Common use of EMPLOYEE GRIEVANCE FIRST STAGE Clause in Contracts

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.

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- 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.