days. In any meetings arranged by the Vice-President (Administration) or his/her designate, between representatives of the Association and the Employer, the Association may include a professional or technical advisor. After the final meeting the Vice-President (Administration) or his/her designate shall within five (5) working days submit his/her decision to the Parties concerned.