EMPLOYEE GRIEVANCE FIRST STAGE Sample Clauses

EMPLOYEE GRIEVANCE FIRST STAGE. An Employee who has a grievance shall consult the Association within ten (10) working days of the date upon which the Employee should reasonably have known of the event(s) giving rise to the grievance. The grievance shall then be reduced to writing and signed by the Employee. The written grievance shall then be delivered to the appropriate Manager or to the Vice-President (Human Resources, Audit and Sustainability) within twenty (20) working days of the date upon which the Employee knew or ought to have known of the event(s) giving rise to the grievance. The appropriate Manager or the Vice-President (Human Resources, Audit and Sustainability) 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 to the Human Resources Department. SECOND STAGE: If the decision rendered at the First Stage does not resolve the grievance then the Employee or the Association shall, within ten (10) working days, refer the grievance to the appropriate Vice-President with a copy to the Vice-President (Human Resources, Audit and Sustainability). The Vice-President (Human Resources, Audit and Sustainability) shall, within ten (10) working days, ensure a meeting is called between the appropriate Vice-President, representatives of the Association and the Employer. Any meetings arranged by the Vice-President (Human Resources, Audit and Sustainability) between representatives of the Association and the Employer may include professional or technical advisors. After the final meeting, the appropriate Vice- President shall, within ten (10) working days, submit his/her decision to the parties concerned, with a copy to the Vice-President (Human Resources, Audit and Sustainability). THIRD STAGE: In the event of failure to reach a settlement, the matter may, within ten (10) working days, be referred to arbitration as provided by this article. An Employee may not proceed to arbitration without the authorization and representation of the Association.
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EMPLOYEE GRIEVANCE FIRST STAGE. An Employee who has a grievance shall consult the Association within ten (10) working days of the date upon which the Employee should reasonably have known of the event(s) giving rise to the grievance. The grievance shall then be reduced to writing and signed by the Employee. The written grievance shall then be delivered to the appropriate Manager or to the Associate Vice-President (Human Resources) within twenty (20) working days of the date upon which the Employee knew or ought to have known of the event(s) giving rise to the grievance. The appropriate Manager or the Associate Vice-President (Human Resources) 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 to the Human Resources Department. SECOND STAGE: If the decision rendered at the First Stage does not resolve the grievance then the Employee or the Association shall, within ten (10) working days, refer the grievance to the appropriate Vice-President with a copy to the Associate Vice-President (Human Resources). The Associate Vice-President (Human Resources) shall, within ten (10) working days, ensure a meeting is called between the appropriate Vice-President, representatives of the Association and the Employer. Any meetings arranged by the Associate Vice-President (Human Resources) between representatives of the Association and the Employer may include professional or technical advisors. After the final meeting, the appropriate Vice-President shall, within ten (10) working days, submit their decision to the parties concerned, with a copy to the Associate Vice- President (Human Resources). THIRD STAGE: In the event of failure to reach a settlement, the matter may, within ten (10) working days, be referred to arbitration as provided by this article. An Employee may not proceed to arbitration without the authorization and representation of the Association.
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Related to EMPLOYEE GRIEVANCE FIRST STAGE

  • Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.

  • 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.

  • CENTRAL GRIEVANCE PROCEDURE 15.1 Effective until April 30, 2019, this procedure applies to differences:

  • LOCAL GRIEVANCE PROCEDURE 16.1 Any difference between any employee covered by this Agreement and the School Division, or in a proper case between the local of The Association and the School Division concerning the interpretation, application, operation or alleged violation of this Agreement, and further including any dispute as to whether the difference is arbitrable, shall be dealt with as follows, without stoppage of work or refusal to perform work.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Employee Rights Grievance Procedure 7.1 Definition of a Grievance A grievance is defined as a dispute or disagreement as to the interpretation or application of the specific terms and conditions of this Agreement.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • Grievance Procedure - Individual In the case of a grievance by the Bargaining Unit on behalf of one of its Members, the following steps may be taken in sequence where informal attempts to resolve the matter with the immediate supervisor have failed.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • Formal Grievance - Step 2 A. If the grievant is not satisfied with the decision rendered pursuant to Step 1, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the second level of appeal. If the department head or designee is the first level of appeal, the grievant may bypass Step 2.

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