Common use of Employee Grievance Clause in Contracts

Employee Grievance. An Employee grievance(s) shall be processed in the following manner: Step 1: The Employee shall discuss the concern or complaint with the Employee's immediate Supervisor/Manager within seven (7) days of the initial occurrence of the event giving rise to the concern. The immediate Supervisor/Manager shall render a decision within seven (7) days of discussing the matter with the Employee. Step 2: If the matter is not resolved at Step One (1), the aggrieved Employee shall submit the grievance in writing to the appropriate Director or designate within seven (7) days of the decision of the immediate Supervisor as in Step One (1). Where practical, the grievance shall bear the signature of the Employee and shall provide a summary of the facts giving rise to the grievance, an identification of the article(s) of the collective agreement alleged to have been violated, a brief description of the incident or event giving rise to the grievance, and a description of any relief sought. The Director or designate shall reply in writing to the grievance within seven (7) days from the date which it was received. Step 3: Failing satisfactory settlement within the specified time under Step Two (2), the grievance shall be submitted in writing to the Director of Human Resources within seven (7) days after the decision of the Coordinator. Within seven (7) days of the submission of the grievance, the Director of Human Resources shall arrange and hold a meeting to discuss the grievance and at any such meeting there shall be present the grievor, the Xxxxxxx, the President of the Union, the representative of the Union, the Immediate Supervisor and the Director of Human Resources and such other persons as the parties may mutually agree should be in attendance and both parties shall act reasonably in this regard. The Director of Human Resources shall respond in writing to the grievance within seven (7) days of this meeting. If the matter is not resolved at Step 3 of the grievance procedure, the Union may refer the grievance to Step 4 of the Grievance Procedure. Step 4: Within seven (7) days of the decision of the Director of Human Resources or designate, the grievance may be submitted in writing to the Superintendent. The Superintendent shall have available at all times the Director of Human Resources as a resource person.

Employee Grievance. An 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 grievance(s) shall be processed in has no grievance until they have first given the following manner: Step 1: The Employee shall discuss the concern or immediate Supervisor an opportunity to adjust their complaint with the Employee's immediate Supervisor/Manager within seven (7) working days of after the initial occurrence of the event circumstances giving rise to the concerncomplaint 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/Manager shall Supervisor will render a their decision within not later than seven (7) working days of discussing following the matter with day on which they received the Employeecomplaint. Step 2: If the matter A complaint which is not resolved at Step One settled by the immediate Supervisor shall be reduced to writing within ten (1), the aggrieved Employee shall submit the grievance in writing to the appropriate Director or designate within seven (710) working days after receipt of the decision of the immediate Supervisor 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 xxxxxxx in Step One writing not later than the tenth (1)10) working day next following the day on which they received the grievance. Where practicalIf the decision of the Manager is not satisfactory, the grievance shall bear the signature Association's Committee may, within ten (10) working days of receipt of the Employee and shall provide a summary of the facts giving rise to the grievanceManager decision, lodge an identification of the article(s) of the collective agreement alleged to have been violated, a brief description of the incident or event giving rise to the grievance, and a description of any relief sought. The Director or designate shall reply appeal in writing to the grievance General Manager. The General Manager and the Association's Committee shall meet within seven ten (710) working days from next following receipt of the date which it was receivedappeal and every possible attempt shall be made to resolve the dispute. Step 3: Failing 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 arbitration and subject to Article 11.3(b) below, the notice shall contain the name of the first party's Appointee to an Arbitration Board. The recipient of the notice shall within ten (10) working days inform the other party of the name of its Appointee to the Arbitration Board. The two Appointees so selected shall, within fifteen (15) working days of the appointment of the second of them appoint a third person who shall be the Chairman. If the recipient of the notice fails to appoint an Arbitrator, or if the two Appointees fail to agree upon a Chairman within the specified time under Step Two (2)limited, the grievance appointment shall be submitted in writing to made by the Director Ministry of Human Resources within seven (7) days after Labour for Ontario upon the request of either party. The Arbitration Board shall hear and determine the differences or allegation and shall issue a decision and the decision is final and binding upon the parties and upon any Nurse affected by it. The decision of a majority is the decision of the Coordinator. Within seven (7) days of the submission of the grievanceArbitration Board, the Director of Human Resources shall arrange and hold a meeting to discuss the grievance and at any such meeting but if there shall be present the grievor, the Xxxxxxx, the President of the Union, the representative of the Union, the Immediate Supervisor and the Director of Human Resources and such other persons as the parties may mutually agree should be in attendance and both parties shall act reasonably in this regard. The Director of Human Resources shall respond in writing to the grievance within seven (7) days of this meeting. If the matter is not resolved at Step 3 of the grievance procedure, the Union may refer the grievance to Step 4 of the Grievance Procedure. Step 4: Within seven (7) days of no majority the decision of the Director Chairman governs. (b) The parties agree that unsettled grievances concerning: (i) job postings; (ii) entitlements to leaves; (iii) premiums and overtime; (iv) scheduling issues; (v) recent related experience claims; and (vi) any other grievance issues the parties agree to refer; Shall be referred to a Sole Arbitrator, at the request of Human Resources or designateeither party, following the grievance may be submitted time frames defined in writing to the Superintendent. The Superintendent shall have available at all times the Director of Human Resources as a resource person11.3(a) above.

Employee Grievance. An Employee grievance(s) In the event that an employee has a grievance with respect to the interpretation, application, administration or alleged violation of this Agreement by the Employer, the employee shall be processed in first attempt to resolve the following manner: Step 1: The Employee shall discuss the concern or complaint dispute with the Employee's immediate Supervisor/In a Union representative, and &heprincipal may be assisted by the Manager within seven (7) days of the initial occurrence of the event giving rise to the concernHuman Resources or designate. The immediate Supervisor/Manager shall render Failing a decision within seven (7) days of discussing the matter with the Employee. Step 2: If the matter is not resolved at Step One (1)resolution, the aggrieved Employee employee shall submit the grievance in writing to the appropriate Director or designate within seven (7) days of Union Committee and the decision of outlined procedure shall be If the immediate Supervisor as in Step One (1). Where practical, Committee the grievance shall bear the signature of the Employee and shall provide a summary of the facts giving rise to the grievance, an identification of the article(s) of the collective agreement alleged to have been violatedbe justified, a brief description of the incident or event giving rise to the grievance, and a description of any relief sought. The Director or designate shall reply in writing to the grievance within seven (7) days from the date which it was received. Step 3: Failing satisfactory settlement within the specified time under Step Two (2), the grievance shall be submitted in writing to the Human Resources Manager and the immediate supervisor no later than ten (I 0) working days of the occurrence of the grievance. The concerned,with a member of the Committee,shall take the up five (5) days, or such time as is mutually agreeable between the Employer and the Union, with the immediate supervisor. In the event that the grievance is not settled to the satisfaction of the griever, the will be taken up within five (5) working days or such time as is mutually agreeable the Employer and the Union with the Human Resource Manager and Superintendent of Education Human Resources. In the event that the grievance remains unsettled to the satisfaction of the griever, the grievance will be sent to the Director of Human Resources Education within seven (75) working days or such time as is mutually agreeable between the Ernployer and the Union; otherwise, grievance deemed to have been waived. The Director of Education shall, within five (5) working days of receipt of grievance or such time as is mutually agreeable between the Employer and the Union, hold a with the Union Committee, time the grievance will be discussed. The Director of Education will then the Employer's decision in writing within five (5) working days of the date of such meeting. If no settlement can be reached and the wishes to continue grievance, the griever representatives of Local on the griever's behalf shall request, within ten ( working days after receipt of the Director's reply, a meeting with a Committee of the Employer. The Committee of the Employer shall within ten ( 10) of receipt of the request. The written decision of the Employer shall be given within fifteen (15) working days following the convening of the meeting. Either party may initiate a grievance arising out of any difference between them as to the interpretation, application, administration or alleged violation of this Agreement. The preliminary steps of the grievance as set out in Section (Step and Step 2) shall be eliminated in such party grievances and the processing of the grievances will commence a meeting the Director of Education and the Union Committee to be held within five (5) working days of receipt by the non-grieving party of the written statement of the grievance. A claim by an employee with seniority that the employee has been discharged without reasonable cause shall be treated as a grievance if a written statement of the grievance, signed by the employee and a person, is lodged with the Employer within five (5) days after the decision employee ceases to work. The preliminary steps of the Coordinator. Within seven grievance procedure set forth in Article (7Step and Step 2) days shall be eliminated in such discharge grievances, and the processing of the submission grievance will at Step The Union have the right, at time, have the assistance representative of the grievance, the Director Canadian Union of Human Resources shall arrange and hold a meeting to discuss the grievance and at any such meeting there shall be present the grievor, the Xxxxxxx, Public Employees or the President of Local Union when any grievance. A record of an employee shall not be against the Union, the representative employee at time after twenty-four months followinga suspension or disciplinary action including letters of the Union, the Immediate Supervisor and the Director of Human Resources and such other persons as the parties may mutually agree should be in attendance and both parties shall act reasonably reprimand or any adverse reports. The time limits in this regard. The Director of Human Resources shall respond in writing to the grievance within seven (7) days of this meeting. If the matter is not resolved at Step 3 of the grievance procedure, the Union Article may refer the grievance to Step 4 of the Grievance Procedure. Step 4: Within seven (7) days of the decision of the Director of Human Resources or designate, the grievance may be submitted in writing to the Superintendent. The Superintendent shall have available at all times the Director of Human Resources as a resource person.extended by

Employee Grievance. An Employee grievance(s) In the event that an employee has a grievance with respect to the interpretation, application, administration or alleged violation of this Agreement, it shall be processed heard in the following manner: : Step 1: 1 The Employee grievance shall discuss be completed on a standard form supplied by the concern or complaint with the Employee's immediate Supervisor/Manager within seven (7) days of the initial occurrence of the event giving rise Union, and submitted to the concern. The immediate Supervisor/Manager shall render school Principal with a decision within seven (7) days of discussing the matter with the Employee. Step 2: If the matter is not resolved at Step One (1), the aggrieved Employee shall submit the grievance in writing copy to the appropriate Director or designate within seven Human Resources Department no later than ten (710) working days of the decision of the immediate Supervisor as in Step One (1). Where practical, the grievance shall bear the signature of the Employee and shall provide a summary of the facts giving rise to the grievance, an identification of the article(s) of the collective agreement alleged to have been violated, a brief description of the incident or occurrence of the grievance. The Union, in conjunction with the employee(s) concerned, shall take the matter up at such time as mutually convenient between the Union and the Principal. The Principal shall provide a written response within ten (10) working days. Notwithstanding, before being considered a grievance, the employee may first attempt to resolve the dispute verbally with the Principal. Step 2 In the event giving rise the grievance remains unsettled, the matter will be referred by the Union to the grievance, and a description Superintendent of any relief sought. The Director or designate shall reply in writing to the grievance Human Resources Services within seven ten (710) working days from the response at Step 1. A meeting shall then be convened within ten (10) working days or such time as is mutually agreeable between the Board and the Union, at which time the grievance will be discussed. The Superintendent of Human Resources Services will then render the Board’s decision in writing within ten (10) working days of the date which it was received. of such meeting. Step 3: Failing satisfactory settlement within 3 In the specified time under Step Two (2)event the grievance remains unsettled, the grievance shall matter will be submitted in writing referred by the Union to the Director of Human Resources Education within seven ten (710) working days after the decision receipt of the Coordinator. Within seven (7) days of the submission of the grievance, the Director Superintendent of Human Resources shall arrange and hold a meeting to discuss the grievance and at any such meeting there shall be present the grievor, the Xxxxxxx, the President of the Union, the representative of the Union, the Immediate Supervisor and the Director of Human Resources and such other persons as the parties may mutually agree should be in attendance and both parties shall act reasonably in this regardServices reply. The Director of Human Resources Education shall respond in writing to the grievance then convene a meeting, within seven ten (710) working days of this meeting. If the matter is not resolved at Step 3 receipt of the grievance procedure, request or such time as is mutually agreeable between the Board and the Union may refer to review the grievance to Step 4 of the Grievance Proceduregrievance. Step 4: Within seven (7) days of the The written decision of the Director of Human Resources or designate, Education shall be given within ten (10) working days following the grievance may be submitted in writing to the Superintendent. The Superintendent shall have available at all times the Director of Human Resources as a resource personmeeting.

Employee Grievance. An Employee grievance(s) Copies of all documents exchanged at each of the following steps shall be processed in forwarded by the following manner: union to the Executive Director by facsimile immediately upon transmittal or receipt, as the case may be. Step 1: The Employee employee and his shop xxxxxxx shall discuss prepare a letter stating the concern or complaint with the Employee's immediate Supervisor/Manager within seven (7) days particulars of the initial occurrence grievance. The letter shall include a statement of the event giving rise to the concern. The immediate Supervisor/Manager shall render a decision within seven (7) days of discussing the matter with the Employee. Step 2: If the matter is not resolved at Step One (1), the aggrieved Employee shall submit the grievance in writing to the appropriate Director or designate within seven (7) days of the decision of the immediate Supervisor as in Step One (1). Where practical, the grievance shall bear the signature of the Employee and shall provide a summary of the facts incident giving rise to the grievance, an identification of the article(sa list (by number) of the collective agreement articles alleged to have been violated, violated and a brief description explanation of how or why the incident is believed to constitute a violation of the incident or event giving rise articles cited. The letter shall be signed by the employee, countersigned by the shop xxxxxxx, and dated. Step 2: The grievance letter shall be submitted to the grievance, and a description of any relief soughtemployee’s immediate supervisor no later than two working days after the incident. The Director or designate supervisor shall reply respond in writing writing, with reasons, to the grievance within seven (7) shop xxxxxxx no later than five working days from following the date which it was received. incident. Step 3: Failing satisfactory settlement If the immediate supervisor’s response is unsatisfactory or if there is no response from the supervisor within the specified time under Step Two (2)prescribed period, the grievance shall be submitted in writing presented to the Director of Human Resources within seven (7) days after the decision General Manager of the Coordinatorfirm employing the employee no later than seven working days following the incident. The General Manager shall respond in writing, with reasons, to the shop xxxxxxx no later than ten working days following the incident. Step 4: If the General Manager’s response is unsatisfactory or if there is no response from the General Manager within the prescribed period, the grievance shall be presented to the Executive Director no later than twelve working days following the incident. Within seven (7) fifteen working days of the submission incident, or within such additional time period as the Executive Director and the Business Manager agree, the Executive Director and the Business Manager shall meet and attempt to resolve the grievance. It shall be the responsibility of the grievanceBusiness Manager to initiate arrangements for the meeting. Step 5: Failing resolution at the meeting at Step 4, the Director of Human Resources shall arrange and hold a meeting to discuss the grievance and at any such meeting there shall be present the grievorBusiness Manager may, the Xxxxxxx, the President of the Union, the representative of the Union, the Immediate Supervisor and the Director of Human Resources and such other persons as the parties may mutually agree should be in attendance and both parties shall act reasonably in this regard. The Director of Human Resources shall respond in writing to the grievance within seven (7) days of this meeting. If the matter is not resolved at Step 3 of the grievance procedure, the Union may refer the grievance to Step 4 of the Grievance Procedure. Step 4: Within seven (7) two working days of the decision meeting, notify the Executive Director of the Director of Human Resources or designateemployee’s desire to submit the matter to binding arbitration. The latter notice shall be in writing, shall be countersigned by the grievance may be submitted in writing employee, and shall name the union’s appointee to the Superintendent. The Superintendent shall have available at all times the Director of Human Resources as a resource personarbitration panel.