Formal Review. If the employee is not satisfied, or if no decision is rendered within five (5) working days of the meeting, the employee may obtain further formal review by filing a completed grievance form with the immediate supervisor. Such grievance must be in writing and must state specifically that this grievance procedure is being invoked. This filing must be received by the immediate supervisor within five (5) working days of the immediate supervisor's response or, if there is no response from the immediate supervisor, within ten (10) working days of the initial request for an informal meeting. The immediate supervisor shall hold a hearing within five (5) working days of receipt of the written grievance and render a written decision within five (5) working days of the hearing. The educational support employee may appear alone or with a representative from the Association.
Formal Review. A request for a formal review must be submitted in writing to the company manager. If a request for a formal review is received that involves a bargaining unit member(s) designated representatives of the bargaining unit will be advised in writing. Once a formal review is requested the company manager will investigate and submit a report including recommendations to the company president. The company manager will interview the complainant, respondent and any witnesses. These interviews will be conducted as discreetly as possible. Both the complainant and the respondent will be given equal opportunity to discuss their case. Each party will be advised of their right to representation at any stage of the process. The report resulting from the formal review will be submitted by the company manager, with recommended resolutions to the company president. The company manager will advise the complainant and the respondent of the final resolution.
Formal Review a. Employee Responsibility - If the grievance is not resolved at Step 1 of this procedure, the grievance shall be reduced to writing on a form agreed to by parties (See Step 3) and shall be submitted to the Berkeley Campus Personnel Office promptly, but in no event later than fifteen (15) work days after the employee knew or should have known of the event or action which gave rise to the grievance.
Formal Review. A Lecturer who wishes a more formal review shall notify his or her chair by February 1. In such cases, the chair will be required to summarize the review in writing and shall meet with the Lecturer to communicate to that Lecturer his or her assessment of performance, progress, and areas of strength and weakness. The Lecturer and chair shall mutually agree upon the areas of performance that will be evaluated as well as the process the evaluation shall follow. Results of any such formal review shall be placed in the faculty member’s academic record file. Unless the faculty member and chair agree, there cannot be a more formal review more often than every four (4) years.
Formal Review. The grievant or UNION representative who wishes to file a formal grievance must do so in writing on a grievance form provided by the UNIVERSITY. All grievances shall be filed with the University’s Labor Relations or Labor and Employee Relations office within thirty (30) days from the event or issue being grieved. The UNIVERSITY must receive the written grievance within thirty (30) days after the employee or the UNION knew, or could be expected to have known, of the event or issue which gave rise to the grievance. Time limits will be extended if agreed upon in writing by the CAMPUS or LABORATORY offices and the UNION. Attempts at informal resolution do not extend time limits unless a written exception is granted in advance by the designated CAMPUS or LABORATORY official. Grievances which involve discipline resulting in a loss of pay for the employee or dismissal may be introduced at Step 2 of this procedure. Formal grievances must set forth:
Formal Review. (a) The Review Committee shall undertake a formal review of this Agreement (including the Schedules and template standard heritage agreements annexed to this Agreement) and subsisting GSHAs on or near the third anniversary of the Commencement Date, and every 5 years thereafter, or such other period as is agreed, for the purpose of:
Formal Review. (a) * A grievance will be initiated in writing within ten (10) working days of the date that notice is received of the conclusion of Consultation. Grievances initiated by the Union will be submitted to the Director of Labour Relations (or their designate). Grievances initiated by the Company will be submitted to the President of the Union.
Formal Review a. A complaint that is not resolved to the satisfaction of the complainant at Step I may be presented by the complainant for formal review. The appeal to Step II must be filed in writing with the complaint resolution liaison no later than expiration of the thirty (30) calendar-day period specified in section a., above, even if informal review has not been concluded, unless a written exception is granted by the complaint resolution liaison.
Formal Review. Step 3. If the grievance is not resolved at an informal step, the grievant may file a formal grievance for a written response by the UC designee, as appropriate. The grievance must be filed in writing on a form mutually agreed upon by the University and AFSCME. The written grievance must be received by the campus Office of Labor Relations within twenty (20) working days of the date on which the grievant or AFSCME knew or could have been expected to have known of the event or circumstance giving rise to the grievance. If the grievance concerns dismissal, the grievance must be filed within ten (10) working days after the issuance of the notification of the dismissal. Grievances involving dismissal may be introduced at Step 3 of this Procedure. The formal written grievance must include a clear and concise statement of the grievance by indicating: 1) the provision(s) of the Agreement allegedly violated; 2) the action being grieved and the way in which it violated these provisions; 3) the date on which the alleged violation took place; 4) the date on which the grievant and/or AFSCME became aware of the alleged violation; 5) the identification of the grievant(s) who were adversely affected by the alleged violation; and 6) the date as of which AFSCME or the grievant(s) seeks to make any remedy or award effective. The UC designee, as appropriate, shall render a written decision within ten (10) working days of their receipt of the formal grievance. A copy of this decision will be mailed to the grievant(s) and AFSCME. Proof of Service indicating the date on which the decision was mailed must accompany the decision. Such date of mailing shall be the "date of issuance" of the decision. The decision of the UC designee becomes final on the tenth working day after its issuance unless the grievance is appealed to Step 4, as set forth below. Decisions at this level shall not set precedent.
Formal Review. A request for a formal review must be submitted in writing to the Company manager who will immediately notify the National Staff Representative. A formal review will be jointly conducted by a Company Representative from outside Kamloops and the National Staff Representative or designate. The formal review or investigation will involve interviewing the complainant, respondent and any witnesses. These interviews will be conducted as discreetly as possible. Both the complainant and the respondent will be given equal opportunity to discuss their case with the interviewers. Each party will be advised of their right to representation at any stage of the process. A joint report or separate reports may result from the investigation. The manager’s report will be submitted to the Company president with recommended resolutions. The Company and the Union will advise the complainant and the respondent of the final resolution. Complaints of sexual harassment will be initiated at the formal review stage.
