Common use of Employee-Initiated Grievance Clause in Contracts

Employee-Initiated Grievance. a. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. If the parties elect to engage in the E.I.T. process as defined in paragraph C, the timelines shall be extended up to an additional twenty-five (25) days not to exceed a total of fifty (50) working days. 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 Memorandum of Understanding or section of written policy, rule, resolution or ordinance which the employee feels has been violated and the requested remedy. b. The Department Head or designated manager shall investigate the grievance. The Department Head or designated manager’s investigation should include a meeting with the grievant and their representative. The Department Head or designated manager shall respond to the grievance in writing within ten (10) working days of receipt of the grievance. The Department Head shall sign the response to the grievance. c. If the Department Head or designated manager’s written response does not resolve the grievance, the grievant, within ten (10) working days, shall submit the grievance to the Director of Human Resources or designee. The Director of Human Resources or designee shall not be from the same Department(s) where the grievance arose. d. The Director of Human Resources or designee shall investigate the grievance. The Director of Human Resources or designee’s investigation should include meeting with the grievant or his/her representative. The Director of Human Resources or designee shall respond to the grievance in writing within twenty (20) working days.

Employee-Initiated Grievance. a. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. If the parties elect to engage in the E.I.T. process as defined in paragraph C, the timelines shall be extended up to an additional twenty-five (25) days not to exceed a total of fifty (50) working days. 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 Memorandum of Understanding MOU or section of written policy, rule, resolution or ordinance which the employee feels has been violated and the requested remedy. b. 2. The Department Head or designated manager shall investigate the grievance. The Department Head or designated manager’s investigation should include a meeting with the grievant and their representative. The Department Head or designated manager shall respond to the grievance in writing within ten (10) working days of receipt of the grievance. The Department Head shall sign the response to the grievance. c. 3. If the Department Head or designated manager’s written response does not resolve the grievance, the grievant, within ten (10) five working days, shall submit the grievance to the Director of Human Resources or designee. The Director of Human Resources or Resources’ designee shall not be from the same Department(s) where the grievance arose. d. 4. The Director of Human Resources or designee shall investigate the grievance. The Director of Human Resources or designee’s investigation should include meeting with the grievant or his/her representative. The Director of Human Resources or designee shall respond to the grievance in writing within twenty fifteen (2015) working days.

Employee-Initiated Grievance. a. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. If the parties elect to engage in the E.I.T. process as defined in paragraph C, the timelines shall be extended up to an additional twenty-five (25) days not to exceed a total of fifty (50) working days. 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 Memorandum of Understanding 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. b. 2. The Department Head appointing authority or designated manager designee shall investigate the grievance. The Department Head appointing authority or designated managerdesignee’s investigation should include a meeting with the grievant and their representative. The Department Head appointing authority or designated manager designee shall respond to the grievance in writing within ten (10) working days of receipt of the grievance. The Department Head appointing authority shall sign the response to the grievance. c. 3. If the Department Head appointing authority or designated designee manager’s 's written response does not resolve the grievance, the grievant, within ten five (105) working days, shall submit the grievance to the Director of Human Resources or his/her designee. The Director of Human Resources or Resources' designee shall not be from the same Department(sdepartment(s) where the grievance arose. d. 4. The Director of Human Resources or designee shall investigate the grievance. The Director of Human Resources Resources’ or designee’s 's investigation should include meeting with the grievant or his/her representative. The Director of Human Resources or designee shall respond to the grievance grievance, in writing writing, within twenty fifteen (2015) working days.

Employee-Initiated Grievance. a. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. If the parties elect to engage in the E.I.T. process as defined in paragraph C, the timelines shall be extended up to an additional twenty-five (25) days not to exceed a total of fifty (50) working days. 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 Memorandum of Understanding 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. b. 2. The Department Head or designated manager designee shall investigate the grievance. The Department Head or designated manager’s designee investigation should include a meeting with the grievant and their representative. The Department Head or designated manager designee shall respond to the grievance in writing within ten (10) working days of receipt of the grievance. The Department Head shall sign the response to the grievance. c. 3. If the Department Head or designated designee manager’s 's written response does not resolve the grievance, the grievant, within ten (10) five working days, shall submit the grievance to the Director of Human Resources Director or his/her designee. The Director of Human Resources or Director's designee shall not be from the same Department(s) where the grievance arose. d. 4. The Director of Human Resources Director or designee shall investigate the grievance. The Director of Human Resources Director or designee’s 's investigation should include meeting with the grievant or his/her representative. The Director of Human Resources Director or designee shall respond to the grievance in writing within twenty fifteen (2015) working days.

Employee-Initiated Grievance. a. 1. The employee shall prepare a written grievance within twenty-five (25) working days of the incident or occurrence giving rise to the complaint. If the parties elect to engage in the E.I.T. process as defined in paragraph C, the timelines shall be extended up to an additional twenty-five (25) days not to exceed a total of fifty (50) working days. 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 Memorandum of Understanding MOU or section of written policy, rule, resolution or ordinance which the employee feels has been violated and the requested remedy. b. 2. The Department Head appointing authority or designated manager shall investigate the grievance. The Department Head appointing authority or designated manager’s investigation should include a meeting with the grievant and their representative. The Department Head appointing authority or designated manager shall respond to the grievance in writing within ten (10) working days of receipt of the grievance. The Department Head appointing authority shall sign the response to the grievance. c. 3. If the Department Head appointing authority or designated manager’s written response does not resolve the grievance, the grievant, within ten five (105) working days, shall submit the grievance to the Director of Human Resources or designee. The Director of Human Resources or designee shall not be from the same Department(sdepartment(s) where the grievance arose. d. 4. The Director of Human Resources or designee shall investigate the grievance. The Director of Human Resources Resources’ or designee’s designees’ investigation should include meeting with the grievant or his/her representative. The Director of Human Resources or designee shall respond to the grievance in writing within twenty fifteen (2015) working days.