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) A grievance will be initiated in writing within five (5) working days of the date that notice is received of the conclusion of Consultation. Grievances initiated by the Union will be submitted to the Chief Executive Officer. Grievances initiated by the Company will be submitted to the President of the Union.
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. PSQAM shall conduct a formal review presentation to TxDOT at a location acceptable to TxDOT. The formal review presentation will be held following TxDOT’s review and comment on the mandatory Submittals. At least five Business Days prior to the applicable formal review presentation dates, Developer will assemble and submit drawings or other documents to TxDOT for information and review. Draft minutes of formal review presentations shall be submitted to TxDOT by PSQAM within five Business Days after completion of each review.
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 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. A grievance shall be initiated in writing within five (5) working days of the date that notice is received of the conclusion of Consultation. Grievances initiated by the Union shall be submitted to the Chief Executive Grievances initiated by the Company shall be submitted to the President of the Union. Rev Final A grievance shall specify the details of the dispute, including the issues, the interests of the grieving party, the clause or clauses of the Collective Agreement that are alleged to have been violated, and the desired resolution. Following receipt of the grievance, the Chief Executive or Union President (or their designates) shall convene a meeting as quickly as possible involving representatives of the Union, the Company, and other people who are essential to the resolution of the dispute (as determined by the parties). The Chief Executive Officer or Union President (or their designates) will chair the meeting and help the participants seek a mutually acceptable resolution to the dispute. They will encourage an honest, respectful discussion of the issues, interests, options and potential solutions. The Formal Review shall take place as quickly as possible. The participants may continue this stage for as long as they are mutually satisfied that progress is being made, or may mutually agree to refer the matter back for further Consultation. Agreements reached at this stage are confidential and without prejudice to the legal or contractual rights of the parties unless otherwise agreed, and shall be confirmed in writing. of The Union or the Company may conclude a Formal Review at any time by written notice to the other Within ten (10) working days of the conclusion of the Formal Review, the Chief Executive or Union President (or their designates) shall provide a written summary to the other party of their position on any issues that remain in dispute. Provided that a grievance has been properly processed in accordance with the procedures, time limits and restrictions contained in the Dispute Resolution Process, the Union or Company may refer any grievance to arbitration if it has not been resolved by Formal Review. A referral to arbitration shall be initiated in writing within ten working days of receipt of written notice of the conclusion of the Formal Review. Grievances referred to arbitration by the Union shall be submitted to the Chief Executive Officer. Grievances referred to arbitration by the Company shall be submitted to the President of the ...
