Employee Rights to Representation. A. A grievant has the right to be accompanied by the Association at all steps of the grievance procedure. However, the individual employee with the complaint has the right and is encouraged to discuss the matter via administrative channels and to have the problem adjusted without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
B. If the Association finds that a grievance affects a group of employees or the Association, the Association may submit such grievance in writing to the Superintendent directly and will begin at Step 2. Class grievances involving more than one supervisor and grievances involving an administrator above the building level may be filed by the Association at Step II.
Employee Rights to Representation. 5.4.1 A grievant has the right to be accompanied by the Association at all steps of the grievance procedure. However, the individual employee with the complaint has the right and is encouraged to discuss the matter via administrative channels and to have the problem adjusted without the intervention of the Association, provided the adjustment is not inconsistent with the terms of this Agreement.
Employee Rights to Representation. 1. The employee may select a person to represent him in scheduled grievance meetings at Levels 1 and above. However, if a fellow employee is selected, that person must be from the same work location.
2. If the employee selects the Union to represent him at Level 1, the local xxxxxxx will be his representative; at Levels 2 and above, the representatives will be any two of the following: The Union President, the Vice-President from the functional area, the Union Chief Xxxxxxx, the grievant's local xxxxxxx, the Union=s Business Representative or its Staff Attorney.
3. In the event an employee does not wish to be represented by the Union in processing a grievance involving the interpretation or application of this Memorandum of Understanding, a representative of the Union shall have the right to be present as an observer at any formal meeting with the employee at Levels 1 or 2.
4. An employee involved in the processing of his grievances may do so without loss of compensation provided that he accomplished all phases of preparation and presentation in a reasonable and expeditious manner.
5. Only County employees in this Unit or authorized representatives as specified in Article 27, Work Access, may be selected by an employee to represent him in formal grievance meetings.
6. 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 and must apprise his supervisor where he can be reached and his approximate time of return to his regular work location.
7. A County employee selected as a representative in a grievance shall not receive compensation from Los Angeles County for any time spent investigating or processing the grievance unless the employee's name is supplied to Management as required in Article 22.
Employee Rights to Representation. Every employee shall have the right to present their grievance to the employer free from interference, coercion, restraint, discrimination or reprisal and shall have the right to be represented at all stages thereof.
Employee Rights to Representation. A “Notice of Intention to Negotiate an Agreement under the Fair Work Act 1994” dated 23 September 2019 advised you about: • when the first meeting to negotiate the proposed agreement would be, and where; • which employees are to be covered by the enterprise agreement; • your rights to be represented in relation to the negotiation of, and approval for, the proposed Agreement; and • how and where you can access a copy of your Award. Intention to apply for approval of the proposed agreement: If the proposed South Australian Metropolitan Fire Service Enterprise Agreement 2022 is supported by a majority of employees who vote in the ballot, an application will be made to the South Australian Employment Tribunal to have the agreement approved pursuant to the Fair Work Act 1994.
Employee Rights to Representation. An employee shall have the right to be represented by CCDA in disciplinary matters, including at the questioning of an employee where it appears that such employee is a likely or potential subject of disciplinary action. If the employee is unable to obtain representation within a reasonable period of time, the Employer has the right to then question the employee without Union representation. Nothing contained herein shall be construed as limiting the right of an employee to informally resolve the disciplinary matter by settlement with the Department Head and the employee may waive his/her rights to the procedure as outlined herein. Any settlement agreed upon between the parties shall be reduced to writing and shall be final and binding upon all parties.
Employee Rights to Representation. If the association finds that a grievance affects a group of employees or the Association, the Association may submit such grievance in writing to the Superintendent directly, and the process will begin at Step 2. Class grievances involving more than one supervisor and grievances involving an administrator above the building level may be filed by the Association at Step 2.
Employee Rights to Representation a) At any stage of the grievance procedure, an employee is entitled to be represented by a union xxxxxxx. It is the employee’s responsibility to request xxxxxxx representation when representation is desired.
b) The parties further agree that where a xxxxxxx is not readily available, the absence of the xxxxxxx shall not negate any action taken, nor shall this clause require the Employer to call in or pay a xxxxxxx not already at work.
c) The Local Union shall have the right to the assistance of staff representative of the union for the purpose of attending meetings with the Employer in the administration of this Agreement.
