Common use of – Employee Relations Division Clause in Contracts

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide a detailed statement of the grievance, including dates, names, and places, applicable Agreement articles, and the specific remedy or action requested. The written grievance shall be filed with the Employee Relations Division within five (5) working days of oral notification of the immediate supervisor’s decision. The Employee Relations Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBC. In making such determination, the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article). The determination and notification to the grievant and ESDSBC will be made within five (5) working days of receipt of the grievance. ESDSBC may appeal this determination directly to an arbitrator in accordance with the provision of this procedure within five (5) working days following notification by the Employee Relations Division. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Procedure, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the merits.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide a detailed statement of the grievance, including dates, names, and places, applicable Agreement articles, and the specific remedy or action requested. The written grievance shall be filed in duplicate with the Employee Relations Division within five (5) working days of oral notification of the immediate supervisor’s decision. The Employee Relations Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBCTeamsters. In making such determination, the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the The matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article)MOU. The determination and notification to the grievant and ESDSBC Teamsters will be made within five (5) working days of receipt of the grievance. ESDSBC Teamsters may appeal this determination directly to an arbitrator in accordance with the provision provisions of this procedure within five (5) working days following notification by the Employee Relations Division. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Proceduregrievance procedure, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the merits.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide provide, in order to be considered, a detailed statement of the grievance, including datesthe date of occurrence, namesnames of witnesses or individuals involved, and placeslocation, applicable Agreement articlesArticles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The written grievance shall be filed in triplicate with the Employee Relations Division within five ten (510) working days of oral notification of the immediate supervisor’s decision. The Employee Relations Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBCappropriate. In making such determination, the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) the grievance contains the information required; and (4) if the grievance alleges that a specific Memorandum of Understanding article(sArticle(s) has have been misinterpreted, misapplied, or violated; and (4) the matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article). The determination and notification to the grievant and ESDSBC SEBA will be made within five (5) working days of receipt of the grievance. ESDSBC If the Employee Relations Division determines that the grievance is not subject to this procedure, SEBA may appeal this determination decision directly to an arbitrator the arbitrator, in accordance with the provision provisions of this procedure procedure, within five (5) working days following notification by the Employee Relations Divisiondays. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Procedure, the parties may mutually agree to continue processing the grievance on the merits. However, procedure it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the merits.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide a detailed statement of the grievance, including dates, names, and places, applicable Agreement articles, and the specific remedy or action requested. The written grievance shall be filed in duplicate with the Employee Relations Division within five (5) working days of oral notification of the immediate supervisor’s decision. The Employee Relations Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBCSBPEA. In making such determination, the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the The matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article)MOU. The determination and notification to the grievant and ESDSBC SBPEA will be made within five (5) working days of receipt of the grievance. ESDSBC SBPEA may appeal this determination directly to an arbitrator in accordance with the provision provisions of this procedure within five (5) working days following notification by the Employee Relations Division. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Proceduregrievance procedure, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the merits.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1reached, ESDSBC or the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide a detailed statement of the grievance, including dates, names, and places, applicable Agreement articles, and the specific remedy or action requested. The written grievance shall be filed with to the Employee Relations Division within five (5) working days of oral notification the receipt of written response of the immediate supervisor’s decisionCONFIRE Director. The Employee Relations Division shall make Following a determination review of whether the grievance is a matter for which with the Grievance Procedure is appropriate after appointing authority, the Director of Human Resources or designee, in consultation with ESDSBCthe County Labor Relations Chief, shall have full and final authority on behalf of CONFIRE to mutually resolve the grievance with the employee/employee’s representative within ten (10) working days of receipt of the written grievance of the employee. In making such determinationSuch notification shall be rendered in writing to the grievant, ESDSBC and the appointing authority. Step 5 – Pre-Arbitration Process. If a grievance has not been satisfactorily resolved at Step 4, a written appeal to arbitration must be filed with the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article). The determination and notification to the grievant and ESDSBC will be made within five (5) working days of receipt notification of the grievancedecision by the Director of Human Resource. ESDSBC At the same time and upon mutual agreement of the parties, the grievance may appeal this determination directly advance to an arbitrator mediation in accordance with the provision Step 7 of this procedure within five Article, while concurrently seeking an arbitrator. The appeal must be presented on the aforementioned grievance form along with a copy of any pertinent documents and must state that a resolution of the issue was unattainable through procedures through Step 4 and a formal hearing is now requested. Grievances shall only be advanced to arbitration with the agreement of ESDSBC. The cost for hearing all grievances advanced to arbitration shall be split equally between CONFIRE and ESDSBC, including any cancellation fee if both parties are mutually responsible, otherwise the party responsible shall pay the entire cancellation fee. Pre-arbitration conferences are to be mandatory and no grievances shall be forwarded to the arbitration process without the same. Within twenty (520) working days following notification by of the Employee Relations Divisionapproval to advance a grievance to arbitration, both parties are required to meet in such conference with the goal of resolving mutually identified grievance issues. If objection resolution is made not attained, both parties are obligated at that time to jointly or individually declare stipulations, identify witnesses and exchange exhibits that will be carried forward to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Procedurearbitration process, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections intent being full disclosure by both sides prior to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the meritsprocess.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide a detailed statement of the grievance, including dates, names, and places, applicable Agreement articles, and the specific remedy or action requested. The written grievance shall be filed with the Employee Relations Division within five (5) working days of oral notification of the immediate supervisor’s decision. The Employee Relations Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBCCWA, Local 9588. In making such determination, the Employee Relations Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article). The determination and notification to the grievant and ESDSBC CWA, Local 9588 will be made within five (5) working days of receipt of the grievance. ESDSBC CWA, Local 9588 may appeal this determination directly to an arbitrator in accordance with the provision of this procedure within five (5) working days following notification by the Employee Relations Division. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Procedure, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion of the grievance on the merits.

– Employee Relations Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Employee Relations Division which shall provide provide, in order to be considered, a detailed statement of the grievance, including datesthe date of occurrence, namesnames of witnesses or individuals involved, and placeslocation, applicable Agreement articlesarticles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The written grievance shall be filed with the Employee Relations Division Director of Human Resources or designee within five fifteen (515) working calendar days of oral notification of the immediate supervisor’s decision. The Employee Relations Division Director of Human Resources or designee, shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with ESDSBCappropriate. In making such determination, the Employee Relations Division Director of Human Resources, or designee, shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step informal grievance process has been followed; , (3) the grievance contains the information required (the date the employee became aware of the inequity or damage suffered, specific details of inequity or damage suffered; dates; names; and places), and (4) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated; and (4) the matter complained of in the grievance is covered by a specific provision of the MOU (unless the grievance is submitted pursuant to Section 9(b) of this Article). The determination and notification to the grievant and ESDSBC Local 935 will be made within five seven (57) working calendar days of receipt of the grievance. ESDSBC If the Director of Human Resources, or designee, determines that the grievance is not subject to this procedure, the employee or Local 935 may appeal this determination decision directly to an arbitrator arbitrator, in accordance with the provision provisions of this procedure procedure, within five seven (57) working calendar days following notification by of the Employee Relations Divisionreceipt of the Director of Human Resources, or designee’s written decision. If objection is made to the procedural and/or substantive grievability of a grievance at this step or any other step of the Grievance Procedure, the parties may mutually agree to continue processing the grievance on the merits. However, it is expressly agreed that such objections to the procedural and/or substantive grievability of a grievance are preserved in any arbitration hearing and that no waiver will result from the subsequent processing and discussion arbitrability of the grievance is in dispute, the arbitrator shall render a decision on the meritsarbitrability of the dispute prior to scheduling a hearing on the merits of the grievance.