Common use of Formal Grievance Procedure Clause in Contracts

Formal Grievance Procedure. The formal grievance procedure shall be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have the right to present a formal grievance, in writing, within ten (10) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative process. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal In the event that a bargaining unit member believes there is a grievance procedure he/she shall be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have file with the right to present Supervisor a formal grievance, in writing, written grievance within ten (10) working days after of the alleged violation or the decision at the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Managerlevel. The grievance shall be considered resolved and no further review contain the following information. A. A concise statement of facts alleging the violation. B. The specific section of this agreement alleged to have been violated. C. A relief requested. D. The name or names of all of the subject matter grieving parties. Steps to be followed: 1. Within five (5) working days of receipt of the grievance grievance, the Supervisor shall be permitted under this rule when meet with the employee does not seek further review bargaining unit member in an effort to resolve the grievance. The manager shall indicate, in writing, his/her disposition of the grievance within five (5) working days after receipt of such meeting, and furnish a copy to the Union, xxxxxxx, the grieving employee(s) and file a copy in a permanent file in the personnel office. 2. If the decision of the department head. Failure of Supervisor is unsatisfactory to the department head to render grieving employee(s) or the Union, and further hearing is desired, he/she or they shall file a written decision on the grievance within five (5) working days constitutes to the Assistant Superintendent. Within ten (10) days of receipt of a grievance, the Assistant Superintendent shall schedule a hearing. Within seven (7) days of the hearing on the grievance, the District shall render a decision denying in writing, transmitting a copy to the grievanceUnion and to the grieving employee(s) and file a copy in a permanent file in the personnel office. c. Either 3. If the City decision of the District is unsatisfactory to the employee(s) or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step Union, he/she or they shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within within fifteen (15) days after meeting with of the employee and date of said decision may, by written notice to the employee's representativeother party, elect to submit a grievance to arbitration. The Secretary-Treasurer and/or Executive Board of the Local Union shall have the right to determine whether or not the grievance is qualified to be submitted for arbitration by the Union. The arbitrator shall be mutually agreed to by the parties, or if they cannot agree, the City Manager arbitrator shall be selected through the American Arbitration Association or Federal Mediation and conciliation Service in accordance with each agency’s respective rules. The arbitrator shall give both parties full opportunity to present evidence and argue the grievance orally, or in writing, and shall be found by the transcript of the testimony and exhibits. In the event of a refusal by either party to submit to or appear at the arbitration hearing, the arbitrator shall have jurisdiction to proceed ex parte and make an award. In any event he/she shall make a written decision, and his/her designee award shall render a written decision regarding its meritsbe binding upon the District, the Union, and the aggrieved. The arbitrator shall not alter, add to or subtract from the Agreement. The cost of arbitration shall be divided equally between the District and the Union, except that each shall pay the cost of his own representative. 4. Failure to institute a grievance or appeal a decision within the time specified shall be deemed acceptance of the City Manager decision at that level. Should an employee or his/her designee shall resolve group of employees or the Union withdraw a grievance and no further review at any level, or should an employee or group of employees leave the employ of the subject matter of the Board, all further proceedings on said grievance shall be permitted within the City's administrative processbarred. e. 5. The City term “day” or “days” used herein shall not institute any reprisals against any employee or any representative resulting from the use of the grievance proceduremean regular working days.

Formal Grievance Procedure. The formal grievance procedure shall Step I 1. All grievances must be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have filed in writing with the right to present a formal grievance, in writing, other party within ten (10) working days after the informal discussion of the grievance with time the immediate supervisor employee knew or reasonably should have known of the occurrence which gave rise to the dispute, or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department headnull and void. 2. The department head Employer’s designated representative shall discuss serve as the grievance recipient for all formal grievances filed by that Employer’s employees or by the Union. The Union and the employees shall be provided with the employee and/or the employee's representativename of each Employer’s designated management representative whenever changes are made. 3. Within ten (10) working days after of receipt of the formal grievance, the department head person(s) designated by the Employer shall render a written decision regarding its meritsmeet with the grievant and/or the union xxxxxxx to discuss the grievance. If the department head's decision does grievance is not satisfactorily resolve the complaintsettled at that time, the employee may present the formal grievance Employer’s designee shall provide a response to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance in writing within five (5) working days. Depending on availability and the nature of the grievance, the Employer’s designated representative for Step II shall be a different person than for Step I, so long as circumstances permit. 1. If the employee or union is not satisfied with the response in Step 1 and wishes to pursue the grievance further it may appeal the decision in writing to the Employer’s designated representative within 5 working days after from receipt of the decision of Step 1 response. Within 10 working days the department headunion through its designated representative shall meet with the Employer’s designated representative. Failure of the department head to render a written decision on the grievance The Employer shall respond within five (5) working days constitutes a decision denying the grievancedays. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step2. The Mediator Union may, if appropriatein writing, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within request arbitration within fifteen (15) working days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of receipt of the City Manager or his/her designee shall resolve decision rendered by the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative processEmployer’s designee. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal grievance procedure Step 1. UNION spokesperson shall be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have the right to present a formal grievance in writing to the employee’s immediate supervisor, who should hold the rank of not less than a Battalion Chief or Division Chief, with a copy to the Fire Chief, not later than thirty (30) calendar days after knowledge of occurrence of the circumstance out of which the grievance arose. Step 2. The supervisor receiving the formal grievance shall render a decision in writing within seven (7) calendar days after receipt of the grievance. Step 3. Failing to reach a satisfactory understanding or adjustment at Step 2, the grievance will be presented in writing, writing to the Fire Chief. Step 4. The Fire Chief shall render a final decision regarding the grievance in writing to the employee and to UNION within ten (10) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working calendar days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. Step 5. If the department head's grievance is still unsettled, any party to the grievance may, within ten (10) calendar days following the decision does not satisfactorily resolve of the complaintFire Chief, have the right to have the matter arbitrated by a third party jointly agreed upon by CITY and UNION. If the parties are unable to agree upon an arbitrator, the employee may present the formal grievance to the City Manager. The grievance Federal Mediation and Conciliation Service shall be considered resolved and no further review requested to submit the names of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of arbitrators. CITY and UNION shall alternately strike a name from the decision of list (the department head. Failure of the department head first to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step strike shall be conducted utilizing determined by lot) until the services name of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next stepone (1) individual remains. The Mediator may, if appropriate, make recommendations to remaining person shall be the arbitrator. The designated arbitrator shall hear both parties in over the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee disputed matter and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its meritswithin thirty (30) days which shall be final and binding. The decision arbitrator shall have no right to amend, modify, nullify, ignore, or add provisions to this Agreement, but shall be limited to consideration of the City Manager or his/her designee particular choice(s) presented. The arbitrator shall resolve not have the grievance right to make any punitive awards. Expenses for the arbitrator shall be borne jointly by the parties concerned; however, each party shall be responsible for compensating its own representatives and no further review witnesses. If either party desires a verbatim recording of the subject matter proceedings, it may cause such a record to be made, provided it pays for the record. If the other party desires a copy, both parties shall jointly share the cost of the grievance shall be permitted within the City's administrative processtranscript and all copies. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. ‌ 1. First Level of Review (Step 1) The formal grievance procedure shall be used presented in writing to resolve an the unit employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or immediate supervisor, who shall render his/her representativedecision and comments in writing and return them to the unit employee within fifteen (15) shall have calendar days after receiving the right to present a formal grievance, grievance in writing. The initial written grievance should contain the name of the grievant, the name of the grievant’ s representative, if any, identification of nature of the grievance and any rule, regulation or MOU provision alleged to be violated, the remedy requested and any other information to assist in resolving the grievance. If the unit employee does not agree with his/her supervisor's decision, or if no answer has been received within fifteen (15) calendar days after submitting the grievance in writing to the immediate supervisor, the unit employee may present an appeal in writing to the Fire Chief. Failure of the unit employee to take further action within ten (10) working calendar days after the informal discussion receipt of the written decision of his/her supervisor, or within twenty-five (25) calendar days following submittal of the written grievance with to the immediate supervisor or if no decision by the immediate supervisor's superior. All formal grievances shall state supervisor is rendered, will constitute a withdraw/dropping of the reasons for the complaint and the employee's suggested solutiongrievance. b. 2. Department Review (Step 2) The formal grievance shall be presented to Fire Chief receiving the department head. The department head grievance, or his/her designated representative, shall discuss the grievance with the unit employee, his/her representative, if any, and with other appropriate persons. The Fire Chief (or designee) shall render his/her decision and comments in writing and return them to the unit employee and/or within fifteen (15) calendar days after receiving the employee's representativegrievance. Within If the unit employee does not agree with the decision reached or if no answer has been received within fifteen (15) calendar days, he/she may present the grievance, in writing, to the City Administrator. Failure of the unit employee to take further action within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working calendar days after receipt of the decision of the department head. Failure Fire Chief, or within a total of twenty-five (25) calendar days following submittal of the department head written grievance to render the Fire Chief if no decision is rendered, will constitute a written decision on the grievance within five (5) working days constitutes a decision denying withdraw/dropping of the grievance. c. Either the 3. City or the employee may request that a grievance be submitted to mediation prior to submittal to the Administrator Review (Step 3) The City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee Administrator shall discuss the grievance with the employee and the unit employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee representative, if any, and with other appropriate persons. The City Administrator may designate a fact-finding committee or an individual not in the normal line of supervision, to advise him/her concerning the grievance. The City Administrator shall render a written decision regarding its meritsin writing to the unit employee within twenty (20) calendar days after receiving the grievance. The If the unit employee does not agree with the decision reached or if no answer has been received within twenty (20) calendar days, he/she may submit the grievance to binding arbitration, as outlined below. Failure of the unit employee to take further action within ten (10) calendar days after receipt of the City Manager Administrator's decision, or his/her designee shall resolve the grievance and no further review within a total of twenty (20) calendar days following submittal of the subject matter written grievance to the City Administrator if no decision is rendered will constitute a withdraw/dropping of the grievance shall be permitted within the City's administrative processgrievance. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The At each step in the formal grievance procedure shall procedure, the employee may be used represented by the Association or legal counsel. The Board will notify the aggrieved of time and place of meetings and disposition of the grievance. The Association President will be provided copies of all notifications at the same time as the aggrieved. An Association representative will have an opportunity to resolve an employee's complaint not satisfactorily resolved be present at the hearings of the formal steps. Every employee covered by informal discussion. a. An employee (and/or his/her representative) this Agreement shall have the right to present grievances in accordance with these procedures, with or without representation. Nothing contained in this article or elsewhere in this Agreement shall be construed to prevent an individual employee from discussing a problem with the administration and having it adjusted without intervention or representation by an Association representative. While the Association assumes responsibility for processing formal grievances for members, an individual may process his or her own grievance only as long as all cost are born by the individual. Arbitration must be approved by the Association. At Step II all members of the School Board will be sent a copy of the grievance and the date of the hearing. A copy of the Superintendent’s or his designee’s written response will be sent to all Board Members. All forms for use in the formal grievance procedure shall be obtained from the Association building representative. Step I If the aggrieved is not satisfied with the informal resolution, he/she may, within fifteen (15) working days after the informal meeting, file a formal grievance on the proper form provided by the Association. The grievant shall state in writing the nature of the grievance, shall note the specific clauses of the contract and shall note the specific term allegedly violated and contract language controlling said item and relief sought. The forms shall be signed by the grievant(s). The form shall be filed with the employee’s principal, who shall within five (5) working days after receiving the grievance communicate his answer in writingwriting to the grievant. Step II If the aggrieved is not satisfied with the disposition at Step I he/she may, within ten (10) working days after the informal discussion of answer at Step I appeal in writing, on the proper form, the original grievance to the Superintendent, or his designee. The Superintendent, or his designee shall conduct necessary investigations and meet with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within grievant, at a mutually acceptable time, within ten (10) working days after receipt of the formal appeal. The grievant shall have the right to include any representation and witnesses at the meeting with the Superintendent, or his designee, he/she deems necessary to develop facts and proof pertinent to the grievance. Within then (10) working days after meeting with the grievant the Superintendent or his designee shall notify the aggrieved, in writing, his disposition of the grievance. Step III If the Association is not satisfied with the disposition of the grievance at Step II, or Step II time limits expire without a hearing or written decision, the department head Association may within ten (10) working days submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association, the rules of which shall render a written decision regarding its meritsgovern the proceedings. If the department head's decision does parties cannot satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance select an arbitrator within five (5) working days after receipt from notification that arbitration will be pursued, the arbitrator shall be selected from a list of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying arbitrators provided by the grievance. c. Either AAA in accord with the City rules. Adjustment of any grievance as described herein shall not be inconsistent with the provisions of this Agreement, Florida Statutes, State Board of Education Regulations, or Xxxxxxx County School Board Policies, and the employee may request that a grievance arbitrator shall have no power to amend any provisions of this Agreement. The Board and the Association shall not be submitted permitted to mediation prior to submittal assert in such arbitration proceeding any ground or rely on any evidence not previously disclosed to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either other party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative process. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal A. Step One 1. In filing a grievance procedure shall be used to resolve at Step One, the unit member or his designated representative shall; if there has not been an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have the right to present a formal oral discussion grievance, in writingsubmit the grievance to their command-level supervisor, within ten (10) working days following the occurrence of the event giving rise to the grievance, or five (5) days after the informal unresolved conclusion of an oral discussion grievance. 2. The Step One grievance will be on a grievance form setting forth specifically the complete facts on which the grievance is based, the specific provision or provisions of the Agreement allegedly violated, and the relief requested. 3. The command-level supervisor shall meet with the unit member and his Association Representative, if any, within five (5) days of receiving the grievance. 4. The command-level supervisor will provide a written decision to the unit member and to the Association Representative, if any, within five (5) days following receipt of the grievance with memorandum. 5. In crafting a decision that would result in a rejection or partial rejection of the immediate supervisor or grievance filed and/or the immediate supervisor's superior. All formal grievances remedy sought, management shall state also include in its written decision, the reasons reason(s) for the complaint and rejection or partial rejection, that form the employee's suggested solutionrationale for the rejection. b. The formal B. Step Two 1. If the grievance shall be presented is not resolved at Step One, the unit member or his designated Association Representative may submit a Step Two grievance in writing in accordance with his chain of command to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten Chief Officer within five (105) working days after receipt of the formal grievanceStep One decision. 2. The Step Two grievance must contain the same information as presented in the Step One grievance form. 3. When the grievance is eligible for initiation at Step Two, the department head grievance memorandum must be submitted within ten (10) days of the occurrence giving rise to the grievance. 4. The Chief Officer, or his designee, shall, within seven (7) days of receiving the grievance meet with the unit member, and/or with an Association Staff Representative, at the unit member’s option, to discuss the grievance. 5. The Chief Officer, or his designee shall render communicate a decision in writing to the unit member and to the Association Staff Representative within seven (7) days following receipt of the Step Two grievance form. 6. In crafting a decision that would result in a rejection or partial rejection of the grievance filed and/or the remedy sought, management shall also include in its written decision regarding its meritsdecision, the reason(s) for the rejection or partial rejection, that form the rationale for the rejection. 7. The time frames may be extended if the Chief Officer is out of town during the seven (7) day window. C. Step Three 1. If the department head's decision does grievance is not satisfactorily resolve the complaintresolved at Step Two, the employee unit member or his designated Association Representative may present the formal submit a Step Three grievance in writing to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance Sheriff within five (5) working days after receipt of the decision Step Two decision. 2. The Step Three grievance must present the same information as submitted in the Step Two grievance form. 3. When the grievance is eligible for initiation at Step Three, the grievance form must be submitted within ten (10) days of the department head. Failure of the department head occurrence giving rise to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step4. The Mediator maySheriff shall meet with the unit member, if appropriatewithin ten (10) days of receiving the grievance, make recommendations and/or with an Association Staff Representative, at the unit member’s option, to the parties in the attempts to resolve discuss the grievance. d. When the employee presents 5. The Sheriff or his designee shall communicate a formal grievance decision in writing to the City Manager or his/her designee, unit member and to the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen Association Staff Representative within ten (1510) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager Step Three grievance meeting. 6. In crafting a decision that would result in a rejection or his/her designee shall resolve the grievance and no further review of the subject matter partial rejection of the grievance filed and/or the remedy sought, management shall be permitted within also include in its written decision, the City's administrative processreason(s) for the rejection or partial rejection, that form the rationale for the rejection. e. 7. The City shall not institute any reprisals against any employee or any representative resulting from time frames may be extended if the use Sheriff is out of town during the grievance procedureten (10) day window.

Formal Grievance Procedure. The formal grievance procedure shall be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have the right to present a formal grievance, in writing, within ten five (105) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative process. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. Union A grievance may be formally initiated by the Faculty Association on behalf of an individual employee or the Association and shall proceed by the following steps without delay and without work stoppage: 3.4.1 The formal grievance shall first be submitted in writing to the appropriate Vice President within six (6) calendar weeks of the time the Faculty Association could reasonably have become aware of the grievable action having taken place. 3.4.2 If the grievance is not satisfactorily resolved by 3.4.1, the Directors of the Faculty Association shall submit the grievance in writing to the President 3.4.3 If the grievance is not resolved to the satisfaction of the Directors of the Faculty Association by 3.4.2, the grievance shall be referred to binding arbitration as described under 3.6. The desire to refer a grievance to binding arbitration shall be indicated in writing by the Directors of the Faculty Association to the Board. 3.4.4 In order to ensure that grievances are resolved as quickly as possible, the following time limits shall apply: a. At the stage described in 3.4.1 ("Step One") i. a written reply shall be given to the Faculty Association within seven (7) calendar days of the receipt of the grievance by the Vice President. The written reply shall state the reason(s) for the denial. Failure of the College to comply with the time limits shall advance the grievance to the next stage. ii. if the grievance is not advanced to the next stage described in 3.4.2 (“Step Two”) within seven (7) calendar days of the receipt of the written reply from the Vice President, it shall be deemed to have been abandoned. b. At the stage described in 3.4.2 (“Step Two”) i. a written reply shall be given to the Faculty Association within seven (7) calendar days of the receipt of the grievance by the President. The written reply shall state the reason(s) for the denial. ii. if the grievance has not been resolved within seven (7) calendar days of the receipt of the written reply from the President, it shall, at the request of the Directors of the Faculty Association, be referred to binding arbitration under 3.4.3. 3.4.5 The parties may, by mutual written consent, waive any stage or time limit of the grievance procedure described in 3.4. In no event shall a grievance be denied due to a procedural technicality. 3.4.6 Any difference between the parties relating to the interpretation of this grievance procedure shall be used referred to resolve an employee's complaint not satisfactorily resolved by informal discussionbinding arbitration under 3.6 for resolution. a. An employee (and/or his/her representative) shall have the right to present a formal grievance3.4.7 The parties agree that, in writing, within ten (10) working days after the informal discussion event of a grievance arising from personal or sexual harassment the procedure as outlined in Article 2 of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances Common Agreement shall state the reasons for the complaint and the employee's suggested solutionapply. b. The formal grievance shall be presented to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative process. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal Bargaining Unit shall submit to the Manager of Human Resources a written statement of the grievance procedure giving the name of the the facts of the grievance including references to specific provisions of Agreement alleged to be violated and the resolution requested. A meeting of the parties may be scheduled to further discuss the grievance at the request of either party. The meeting shall be used to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An employee take place within ten (and/or his/her representative10) days of the notice from the party requesting the meeting. The Manager of Employee Services shall have the right to present a formal grievancereply, in writing, within ten (10) working days after the informal discussion following either receipt of the grievance with the immediate supervisor or the immediate supervisor's superiordate of the meeting. All formal grievances shall state If the reasons for reply of the complaint and the employee's suggested solution. b. The formal grievance shall be presented Manager of Employee Services or designate is not acceptable to the department head. The department head Bargaining Unit, the Bargaining Unit may make a written request within five (5) days to the Director of Education, or designate, who shall discuss answer the grievance with the employee and/or the employee's representative. Within in writing within ten (10) working days after receipt of the formal grievance, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve reply of the complaintDirector of Education is unacceptable to the Bargaining Unit, the employee Bargaining Unit may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review apply for arbitration within twenty (20) days of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision reply. The parties may agree to the use of a single Arbitrator or a Board of Arbitration. Within ten days thereafter, the parties are to select, by mutual agreement, a Arbitrator or, in the case of a Board of Arbitration, submit to the other party, the name of their appointee to the Board of Arbitration. The two appointees so selected shall, ten days of their appointment, appoint a third person who shall be Chair. If the parties fail to make the required appointmentswithin the designated time period, either or both parties may request the Minister of Labour to fill vacancies. The cost of the department headArbitrator, including per diem costs and expenses, shall be jointly shared by the two parties. Failure In the case of a Board of Arbitration, the department head Board and the Union will be responsible for the fees and expenses of its own appointee. No person may be appointed as an Arbitrator or member of a Board of Arbitration who has been involved in an attempt to render a written decision on the grievance within five (5) working days constitutes a decision denying negotiate or settle the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its merits. The decision of the City Manager Arbitrator or his/her designee Board of Arbitration shall resolve be final and binding upon both parties. The Arbitrator or Board of Arbitrationshall have authority only to settle disputes under the of a grievance as outlined in this Article and no further review will only interpret and apply this Agreement to the facts of the subject matter particular grievance involved. The Arbitrator or Board of Arbitration shall have no power to alter, add to, subtract from, modify or amend this Agreement, nor to give any decision inconsistent with it. Unless mutually agreed otherwise by both parties, the place of the hearing shall be in the City of Thunder Bay. A Party who has a complaint relating to the interpretation,application, administration or alleged violation of this Collective Agreement shall discuss the complaint with the Manager of Employee Services or the President of the Bargaining Unit within twenty (20) days after the giving rise to the complaintoccurred or ought reasonably to have come to the attention of the Party. If the complaint has not been resolved within thirty (30) days after discussing it with the Manager of Employee Services or the President of the Bargaining Unit, a Party grievance shall be permitted within submitted to the City's administrative process. e. The City shall not institute any reprisals against any employee Director of Education or any representative resulting from the use Bargaining Unit President respectively. Such statementshall contain a summary of the nature of the grievance, the provision or provisions of the Collective Agreement allegedly violated and the remedy sought. The receiving party shall reply, in writing, within twenty (20) days of receipt of the grievance. If the reply is unacceptable to the receiving party, the party may submit the grievance procedureto arbitrationas outlined in above.

Formal Grievance Procedure. The formal grievance procedure shall be used 12.4.1 Level I 12.4.1.1 Within 60 days after the occurrence of the act or omission or within 60 days of the time the grievant became aware or should have become away of the act or omission giving rise to resolve an employee's complaint not satisfactorily resolved by informal discussion. a. An the grievance, the employee (and/or must present his/her representative) shall have grievance in writing to the right to present supervisor of the person against whom the grievance is filed. 12.4.1.2 The written grievance must include a formal description of the general and specific grounds for the grievance, in writinga list of specific actions upon which the grievance is based, including the names of all persons involved, and the times, places and events when each person so named was involved, the conclusion reached at the informal conference, and a list of specific actions which the grievant feels the college should take to remedy the grievance. 12.4.1.3 The supervisor shall communicate a written decision to the grievant within ten (10) working days after receiving the informal discussion grievance. If the administrator does not respond within the time limit, the grievance is deemed denied, and the employee may appeal in writing to the next level. Such appeal must be made within five (5) days after expiration of the time limit or after the written answer is received, whichever occurs first. 12.4.1.4 Within the specified time limit, the grievant or the supervisor may request a personal conference with the other, and such request shall be granted, with the objective of resolving the matter at this level. 12.4.2 Level II 12.4.2.1 If the grievant or the subject of the grievance is not satisfied with the immediate supervisor or decision of the immediate supervisor's superior. All formal grievances grievance at Level I, either party may appeal by filing a Notice of appeal with the Vice President for Academic Affairs, which shall state include a copy of the original grievance, the response, if any, from Level I, and a notice stating that the employee is appealing, with a clear and concise statement of the reasons for the complaint appeal. 12.4.2.2 The Vice President may request a personal conference with the grievant or any party named in the grievance, and shall render a written decision within 10 days of receipt of the appeal. If the Vice President does not render a written decision within the prescribed time limit the grievance is deemed denied, and the employee's suggested solutionemployee may appeal to the next level. Such appeal must be made within five (5) days after the expiration of the time limit or after the written response is received, which-ever occurs first. b. 12.4.3 Level III If the grievance is not resolved at the level of the Vice President, the grievant or the subject of the grievance may appeal for the grievance to be considered by a hearing committee. The formal hearing committee shall be composed of three members consisting of a faculty member recommended by the grievant, a faculty member recommended by the chief party against whom the grievance is brought and a faculty member (full-time or adjunct) or an administrator appointed by the Superintendent/President who shall chair the committee. The hearing committee shall meet within 20 days of its appointment for the purpose of conducting a hearing at which all parties to the grievance shall be presented present and allowed to present information and argument. The hearing committee shall render its decision in writing to the department headSuperintendent/President within 10 days after the close of such hearing. If the hearing committee does not respond within the time limit to the grievance is deemed denied, and the employee may appeal in writing to the next level. Such appeal must be made within five (5) days after expiration of the time limit or after the written answer is received, whichever occurs first. 12.4.4 Level IV If the grievance is not resolved at Level III, the grievant or the subject or the grievance may appeal to the Superintendent/President by filing a written Notice of Appeal, together with a copy of the original grievance and any responses at Levels I, II, and III, and a statement of reasons for the appeal. The department head shall discuss Superintendent/President may conduct a review of the matter himself/herself, including requesting meetings with the grievant and other parties concerned. These meetings may be held separately or together with the involved parties. The decision of the Superintendent/President on the grievance shall be in writing, and shall be issued within 20 days after the filing of the grievance. 12.4.5 Level V In the event the grievance is not resolved at Level IV, the grievant or the subject of the grievance may appeal the decision of the Superintendent/President by filing a written Notice of Appeal with the employee and/or the employee's representative. Within ten governing board within five (105) working days after receipt of the formal Superintendent/President’s division. The appeal must be in writing, and shall include the original grievance, the department head responses at Levels I, II, III, and IV, and a clear and concise statement of the reasons for the appeal. The governing board shall conduct such hearings as the board determines necessary in order to review the matter and render a fair and just decision. The board shall render a written its decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, the employee may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five thirty (530) working days after receipt of the decision appeal, or such extension of that time as determined by the board to be necessary to complete its review of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with the employee and the employee's representative. Within fifteen (15) days after meeting with the employee and the employee's representative, the City Manager or his/her designee shall render a written decision regarding its meritsmatter. The decision of the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance board shall be permitted within the City's administrative processfinal and binding. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal A. If the above informal grievance procedure shall be used to resolve an employee's complaint does not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have result in resolution of the right to present a formal grievance, in writing, within ten (10) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall then be presented reduced to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten writing on Grievance Form 2009-1 within seven (107) working calendar days after upon receipt of the formal grievanceFire Chief’s determination. Said complaint shall set forth the facts necessary to the understanding of the issues involved, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, inequity or damage suffered by the employee may present and the formal grievance to the City Managerrelief sought as outlined in Grievance Form 2009-1. The grievance complaint shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with signed by the employee and the employee's ’s Association representative, and shall be submitted in three (3) copies to the employee’s immediate supervisor. The supervisor shall submit all three (3) copies to the Fire Chief. B. After receipt of said written complaint, a fact-finding committee shall be formed. The fact-finding committee will consist of one member appointed by the Fire Chief and one member appointed by the Association. The fact-finding committee will investigate the circumstances surrounding the grievance. They shall have the power to interview principals and witnesses as deemed necessary to ascertain the facts of the case. They shall each reduce the facts into a written report within fifteen (15) calendar days after committee formation. Three (3) copies of the written report shall be made, one copy of which shall be transmitted to the employee, one copy to the employee’s representative and one copy to the Fire Chief. The employee shall receive only the final report. C. After review of the written grievance submitted by the employee and after consideration of the written reports from the fact-finding committee, the Fire Chief may further investigate the facts and issues surrounding the grievance. Within fifteen (15) calendar days of the receipt of fact-finding committee reports, the Fire Chief shall reply to the employee in writing stating his/her determination. Three (3) copies of such determination shall be made, one (1) copy of which shall be transmitted to the employee, one to the Association, and one (1) shall be retained by the Fire Chief. D. If the employee wishes to process the grievance further, he/she shall, within seven (7) calendar days of the receipt of the Fire Chief’s determination, notify the Human Resources Director in writing, who will immediately notify the City Manager of such request. After investigation and discussion with the employee, but not later than twenty-one (21) calendar days after meeting with the request was submitted by the employee and to the employee's representativeHuman Resources Director, the City Manager will submit his or his/her designee shall render a written decision regarding its merits. The decision of determination to the City Manager or his/her designee shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City's administrative processemployee. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.

Formal Grievance Procedure. The formal A. If the above informal grievance procedure shall be used to resolve an employee's complaint does not satisfactorily resolved by informal discussion. a. An employee (and/or his/her representative) shall have result in resolution of the right to present a formal grievance, in writing, within ten (10) working days after the informal discussion of the grievance with the immediate supervisor or the immediate supervisor's superior. All formal grievances shall state the reasons for the complaint and the employee's suggested solution. b. The formal grievance shall then be presented reduced to the department head. The department head shall discuss the grievance with the employee and/or the employee's representative. Within ten writing on Grievance Form 2009-1 within seven (107) working calendar days after upon receipt of the formal grievanceFire Chief's determination. Said complaint shall set forth the facts necessary to the understanding of the issues involved, the department head shall render a written decision regarding its merits. If the department head's decision does not satisfactorily resolve the complaint, inequity or damage suffered by the employee may present and the formal grievance to the City Managerrelief sought as outlined in Grievance Form 2009-1. The grievance complaint shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this rule when the employee does not seek further review of the grievance within five (5) working days after receipt of the decision of the department head. Failure of the department head to render a written decision on the grievance within five (5) working days constitutes a decision denying the grievance. c. Either the City or the employee may request that a grievance be submitted to mediation prior to submittal to the City Manager pursuant to Section D below. Mediation step shall be conducted utilizing the services of the State Mediation and Conciliation Service and shall result in no cost to either party. Mediators will confidentially attempt to assist the parties in the resulting grievance prior to advancement to the next step. The Mediator may, if appropriate, make recommendations to the parties in the attempts to resolve the grievance. d. When the employee presents a formal grievance to the City Manager or his/her designee, the City Manager or his/her designee shall discuss the grievance with signed by the employee and the employee's Association representative, and shall be submitted in three (3) copies to the employee's immediate supervisor. The supervisor shall submit all three (3) copies to the Fire Chief. B. After receipt of said written complaint, a fact-finding committee shall be formed. The fact-finding committee will consist of one member appointed by the Fire Chief and one member appointed by the Association. The fact-finding committee will investigate the circumstances surrounding the grievance. They shall have the power to interview principals andwitnesses asdeemed necessary to ascertain the facts of the case. They shall each reduce the facts into a written report within fifteen (15) calendar days after committee formation. Three (3) copies of the written report shall be made, one copy of which shall be transmitted to the employee, one copy to the employee's representative and one copy to the Fire Chief. The employee shall receive only the final report. C. After review of the written grievance submitted by the employee and after consideration of the written reports from the fact-finding committee, the Fire Chief may further investigate the facts and issues surrounding the grievance. Within fifteen (15) calendar days after meeting with of the receipt of fact-finding committee reports, the Fire Chief shall reply to the employee and the employee's representative, the City Manager or in writing stating his/her designee determination. Three (3) copies of such determination shall render a written decision regarding its merits. The decision be made, one (1) copy of which shall be transmitted to the City Manager or his/her designee employee, one to the Association, and one (1) shall resolve be retained by the Fire Chief. D. If the employee wishes to process the grievance and no further review of the subject matter of the grievance shall be permitted further, he/she shall, within the City's administrative process. e. The City shall not institute any reprisals against any employee or any representative resulting from the use of the grievance procedure.seven