Formal Stages Sample Clauses

Formal Stages. (a) Step 1: Xxxxxxx (i) If a grievance is not resolved at the Informal Stage, the Association may, within twenty (20) working days of receiving the reasons for the non- resolution, file a written grievance. The grievance will be signed by the Member. (ii) The written grievance will be addressed to the Xxxxxxx. The grievance will set forth the following: 1. the type of grievance; 2. the issue(s) that precipitated the grievance; 3. the remedy sought; 4. if applicable, the result of the Informal Stage; and 5. the article(s) of this Agreement claimed to have been misinterpreted, improperly applied, improperly administered, or violated. (iii) The Association Grievance Officer and the Xxxxxxx, will meet at least once to discuss the grievance. In the event that a settlement is not reached within ten (10) working days from the date of receipt of the grievance, the Xxxxxxx, will forward in writing to the relevant Association Grievance Officer the reason(s) for denying the grievance. (iv) If the grievance is resolved, the resolution will be put in writing by the Xxxxxxx, within ten (10) working days from the date of receipt of the grievance, and the signature of the relevant Association Grievance Officer will confirm acceptance of the resolution. A copy will be sent to the President of the Association and, if applicable, the individual Member. (v) If the grievance is denied at Step 1, the Association may proceed to either Step 2 or Step 3. (b) Step 2: Mediation (i) If a grievance is denied at Step 1, within ten (10) working days of receiving the written reason(s), either (a) the Association may submit to the Xxxxxxx, notification of intent to proceed to Step 2, or (b) the Employer may make a request to the President of the Association that the parties proceed to Step

Formal Stages. First Written Stage, College Administration a. Any grievance shall be forwarded in writing to the respective Vice-President within whose jurisdiction the grievance occurred within twenty-three (23) working days of the discovery of the grievance. b. The Vice-President shall return copies of the grievance to the teacher and the Union with the Vice-President's decision in writing within ten (10) working days of the receipt of the grievance.

Formal Stages. 6.4.1 Where more serious or repeated misconduct occurs, the issue must be dealt with using the formal stages of this procedure. Where serious or gross misconduct is alleged, a nominated officer will consider temporarily redeploying the employee, or where this is not appropriate, suspending the employee on full pay, as a precautionary measure. Please refer to the Disciplinary Procedure Toolkit for further information on appointing the nominated officer, redeployment and suspension. The formal stages must be managed as follows:  Investigation: a nominated officer xxxx decide whether an issue(s) is serious enough to warrant further enquiry and, if it is, will ask for an investigation to be carried out. S/he will nominate another employee (the investigating officer) to conduct an investigation. The role of the investigating officer is to establish the facts relating to the allegations, not to decide whether disciplinary action is appropriate.

Formal Stages. Director of Human Resources a. All grievance(s) shall be recorded on the special grievance form hereinafter set forth. A copy of each grievance must be submitted to the office of the Union. Said grievance shall specify the contract provisions which are alleged to have been violated and the remedy sought, signed by the President of the Union or designee, addressed to the administrator(s)being grieved against, and the white copy forwarded to the Director of Human Resources within fifteen (15) teacher working days of when a reasonably diligent person should have discovered the grievance. b. The administrator being grieved against shall return a copy of the grievance form to the Director of Human Resources with the decision in writing within ten (10) working days of the receipt of the grievance form. Superintendent (or Superintendent's Designee) a. If the Union is dissatisfied with the decision, the Union may then appeal through the Director of Human Resources to the Superintendent, or the Superintendent's designee, within five (5) working days of the receipt of the decision of the building principal or other administrator. b. The aggrieved shall have the right to a conference with the Superintendent of Schools or designee before a decision is rendered. c. The Superintendent of Schools or designee shall, through the Director of Human Resources, inform the grievant(s), in writing of the decision within twenty (20) working days of the conference at the Superintendent's level. Board of Education Stage a. If the Union is dissatisfied with the decision of the Superintendent or designee, the matter may be referred to the Board through the Director of Human Resources within five (5) working days after the receipt of the decision of the Superintendent or designee, unless a written waiver of time has been granted. b. The Director of Human Resources shall submit a copy of the grievance and all previous decisions to the President of the Board. c. The aggrieved shall have the right to a conference with the Board. d. Within thirty (30) working days of the receipt of the grievance, the Board shall meet to arrive at a decision which shall be final unless changed as set forth in subsection e below. Such decision shall be communicated to the Union in writing through the Director of Human Resources within five (5) working days. In the event that the decision of the Board is favorable to the grievant, the remedy awarded will be implemented within twenty (20) working days, unless...

Formal Stages. 5.4.1 If the allegation is regarded as serious enough to require formal disciplinary consideration following investigation, the line manager in consultation with HR should set up a formal hearing to consider the case. 5.4.2 The management case at the hearing will normally be presented by the line manager, and the disciplinary panel chaired by the line manager’s immediate manager, supported by XX. It is not appropriate for the investigating officer to present the management case at the hearing. The procedure to be followed at disciplinary hearings, and all other hearings that refer to following the disciplinary process is set out in Appendix A to this procedure. 5.4.3 Sanctions up to and including dismissal can be imposed by Heads of Service and above. Sanctions up to and including a final written warning can be imposed by all senior managers. In certain circumstances dismissing authority may be delegated to a Senior Manager. 5.4.4 The employee has a right of appeal against all formal disciplinary sanctions. Appeals will normally be heard by the next level above the manager giving the sanction. The right of appeal will end at Chief Executive level except for Directors and Statutory Officers of the Council who are subject to a separate procedure. (See Appendix 3)

Formal Stages. Only Senior Team Leaders and above will issue discipline. The Associate will be advised that they may have a representative of their choice present, if they wish. If the matter may result in a final warning, suspension or dismissal they may also have a duly accredited representative from the AMWU Vehicle Division or other representative of their choice. The appropriate company representatives will make their concerns clear to the Associate. The Associate and their representative(s) will be given time alone to consider issues and allow for a proper opportunity to respond to the company. The response of the Associate will be considered by the company representatives. Depending on the severity of the event(s) the matter may go no further or result in a recorded counselling, a first written warning, final written warning, suspension or dismissal. Any discipline matter will be identified as relating to one of the following streams; Behaviour, Work Performance or Attendance Issues. When possible, the action should include a suitable improvement plan. The Associate may raise genuine issues of substance regarding the facts of the matter via the dispute resolution process.