Formal Procedure Step One Sample Clauses

Formal Procedure Step One. Within thirty (30) days after the occurrence of the act or omission or within thirty (30) days after the grievant knew or reasonably should have known of the act or omission giving rise to the grievance, the grievant must present such grievance in writing on the appropriate form to the immediate supervisor. • This statement shall be a clear, concise statement of the grievance, the circumstances involved, the decision rendered at the informal conference, and the specific remedy sought. • The grievant and the immediate supervisor shall make every effort to resolve the problem(s) through consultation and informal means. • The immediate supervisor shall communicate a decision to the employee in writing within ten (10) business days after receiving the grievance. If the immediate supervisor does not respond within the time limits, the grievant may appeal to the next step. • Within the above time limits, either party may request a personal conference with the other party. Step Two • In the event the grievant is not satisfied with the decision at Step 1, the grievant may appeal the decision on the appropriate form to the Assistant Superintendent/Vice President, Human Resource Services, or designee within ten (10) business days. • The statement of the appeal should include a copy of the original grievance, the decision rendered, and a clear, concise statement of all of the reasons for the appeal. • The Assistant Superintendent/Vice President, Human Resource Services, or designee shall communicate a decision within fifteen
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Formal Procedure Step One. 18.3.1 Within thirty (30) days after the occurrence of the alleged act or omission giving rise to the grievance, the grievant must present his/her grievance in writing on the Statement of Grievance form to his/her immediate manager. The Statement of Grievance shall name the employee(s) involved, state the facts giving rise to the grievance, the specific provisions of this agreement alleged to be violated, the contention of the grievant, the specific remedy sought and the decision rendered at the informal conference.
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Formal Procedure Step One. If the grievance is not resolved in the informal process, the grievant must present the grievance in writing within five (5) working days to the building principal or other administrator in charge who will arrange a meeting within five (5) working days. The grievant, the Association representative, and the principal shall be present for the meeting. The building principal shall communicate his/her decision in writing, together with the supporting reasons, within five (5) working days of the completion of the meeting. If the grievant fails to act or respond, the grievance will be dropped. If the principal fails to act or respond, the grievant may proceed to the next level.
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Formal Procedure Step One. (a) If the grievance is not resolved informally according to 5.4, then within fifteen (15) business days of submitting notice according to 5.4(d), the grievant shall reduce the grievance to writing and include the following: (1) the specific factual basis of the grievance; (2) the specific individuals involved; (3) the provision or provisions of this Agreement allegedly violated or applied inequitably to them; and (4) the specific remedy sought which will resolve the grievance. This first written document shall contain the full and complete statement of the grievance. After filing, no new unrelated allegations may be added. The document may be amended for clarification.
Sample 1
Formal Procedure Step One. If the grievance is not resolved informally, the bargaining unit member(s) must, within five (5) days after receipt of the administrator's oral answer, or no longer than fifteen (15) days from the alleged violation, submit to the administrator a signed, written statement of grievance on the official grievance form with copies as indicated on form. The statement of grievance shall name the grievant(s) involved, state the facts giving rise to the grievance, identify all the provisions of this agreement alleged to have been violated by appropriate reference, state the contention of the bargaining unit member (s) with respect to these provisions, indicate the specific relief or remedy requested, and shall be dated and signed by the grievant(s). The administrator shall give the bargaining unit member an answer in writing no later than five (5) days after receipt of the written grievance, with a copy to the Superintendent. Step Two If the grievant(s) is (are) not satisfied with the disposition of the grievance in step one, it shall be submitted to the local Superintendent or his designee within five (5) days of receipt of the step one report. The local Superintendent, or his designee, and the grievant(s), and his/their representative(s) shall meet within a reasonable time, not to exceed ten (10) days, in an attempt to resolve the matter. Within ten (10) days after this meeting, the local Superintendent or his designee shall write his disposition, forwarding a copy to the grievant(s), the Association and the administrator. Step Three If the grievant(s) is (are) not satisfied with the disposition at step two, an appeal of the decision shall be made to the Board within ten (10) days of the step two report. The appeal shall be in writing on the proper form and accompanied by a copy of the decisions at step one and two. No later than fifteen (15) days after receiving the appeal, the Board may hold a hearing (or may exercise the option of going directly to arbitration in step five) on the grievance at a regular or special meeting. All those listed in step one and section 4.03 (a) shall have a right to participate in this step. Within five (5) days after the hearing, the Board shall communicate its decision in writing and state its reasons to the Association and the grievant(s). Step Four If the grievance is not resolved at Step 2 the grievance may be referred to grievance mediation or to the Board under Step 5. A mediator shall be selected from a source agreeable to b...
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Formal Procedure Step One. Within thirty (30) days after the occurrence of the act or omission or within thirty (30) days after the grievant knew or reasonably should have known of the act or omission giving rise to the grievance, the grievant must present such grievance in writing on the appropriate form to the immediate supervisor. • This statement shall be a clear, concise statement of the grievance, the circumstances involved, the decision rendered at the informal conference, and the specific remedy sought. • The grievant and the immediate supervisor shall make every effort to resolve the problem(s) through consultation and informal means. • The immediate supervisor shall communicate a decision to the employee in writing within ten (10) business days after receiving the grievance. If the immediate supervisor does not respond within the time limits, the grievant may appeal to the next step. • Within the above time limits, either party may request a personal conference with the other party. Step Two • In the event the grievant is not satisfied with the decision at Step 1, the grievant may appeal the decision on the appropriate form to the Assistant Superintendent/Vice President, Human Resource Services, or designee within ten (10) business days. • The statement of the appeal should include a copy of the original grievance, the decision rendered, and a clear, concise statement of all of the reasons for the appeal. • The Assistant Superintendent/Vice President, Human Resource Services, or designeeshall communicate a decision within fifteen (15) business days after receiving the appeal. The Assistant Superintendent/Vice President, Human Resource Services, or designee may request a personal conference within the above time limits. If the Assistant Superintendent/Vice President, Human Resource Services, or designee does not respond within the time limits, the grievant may appeal to the next Step. Step Three • In the event the grievant is not satisfied with the decision at Step 2, the grievant may appeal the decision on the appropriate form to the Superintendent/ President or designee within ten (10) business days. • The statement of the appeal should include a copy of the original grievance, decisions previously rendered, and a clear, concise statement of all of the reasons for the appeal. • The Superintendent/ President or designee shall communicate a decision within fifteen (15) business days after receiving the appeal. The Superintendent/ President or designee may request a personal...
Sample 1
Formal Procedure Step One. If the grievance is not resolved informally, the bargaining unit member(s) must, within five (5) days after receipt of the administrator’s oral answer, or no longer than twenty (20) days from the alleged violation, submit to the administrator a signed, written statement of grievance on the official grievance form with copies as indicated on form. The statement of grievance shall name the grievant(s) involved, state the facts giving rise to the grievance, identify all the provisions of this agreement alleged to have been violated by appropriate reference, state the contention of the bargaining unit member (s) with respect to these provisions, indicate the specific relief or remedy requested, and shall be dated and signed by the grievant(s). The administrator shall give the bargaining unit member an answer in writing no later than five (5) days after receipt of the written grievance, with a copy to the Superintendent. Step Two If the grievant(s) is (are) not satisfied with the disposition of the grievance in step one, it shall be submitted to the local Superintendent or his designee within five (5) days of receipt of the step one report. The local Superintendent, or his designee, and the grievant(s), and his/their representative(s) shall meet within a reasonable time, not to exceed ten
Sample 1
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Formal Procedure Step One. Within twenty (20) days after the discovery of the occurrence of the act giving rise to the grievance, the grievant shall submit a step one grievance form to the immediate administrator citing the article and section of this Agreement alleged to have been violated. The immediate administrator shall convene a meeting with the grievant within five
Sample 1

Related to Formal Procedure Step One

  • Formal Procedure No different or additional Work or contractual obligations will be authorized or performed unless contemplated within the Scope of Work and memorialized in an amendment or modification of the Contract that is executed in compliance with this Article. No waiver of any term, covenant, or condition of the Contract will be valid unless executed in compliance with this Article. Contractor will not be entitled to payment for Work that is not authorized by a properly executed Contract amendment or modification, or through the express written authorization of HHSC. Any changes to the Contract that results in a change to either the term, fees, or significantly impacting the obligations of the parties to the Contract must be effectuated by a formal Amendment to the Contract. Such Amendment must be signed by the appropriate and duly authorized representative of each party in order to have any effect.

  • Grievance Procedure Steps The following procedure shall be followed by an employee submitting a grievance:

  • Formal Procedures a. Upon presentation to the Vice President of a petition, signed by one-third (1/3) of the full-time members of the department who are eligible to participate, excluding the Department Chair, stating specific reasons for recalling the Department Chair, the Vice President shall promptly give fourteen (14) days written notice to all full-time department members setting forth the time, date and place of a meeting to consider the recall petition and to vote on either a motion that the Department Chair continue in office or a motion to recommend to the President that he/she declare a vacancy to exist in the chair of the department. The Department Chair may be present at this meeting.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • GRIEVANCE PROCEDURE 7 Section 4.1. Definition 7 Section 4.2. Procedures 7 Section 4.3. Limitations on Authority of Arbitrator 8 Section 4.4. Expenses of Arbitration 9 Section 4.5. Union Grievances 9 Section 4.6. Time Limits 9 Section 4.7. Miscellaneous 10 Section 4.8. Discipline 10 Section 4.9. Oral or Written Reprimands 11 Section 4.10. Applicability of Grievance and Arbitration Procedure to Discipline 11 ARTICLE V LABOR-MANAGEMENT COMMITTEE 12 ARTICLE VI SENIORITY, LAYOFF AND RECALL 13 Section 6.1. Definition 13 Section 6.2. Probationary Period 13 Section 6.3. Layoff and Recall 13 Section 6.4. Seniority List 15 Section 6.5. Posting of Certain Training Opportunities 15 Section 6.6. Termination of Seniority 15 Section 6.7. Reemployment After Expiration of Right to Recall 16 ARTICLE VII HOURS OF WORK AND OVERTIME 17 Section 7.1. Purpose 17 Section 7.2. Normal Work Cycle 17 Section 7.3. A Day Trades 18 Section 7.4. Overtime 19 Section 7.5. Changing or Trading Tours of Duty 19 Section 7.6. Hireback Procedure 19 Section 7.7. Compensatory Time 20 Section 7.8. Call-Back Pay 21 Section 7.9. No Pyramiding 21 ARTICLE VIII SALARIES AND OTHER COMPENSATION 22 Section 8.1. Salaries 22 Section 8.2. Longevity Pay 23 Section 8.3. Out of Classification Pay 24 Section 8.4. Paramedic Stipend 24 Section 8.5. Paramedic Preceptor 24 ARTICLE IX VACATIONS 25 Section 9.1. Amount of Vacation 25 Section 9.2. Vacation Eligibility 25 Section 9.3. Vacation Scheduling 25 Section 9.4. Limitation on Accumulation of Vacation 26 Section 9.5. Pay Upon Separation 27 Section 9.6. Vacation Day Trades 27 ARTICLE X HOLIDAYS 28 Section 10.1. Holidays for Employees Assigned to 8-Hour Shifts 28 Section 10.2. Holidays for Employees Assigned to 24-Hour Shifts 29 Section 10.3. Pay for Hirebacks on Holidays 29 ARTICLE XI INSURANCE 30 Section 11.1. Caferteria Benefits Plan 30 Section 11.2. Retirees Insurance 30 Section 11.3. Flexible Benefits Plan 30 Section 11.4. Right to Change Carriers 30 Section 11.5. Terms of Policies to Govern 31 Section 11.6. Right to Maintain Coverage While on Unpaid Leave or on Layoff 31 Section 11.7. Post Retirement Health Savings Plan 31 ARTICLE XII LEAVES OF ABSENCE 32 Section 12.1. Jury Duty 32 Section 12.2. Sick Leave 32 Section 12.3. Special Leaves Without Pay 33 Section 12.4. Bereavement Leave 33 Section 12.5. Emergency Leave for Illness/Injury in Immediate Family 33 Section 12.6. Witness Leave 34 Section 12.7. Family and Medical Leave Act of 1993 35 Section 12.8. Pregnancy Leave/Maternity Leave 35 ARTICLE XIII SAFETY COMMITTEE 36 ARTICLE XIV MAINTENANCE OF SPECIFIC WORKING CONDITIONS 37 ARTICLE XV MISCELLANEOUS FRINGE BENEFITS 38 Section 15.1. Deferred Compensation Plan 38 Section 15.2. Credit Union 38 Section 15.3. Tuition Reimbursement 38 Section 15.4. Quartermaster System and Maintenance Allowance 38 Section 15.5. Sick Leave Incentive Plan 38 Section 15.6. Pay for Unused Sick Leave at Retirement 39 Section 15.7. Severance Pay 40 Section 15.8. Inoculations 40 Section 15.9. Eye Glass Replacement 40 ARTICLE XVI MISCELLANEOUS 42 Section 16.1. Outside Employment 42 Section 16.2. Pay Advance 42 Section 16.3. Gender of Words 42 Section 16.4. Physical Examinations 42 Section 16.5. Job Descriptions 42 Section 16.6. Posting of Formal Training Opportunities 43 Section 16.7. Released Time 43 Section 16.8. Resolution of Impasse 43 Section 16.9. Solicitation 43 Section 16.10. Physical Fitness Program 44 Section 16.11. Shift/Station Selection Process 44 Section 16.12. Subcontracting 48 ARTICLE XVII RIGHTS OF VILLAGE 48 ARTICLE XVIII NON-INTERRUPTION OF WORK 49 Section 18.1. No Strikes 49 Section 18.2. No Lockouts 49 ARTICLE XIX PROMOTIONS 50 Section 19.1. General 50 Section 19.2. Eligibility Requirements 50 Section 19.3. Components of the Promotional Process and the Weighting of Components 51 Section 19.4. Promotion Process Components 52 Section 19.5. Promotions Coordinator 58 Section 19.6. Monitors 58 Section 19.7. Scoring of Components and Posting of Preliminary Promotion List 59 Section 19.8. Veteran's Preference Points and Posting of Final Promotion List 59 Section 19.9. Order of Selection 60 Section 19.10. Duration of Final Promotion List 61 Section 19.11. Right to Review 61 ARTICLE XX SAVINGS CLAUSE 62 ARTICLE XXI ENTIRE AGREEMENT 63 ARTICLE XXII DRUG AND ALCOHOL TESTING 64 ARTICLE XXIII DURATION AND TERM 66 Section 23.1. Term of Agreement 66 Section 23.2. Continuing Effect 66 APPENDIX A VARIANCES FROM STATUTORY IMPASSE PROCEDURE 00 XXXXXXXX X ESSENTIAL JOB FUNCTIONS TESTING 68 APPENDIX C FIRE CHIEF’S EVALUATION INSTRUMENT 74 APPENDIX D ADDITIONAL QUARTERMASTER ITEMS 00 XXXXXXXX X CURRENT LIST OF 40 HOUR OR LONGER OFFICE OF STATE FIRE MARSHAL COURSES 77 OCTOBER 23, 1990 MINIMUM STAFFING SIDE LETTER 79 AGREEMENT This Agreement is made and entered into by and between the Village of Schaumburg (hereinafter referred to as the “Village”) and the Schaumburg Professional Firefighters Association, IAFF Local 4092 (hereinafter referred to as the “Union”).

  • Step One a. The local or an employee alleging a grievance ("the grievor") shall request a meeting with the employer official directly responsible, and at such meeting they shall attempt to resolve the grievance summarily. Where the grievor is not the local, the grievor shall be accompanied at this meeting by a representative appointed by the local.

  • GRIEVANCE PROCEDURE 6 Section 3.01 Definitions 6 Section 3.02 Procedure 6 Section 3.03 Other Conditions 7 Article IV. LEAVES 8 Section 4.01 Sick Leave 8 Section 4.02 Bereavement Leave 9 Section 4.03 Personal Leave 9 Section 4.04 Leave Without Pay 9 Section 4.05 Association Leave 10 Section 4.06 Leave Day Calculation 10 Article V. EARNED VACATION DAYS, HOLIDAYS, AND E- LEARNING DAYS 10 Section 5.01 Earned Vacation Days 10 Section 5.02 Recognized Holidays 10 Section 5.03 E-Learning Days 11 Article VI. MEDICAL INSURANCE 11 Section 6.01 Premium Cost 11 Section 6.02 Insurance Committee 11 Article VII. SENIORITY, TRANSFERS, VACANCIES AND LAYOFFS 11 Section 7.01 Definition of Seniority 11 Section 7.02 Probationary Employees 12 Section 7.03 Classifications Without Bargaining Unit 12 Section 7.04 Seniority List 12 Section 7.05 Termination of Seniority 12 Section 7.06 Transfer to New Position 12 Section 7.07 Posting of Vacancies 13 Section 7.07A Posting of Vacancies – Bus Routes 13 Section 7.07B Trips 13 Section 7.08 Filling of Vacancies 14 Section 7.09 Layoffs, Reduction in Force and Elimination of Positions 14 Section 7.10 Recall From Layoff, Reduction in Force Elimination of Positions 15 Section 7.11 Notification of Tentative Assignment 15 Article VIII. PERSONNEL FILE 15 Section 8.01 General 15 Section 8.02 Right to Access 15 Section 8.03 Copies of Documents 15 Article IX. EVALUATION PROCEDURES 15 Section 9.01 Review of Procedures 15 Section 9.02 Informal Observations 16 Section 9.03 Formal Evaluations 16 Section 9.04 Post-Evaluation Procedures 16

  • Formal Process A. Step 1: If a grievant is not satisfied with the resolution proposed at the informal level, s/he may within fourteen (14) days after the supervisor's response was due file a formal written grievance with his/her manager on a form provided by the County Personnel Office containing a statement describing the grievance, the section of this Agreement allegedly violated, and remedy requested. The manager (or designee) shall, within seven (7) days have a meeting with the grievant and within seven (7) days thereafter give a written answer to the grievant.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • DISPUTES RESOLUTION PROCEDURE 10.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

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