Employee Rights and Restrictions. 1. The employee has the right to the assistance of a Union representative in the preparation of his/her written grievance, and to represent the employee in formal grievance meetings. Subject to mutual agreement, considering the nature and complexity of the grievance, an employee may have additional representative(s).
2. The grievant may be required by either party to be present in meetings with Management for purposes of discussing the grievance.
3. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent him/herself from his/her duties to attend a grievance meeting. The employee representative shall give his/her supervisor reasonable advance notice to ensure that his/her absence will not unduly interfere with Departmental operations.
4. An employee may present his/her grievance to Management on County time. In scheduling the time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department. No employee shall lose his/her rights because of Management imposed limitations in scheduling meetings.
Employee Rights and Restrictions. 1. The employee has the right to the assistance of a Union representative in the preparation of his/her written grievance, and to represent the employee in formal grievance meetings.
2. The grievant may be required by either party to be present in meetings with Management for purposes of discussing the grievance.
3. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent himself/herself from his/her duties to attend a grievance meeting. The employee representative shall give his/her supervisor reasonable advance notice to ensure that his/her absence will not unduly interfere with Departmental operations.
4. An employee may present his/her grievance to Management on County time. In scheduling the time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department. No employee shall lose his/her rights because of Management imposed limitations in scheduling meetings.
Employee Rights and Restrictions. 1. The employee has the right to the assistance of a representative in the preparation of his written grievance, and to represent him in formal grievance meetings. The grievant may be required by either party to be present in meetings with management for purposes of discussing the grievance.
2. A County employee selected as a representative in a grievance is required to obtain the permission of his immediate supervisor to absent himself from his duties to attend a grievance
Employee Rights and Restrictions. 1. The employee has the right to the assistance of one representative to represent the employee in formal grievance meetings with Management.
2. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent him/herself from his/her duties to attend a grievance meeting. The employee representative shall give his/her supervisor reasonable advance notice, no less than 24 hrs. notice, to ensure that his/her absence will not unduly interfere with Departmental operations.
3. An employee may present his/her grievance to Management on County time. In scheduling the time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department. No employee shall lose his/her rights because of Management imposed limitations in scheduling meetings.
4. XXXX agrees to encourage an employee who files a formal written grievance to state clearly and concisely the specific action being grieved, the article(s) violated and the specific remedy requested.
5. Only County employees who have direct, first-hand knowledge of the event giving rise to the grievance may be called on as witnesses by the grievant. Such witnesses may attend formal grievance hearings on paid County time.
Employee Rights and Restrictions. 1. The employee has the right to the assistance of a representative in the preparation of his/her written grievance, and to represent him/her in formal grievance meetings. The employee has the right to be present in meetings at step one of the grievance procedure. The employee may be required by either party to be present in meetings at subsequent steps of the grievance procedure.
2. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent himself/herself from his/her duties to attend a grievance meeting.
3. An employee may represent his/her grievance to Management on County time. In scheduling time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department.
Employee Rights and Restrictions. A. The employee has the right to the assistance of a representative in the preparation of his written grievance and to represent him in formal grievance meetings.
B. A County employee selected as a representative in a grievance is required to obtain the permission of his immediate supervisor to absent himself from his duties to attend a grievance meeting.
C. An employee may represent his grievance to Management on County time. In scheduling time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department.
Employee Rights and Restrictions. A. The employee has the right to representation in the preparation of his/her written grievance, and the right to select any person or organization to represent him/her in formal grievance meetings. The employee is required to be present at all grievance meetings.
X. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent himself/herself from his/her duties to attend a grievance meeting.
C. An employee may present his/her grievance to Management on County time. In scheduling the time, place, and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department.
Employee Rights and Restrictions. 1. The employee has the right to the assistance of a representative in the preparation of his/her written grievance, and to represent him/her in formal grievance meetings. The grievant may be required by either party to be present in meetings with Court Management for purposes of discussing the grievance.
2. A Court employee selected as a representative in a grievance is required to obtain the permission from his immediate supervisor to absent himself from duties to attend the grievance meeting. The employee representative shall give his supervisor reasonable advance notice to ensure that his absence will not unduly interfere with Court operations.
3. A Court employee may present his grievance to Court Management on Court time. In scheduling the time, place and duration of any grievance meeting, both the employee and Court Management will give due consideration to the duties each has in the essential operations of the Court.
Employee Rights and Restrictions a. Employees shall have the right to represent themselves individually in the presentation of grievances or may have representation of their choosing. If an employee elects to be represented in a grievance, the Authority shall commence communicating directly with the representative in processing the grievance unless otherwise directed by the grievant. The grievant may be required by the Authority to be present during any stage of the grievance process.
b. The grievance process will normally be conducted during regular daytime work hours. At the request of the grievant, and as a matter of right, the grievant and no more than one (1) other employee witness at a time and the employee’s representative, if an employee, shall be released, with pay, from duties to attend any stage of the grievance process. Only one (1) person selected by the employee and made known to Management prior to a scheduled grievance process meeting shall have the right to represent the employee.
c. An employee selected as a representative in a grievance is required to notify such employee’s immediate supervisor of any proposed absence from duty to attend a grievance process meeting. The employee representative shall give the supervisor reasonable advance notice to insure that such absence will not interfere with Authority operations.
d. If the employee elects to be represented during the grievance process, the Authority may also designate a Management Representative to be present.
e. Employees who have direct, firsthand knowledge of the event giving rise to the grievance may be called as witnesses by either the Authority or the grievant, and may attend grievance process meetings on paid time, except as limited above.
f. Employees may file a group grievance if the subject matter and remedy requested are identical. In processing a group grievance, paid release time will be granted to one (1) of the grievants selected by the group to attend the grievance process meetings.
Employee Rights and Restrictions. 1. The employee has the right to the assistance of a Union representative in the preparation of his/her written grievance, and to represent the employee in formal grievance meetings. If the nature of the grievance may have impact on bar licensure, an employee may require additional representatives.
2. The grievant may be required by either party to be present in meetings with Management for purposes of discussing the grievance.
3. A County employee selected as a representative in a grievance is required to obtain the permission of his/her immediate supervisor to absent him/herself from his/her duties to attend a grievance meeting. The employee representative shall give his/her supervisor reasonable advance notice to ensure that his/her absence will not unduly interfere with Departmental operations.
4. An employee may present his/her grievance to Management on County time. In scheduling the time, place and duration of any grievance meeting, both the employee and Management will give due consideration to the duties each has in the essential operations of the department. No employee shall lose his/her rights because of Management imposed limitations in scheduling meetings.
5. If an employee feels that because of the sensitive, expedited or extraordinary nature of his or her complaint that it should be reviewed initially by the Director of Employee Relations, the employee may direct the grievance to that office with a written memorandum describing the need for departure from the standard procedure. The Director of Employee Relations will determine whether the grievance should be moved directly to Level 2 or Level 3 or should instead go through the full grievance process. If it is determined that the grievance should proceed through all Levels, it will be returned to the employee with a written explanation. When an employee makes such a request, the grievance will be held in abeyance until the written response from the Director of Employee Relations is received.
