Common use of Formal Steps Clause in Contracts

Formal Steps. All grievances shall be processed in the following manner: Step 1: The parties share a common goal of attempting to resolve most matters informally without resort to the grievance process. Towards this end, the parties will attempt to address issues promptly as they arise. Any non-disciplinary grievance shall be submitted in writing, to the Director of Labor Relations within 21 calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the Director of Labor Relations within 21 Calendar days of the Union’s receipt of the written notice of discipline. The written grievance shall set forth the name of the grievant(s), the date of the alleged violation, the alleged facts of the grievance, the specific Article(s) and Section(s) alleged to have been violated, and the remedy that is being sought by the grievant or Union. If the grievance is disciplinary in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. Either the Director of Labor Relations or designee, or the Union, may request a Step 1 hearing, which may be conducted by telephone if mutually agreed, for the purpose of resolving the grievance prior to issuance of the Step 1 Decision. If requested, the meeting shall be scheduled within twenty-one (21) calendar days of being requested. The Hospital will make best efforts to have someone other than the Human Resources representative who attended the Xxxxxxxxxx meeting as the hearing officer. At the Step 1 Hearing, the Union will make a presentation to the Director of Labor Relations or designee explaining the basis for the grievance and any supporting arguments. If the grievance is based on discipline, the Union will explain why the discipline was unwarranted and/or why the penalty is too severe (although this does not change the fact that the Hospital has the burden of proof in disciplinary matters). The Director of Labor Relations or designee shall have the right to ask questions of any of the individuals that appear at the hearing. Within 21 calendar days of the hearing, the Director of Labor Relations or designee shall issue the Step 1 decision, in writing, to the Union, which shall provide for a decision in the matter and the reason(s) for the decision. If a Step 1 hearing cannot be scheduled within twenty-one (21) days, the parties may, by mutual written agreement agree to a later date. If a hearing cannot be held within thirty (30) days, the Director of Labor Relations shall make his decision based on the papers submitted. With respect to any disciplinary grievance involving a written reprimand or suspension without pay of 24 hours or less, the Step 1 Decision shall be final and binding upon the parties and not subject to challenge or appeal in any forum.

Formal Steps. All grievances Step One - Superintendent If an administrator’s grievance has not been satisfactorily resolved at the Informal Step, and the administrator wishes to pursue the grievance, the aggrieved party, within five (5) school days after the Superintendent’s verbal response at the Informal Step, shall be processed in the following manner: Step 1: The parties share a common goal of attempting to resolve most matters informally without resort to reduce the grievance processto writing. Towards this end, the parties will attempt to address issues promptly as they arise. Any non-disciplinary grievance shall be submitted in writing, to the Director of Labor Relations within 21 calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the Director of Labor Relations within 21 Calendar days of the Union’s receipt of the written notice of discipline. The That written grievance shall set forth the name facts giving rise to the grievance, the Article and Section which has allegedly been misinterpreted or misapplied with respect to the aggrieved party and the specific remedy sought. This written grievance shall be delivered to the superintendent or his/her designee. Within five (5) school days after receipt of the grievant(s)written grievance, the date Superintendent or his/her designee shall schedule a meeting with the aggrieved party, which meeting shall be held within ten (10) school days after receipt by the Superintendent or his/her designee of the alleged violation, written grievance. Within ten (10) school days after conclusion of this meeting at which the alleged facts aggrieved party shall give his/her respective views of the grievance, the specific Article(s) and Section(s) alleged Superintendent or his/her designee shall render a written decision. This decision shall be mailed or delivered to have been violated, the aggrieved party and the remedy that is being sought by the grievant or Union. If the grievance is disciplinary in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. Either the Director of Labor Relations or designee, or the Union, may request a Step 1 hearing, which may be conducted by telephone if mutually agreed, for the purpose of resolving the grievance prior to issuance President of the Association. Step 1 Decision. If requestedTwo - Board of Education Should resolution of grievance fail in Step One, the meeting shall be scheduled within twenty-one (21) calendar days of being requested. The Hospital will make best efforts to have someone other than the Human Resources representative who attended the Xxxxxxxxxx meeting as the hearing officer. At the Step 1 Hearing, the Union will make a presentation to the Director of Labor Relations or designee explaining the basis for the grievance and any supporting arguments. If the grievance is based on discipline, the Union will explain why the discipline was unwarranted and/or why the penalty is too severe (although this does not change the fact that the Hospital has the burden of proof in disciplinary matters). The Director of Labor Relations or designee aggrieved employee shall have the right to ask questions of any of appeal in writing to the individuals that appear at the hearingBoard. Within 21 calendar This appeal must be initiated within five (5) work days of the hearingcompletion of . Step One. The Board shall hold a private hearing for the purposes of reviewing all written statements and minutes of the previous step, and of hearing all parties involved in previous stages, within ten (10) work days. The Board shall render a decision within twenty (20) workdays after hearing the appeal. Step Two may be waived in the event the parties can agree mutually to do so. Step Three - Arbitration If the grievance has not been satisfactorily resolved at the Informal Step or Formal Steps, and the aggrieved party wishes to pursue the grievance, the Director aggrieved party shall within the ten (10) school days after receipt of Labor Relations or designee shall issue the Board of Education’s decision at Step 1 decision, in writing, Two submit to the UnionSuperintendent or his/her designee a request to proceed to arbitration. The parties shall request the American Arbitration, which Association to submit a list of seven (7) arbitrators to the Superintendent or his/her designee and to the President of the Association. An arbitrator shall provide be selected from this list in accordance with the established procedures of the American Arbitration Association. The costs for a decision in the matter services of the arbitrator will be borne equally by the District and the reason(s) for Association. The arbitrator shall have no authority to add to, subtract from, change, or modify any provision of this Agreement, but shall interpret the decisionexisting provisions of the Agreement and apply them to the specific facts of the grievance or dispute. If a Step 1 hearing cannot be scheduled within twenty-one (21) days, The decision of the parties may, by mutual written agreement agree to a later date. If a hearing cannot be held within thirty (30) days, the Director of Labor Relations shall make his decision based on the papers submitted. With respect to any disciplinary grievance involving a written reprimand or suspension without pay of 24 hours or less, the Step 1 Decision arbitrator shall be final and binding upon the parties and not subject to challenge or appeal in any forumhereto.

Formal Steps. All grievances Step One - Superintendent If an administrator’s grievance has not been satisfactorily resolved at the Informal Step, and the administrator wishes to pursue the grievance, the aggrieved party, within five (5) school days after the Superintendent’s verbal response at the Informal Step, shall be processed in the following manner: Step 1: The parties share a common goal of attempting to resolve most matters informally without resort to reduce the grievance processto writing. Towards this end, the parties will attempt to address issues promptly as they arise. Any non-disciplinary grievance shall be submitted in writing, to the Director of Labor Relations within 21 calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the Director of Labor Relations within 21 Calendar days of the Union’s receipt of the written notice of discipline. The That written grievance shall set forth the name facts giving rise to the grievance, the Article and Section which has allegedly been misinterpreted or misapplied with respect to the aggrieved party and the specific remedy sought. This written grievance shall be delivered to the superintendent or his/her designee. Within five (5) school days after receipt of the grievant(s)written grievance, the date Superintendent or his/her designee shall schedule a meeting with the aggrieved party, which meeting shall be held within ten (10) school days after receipt by the Superintendent or his/her designee of the alleged violation, written grievance. Within ten (10) school days after conclusion of this meeting at which the alleged facts aggrieved party shall give his/her respective views of the grievance, the specific Article(s) and Section(s) alleged Superintendent or his/her designee shall render a written decision. This decision shall be mailed or delivered to have been violated, the aggrieved party and the remedy that is being sought by President of the grievant or UnionAssociation. If Step Two - Board of Education Should resolution of the grievance is disciplinary fail in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. Either the Director of Labor Relations or designee, or the Union, may request a Step 1 hearing, which may be conducted by telephone if mutually agreed, for the purpose of resolving the grievance prior to issuance of the Step 1 Decision. If requestedOne, the meeting shall be scheduled within twenty-one (21) calendar days of being requested. The Hospital will make best efforts to have someone other than the Human Resources representative who attended the Xxxxxxxxxx meeting as the hearing officer. At the Step 1 Hearing, the Union will make a presentation to the Director of Labor Relations or designee explaining the basis for the grievance and any supporting arguments. If the grievance is based on discipline, the Union will explain why the discipline was unwarranted and/or why the penalty is too severe (although this does not change the fact that the Hospital has the burden of proof in disciplinary matters). The Director of Labor Relations or designee aggrieved employee shall have the right to ask questions of any appeal in writing to the Board, pending approval of the individuals that appear Association. The Association President and Vice President will decide if a grievance unsuccessful at Step One will be submitted to the hearingmembership for a vote to proceed with PAA support. Within 21 calendar If the Association votes not to support and pursue the grievance, the grievant may still pursue the grievance without PAA support. The appeal must be initiated within five (5) work days of the hearingcompletion of Step One. The Board shall hold a private hearing for the purposes of reviewing all written statements and minutes of the previous step, and of hearing all parties involved in previous stages, within ten (10) work days. The Board shall render a decision within twenty (20) workdays after hearing the appeal. Step Two may be waived in the event the parties can agree mutually to do so. Step Three - Arbitration If the grievance has not been satisfactorily resolved at the Informal Step or Formal Steps, and the aggrieved party wishes to continue to pursue the grievance, the Director aggrieved party shall within the ten (10) school days after receipt of Labor Relations or designee shall issue the Board of Education’s decision at Step 1 decision, in writing, Two submit to the Union, which Superintendent or his/her designee a request to proceed to arbitration. The parties shall provide request the American Arbitration Association to submit a list of seven (7) arbitrators to the Superintendent or his/her designee and to the President of the Association. An arbitrator shall be selected from this list in accordance with the established procedures of the American Arbitration Association. The costs for a decision in the matter services of the arbitrator will be borne equally by the District and the reason(s) for the decisionaggrieved party, as prescribed by law. If a Step 1 hearing cannot be scheduled within twenty-one (21) daysthe Association had voted to support and pursue the grievance, the parties mayassociation will pay these costs on behalf of the employee. However, by mutual written agreement agree if the Association had voted not to a later datesupport and pursue the grievance, then the individual employee will bear all associated costs. If a hearing cannot be held within thirty (30) daysThe arbitrator shall have no authority to add to, subtract from, change, or modify any provision of this Agreement, but shall interpret the Director existing provisions of Labor Relations shall make his the Agreement and apply them to the specific facts of the grievance or dispute. The decision based on of the papers submitted. With respect to any disciplinary grievance involving a written reprimand or suspension without pay of 24 hours or less, the Step 1 Decision arbitrator shall be final and binding upon the parties and not subject to challenge or appeal in any forumhereto.

Formal Steps. All grievances shall be processed in the following manner: Step 1: The parties share a common goal of attempting to resolve most matters informally without resort to the grievance process. Towards this end, the parties will attempt to address issues promptly as they arise. Any non-disciplinary grievance shall be submitted in writing, to the Director of Labor Relations within 21 calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the Director of Labor Relations within 21 Calendar days of the Union’s receipt of the written notice of discipline. The written grievance shall set forth the name of the grievant(s), the date of the alleged violation, the alleged facts of the grievance, the specific Article(s) and Section(s) alleged to have been violated, and the remedy that is being sought by the grievant or Union. If the grievance is disciplinary in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. Either the Director of Labor Relations or designee, or the Union, may request a Step 1 hearing, which may be conducted by telephone or video conference if mutually agreed, for the purpose of resolving the grievance prior to issuance of the Step 1 Decision. If requested, the meeting shall be scheduled within twenty-twenty- one (21) calendar days of being requested. The Hospital will make best efforts to have someone other than the Human Resources representative who attended the Xxxxxxxxxx meeting as the hearing officer. At the Step 1 Hearing, the Union will make a presentation to the Director of Labor Relations or designee explaining the basis for the grievance and any supporting arguments. If the grievance is based on discipline, the Union will explain why the discipline was unwarranted and/or why the penalty is too severe (although this does not change the fact that the Hospital has the burden of proof in disciplinary matters). The Director of Labor Relations or designee shall have the right to ask questions of any of the individuals that appear at the hearing. Within 21 calendar days of the hearing, the Director of Labor Relations or designee shall issue the Step 1 decision, in writing, to the Union, which shall provide for a decision in the matter and the reason(s) for the decision. If a Step 1 hearing cannot be scheduled within twenty-one (21) days, the parties may, by mutual written agreement agree to a later date. If a hearing cannot be held within thirty (30) days, the Director of Labor Relations shall make his decision based on the papers submitted. With respect to any disciplinary grievance involving a written reprimand or suspension without pay of 24 hours or less, the Step 1 Decision shall be final and binding upon the parties and not subject to challenge or appeal in any forum.

Formal Steps. All grievances shall be processed in the following manner: Step 1: The parties share a common goal of attempting to resolve most matters informally without resort to the grievance process. Towards this end, the parties will attempt to address issues promptly as they arise. Any non-disciplinary grievance shall be submitted in writing, to the Director of Labor Relations within 21 calendar days of its occurrence or of the date when the employee or the Union first became aware of the circumstances giving rise to the alleged grievance. If the grievance relates to disciplinary action, the grievance must be submitted by the Union, in writing, to the Director of Labor Relations within 21 Calendar days of the Union’s receipt of the written notice of discipline. The written grievance shall set forth the name of the grievant(s), the date of the alleged violation, the alleged facts of the grievance, the specific Article(s) and Section(s) alleged to have been violated, and the remedy that is being sought by the grievant or Union. If the grievance is disciplinary in nature, copies of all documents relied upon by the Union in challenging the discipline must be included. Either the Director of Labor Relations or designee, or the Union, may request a Step 1 hearing, which may be conducted by telephone if mutually agreed, for the purpose of resolving the grievance prior to issuance of the Step 1 Decision. If requested, the meeting shall be scheduled within twenty-one (21) calendar days of being requested. The Hospital will make best efforts to have someone other than the Human Resources representative who attended the Xxxxxxxxxx meeting as the hearing officer. At the Step 1 Hearing, the Union will make a presentation to the Director of Labor Relations or designee explaining the basis for the grievance and any supporting arguments. If the grievance is based on discipline, the Union will explain why the discipline was unwarranted and/or why the penalty is too severe (although this does not change the fact that the Hospital has the burden of proof in disciplinary matters). The Director of Labor Relations or designee shall have the right to ask questions of any of the individuals that appear at the hearing. Within 21 calendar days of the hearing, the Director of Labor Relations or designee shall issue the Step 1 decision, in writing, to the Union, which shall provide for a decision in the matter and the reason(s) for the decision. If a Step 1 hearing cannot be scheduled within twenty-one (21) days, the parties may, by mutual written agreement agree to a later date. If a hearing cannot be held within thirty (30) days, the Director of Labor Relations shall make his decision based on the papers submitted. With respect to any disciplinary grievance involving a written reprimand or suspension without pay of 24 hours or less, the Step 1 Decision shall be final and binding upon the parties and not subject to challenge or appeal in any forum.