Common use of Employee-Initiated Grievance Clause in Contracts

Employee-Initiated Grievance. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. The employee shall submit the grievance to the immediate supervisor and Department Head or designated manager. The grievance shall describe the issue, identify the Article of the MOU or section of written policy, rule, resolution or ordinance which the employee feels has been violated and the requested remedy.

Employee-Initiated Grievance. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. The employee shall submit the grievance to the immediate supervisor and Department Head appointing authority or designated managerdesignee. The grievance shall describe the issue, issue and identify the Article of the MOU or section of written policy, rule, resolution resolution, or ordinance which that the employee feels has been violated and as well as the requested remedy.

Employee-Initiated Grievance. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. The employee shall submit the grievance to the immediate supervisor and Department Head appointing authority or designated manager. The grievance shall describe the issue, identify the Article of the MOU or section of written policy, rule, resolution or ordinance which the employee feels has been violated and the requested remedy.

Employee-Initiated Grievance. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. The employee shall submit the grievance to the immediate supervisor and Department Head or designated managerdesignee. The grievance shall describe the issue, issue and identify the Article of the MOU or section of written policy, rule, resolution or ordinance which that the employee feels has been violated and as well as the requested remedy.