General Grievance Procedure. The parties to this Agreement agree that it is important to resolve complaints and grievances as quickly as possible. It is the intent that every effort will be made at each stage of the Grievance Procedure to resolve the grievance or complaint. Stage I Should a grievance occur, it shall be submitted by the employee, or the Job Xxxxxxx on behalf of the employee, to the Manager, in writing, with a copy to the Union and to the Manager, Labour Relations, not later than thirty (30) calendar days from the date the employee was advised of the event leading to the grievance. Within seven (7) calendar days of receipt of such Stage I grievance, the Manager, or her/his designate, will discuss the grievance jointly with the Job Xxxxxxx and employee. The Manager, or her/his designate, will render a decision in writing to the Job Xxxxxxx with a copy to the employee, the Union, and the Manager, Labour Relations, within fifteen (15) calendar days of the date of the discussion at Stage I. Stage II
(a) Should a grievance be unresolved at Stage I, the Union may refer the matter to Stage II by writing to the Manager, Labour Relations, within fifteen (15) calendar days of receipt of the Manager's decision at Stage I.
(b) Within twenty (20) calendar days of receipt of the Union's referral to Stage II, a member of the Union staff and a member of the Corporation's Human Resources staff will meet and initiate a joint investigation in an effort to resolve the dispute. If the parties are unable to resolve the dispute the Union may refer the matter to Stage III within fifteen (15) calendar days from the date of the discussion at Stage II. Stage III A grievance referred by the Union to Stage III will be in writing to the Manager, Labour Relations. Within fifteen (15) calendar days of receipt of the Union's referral to Stage III, the Manager, Labour Relations, will discuss the grievance with representatives of the Union. Within fifteen (15) calendar days of the date of the discussion with the Union Representative(s), the Manager, Labour Relations, will submit the Corporation's decision to the Union in writing. Within thirty (30) calendar days of receipt of the Corporation's decision at Stage III, the Union may refer the grievance to arbitration as set out in Article 3.07.
General Grievance Procedure. 11.01 No grievance shall be considered which usurps the function of management; provided that the question of whether or not the subject matter of the grievance comes within this provision may itself be carried through the grievance procedure as part of the grievance and determined accordingly.
11.02 The consent of the appropriate representative of the appropriate local must be obtained prior to the initial presentation of any grievance and to the filing of each appeal to the next step in the grievance procedure.
(a) The best efforts of the company and union representatives concerned shall be employed in resolving a grievance at each of the following steps of the grievance procedure.
(b) The decision of management at each step of the grievance procedure will be delivered to the appropriate representative of the appropriate local.
(a) Any employee, having a grievance may present it in writing to his/her supervisor or superintendent on forms to be supplied by the company on request of the employee or his/her xxxxxxx or committeeperson (the Oakville skilled trades chairperson in the case of an employee employed on the day shift in one of the trades listed in appendix 'H'), without enquiry on the part of the company as to why such form is requested by or on behalf of the employee.
(b) The supervisor or superintendent shall deal with the grievance and shall deliver his/her decision in writing as soon as possible (step one), but in any event not later than the 2nd regular working day next following the day upon which he/she receives the grievance.
(c) The company may, however, at its discretion decline to consider any grievance which is lodged more than ten
General Grievance Procedure. Any resident may submit a complaint or grievance related to the work environment or any issue related to the Residency Program or the faculty (other than issues related to Academic Improvement or Misconduct, which must be addressed under the provisions of Section 4 of these Standard Terms & Conditions) by providing a written complaint or grievance to the Residency Program Director for resolution. If the Residency Program Director does not resolve the complaint or grievance to the satisfaction of Resident within 14 days of receipt of the written complaint or grievance, Resident may submit the written complaint or grievance to the DIO for resolution. If the complaint or grievance is against the Program Director, the complaint can be directly submitted to the DIO. The decision of the DIO regarding the grievance or complaint will be final. If the complaint or grievance is against the DIO, Resident may submit the written complaint or grievance to the UCMC Chief Administrative Officer (“CAO”) or the CAO’s designee for resolution. The decision of the UCMC CAO or XXX’x designee regarding the complaint or grievance will be final.
General Grievance Procedure. Whenever possible, faculty are encouraged to discuss freely any problems or misunderstandings with concerned parties as they arise in an effort to avoid the necessity of activating the Grievance Procedures. A conscientious effort will be made to redress through this process and resolve difficulties at the lowest level possible.
General Grievance Procedure. Any resident may submit a complaint or grievance related to any conduct that threatens a positive learning environment or otherwise relates to the Residency Program, faculty, residents or fellows, attending physicians, nurses or other staff, and program leadership and staff. The learning environment includes all physical spaces and time spent learning (such as conferences, rounding), working clinically (such as clinic, wards, procedural/operating areas), the overall atmosphere of a training environment (such as culture, assessment, remediation), and additional activities of a training program (such as recruitment). Examples of conduct that impacts a positive learning environment include, but are not limited to: - Using obscenities or profanity - Using inappropriate or degrading names or terms (such as those based on race, culture, gender, religion) - Using threatening or obscene or other inappropriate gestures, cartoons, or jokes - Taunting, mocking, or humiliating conduct through acts and words - Acting in retaliation against any trainee who reports perceived inappropriate treatment (such as telling others that learner is a “snitch”) - Physical attacks, threats, or intimidation (including as covered by UCH Violence in the Workplace policy) - Bullying or harassment, sexual or otherwise (including as covered by UCH Disruptive Behavior and Harassment in the Workplace policy) - Other violations of UC, College of Medicine, Program or UC Health policies. Notwithstanding anything in this section 3.14, issues relating to Academic Improvement or Misconduct of a Resident must be addressed under the provisions of Section 4 of these Standard Terms & Conditions. Complaints can be made via the following mechanisms: • Via verbal or written reports to: o A program coordinator o A Chief resident o A Program director
o A Department chair o A member of the GME learning environment committee o A member of the GME office o The Designated Institutional Officer (DIO) o UCMC Senior Director of Human resources (HR) or UCMC HR Manager • By submitting an email to DIO via link on MedHub (report is anonymous by default) • By filing a Midas report (electronic reporting system found on the UCH landing page) • By calling the Compliance Help Line at 0-000-000-0000 (option for anonymous reporting through this process) • For allegations based on sex, sexual orientation, gender, and/or gender identity or expression, by submitting a report to UC’s Office of Gender, Equity, & Inclusion All co...
General Grievance Procedure. Prior to the initiation of the formal grievance procedure at Level I, the grievant shall, within fifteen (15) days of the time of the occurrence upon which the alleged grievance is based, discuss the grievance with his/her immediate supervisor in an effort to arrive at an informal solution to the problem. Should the grievant request a hearing before the Board in writing within five (5) days after receipt of the Level Two answer, the Board shall call a meeting of the Board, (executive session) within ten (10) days to hear the grievance, unless the parties agree otherwise. The request shall be delivered to the Treasurer of the Board. The Board will render a written decision within five (5) days of the meeting.
General Grievance Procedure. The parties to this Agreement agree that it is important to resolve complaints and grievances as quickly as possible. It is the intent that every effort will be made at each stage of the Grievance Procedure to resolve the grievance or complaint. Should a grievance occur, it shall be raised by the employee, or the Job Xxxxxxx on behalf of the employee, with the Supervisor not later than thirty (30) calendar days from the date the employee was advised of the event leading to the grievance.
(a) Should a grievance be unresolved at Stage I, the Union may refer the matter to Stage II by writing to the Surveillance Manager, within fifteen (15) calendar days of being advised of the Supervisor's decision at Stage I.
(b) Within twenty (20) calendar days of receipt of the Union's referral to Stage II, the Surveillance Manager will provide a written reply to the Union and grievor. A grievance may be referred by the Union to Stage III be in writing to the Manager, HR within 20 days. Within fifteen (15) calendar days of receipt of the Union's referral to Stage III, the Manager, HR, will discuss the grievance with representatives of the Union. Within fifteen (15) calendar days of the date of the discussion with the Union Representative(s), the Manager, HR, will submit the Company's decision to the Union in writing. Within thirty (30) calendar days of receipt of the Company's decision at Stage III, the Union may refer the grievance to arbitration as set out in Article 3.05.
General Grievance Procedure. (a) Grievances involving discharge shall be placed in writing and dealt with by starting at Step 3.
(b) Any matter, which may be the subject of a grievance, must be taken up at Step 1 within ten (10) working days of its occurrence or it shall be deemed to be abandoned. Any grievance, which is not resolved at any step, must be advanced to the next step in writing within ten (10) working days or it is deemed to be abandoned and shall not be dealt with further under this Article. In each case, the ten (10) working day period commences with the event or the advancement to the previous step of the grievance procedure.
(c) The time limits specified in Steps 1, 2, 3, and 4 may be extended by the written agreement between the parties. The chairman of the grievance committee, on behalf of the Union, or the manager on behalf of the Company, may file a policy grievance at Step 3 of the grievance procedure. A policy grievance is defined as a dispute between the Union and the Company concerning the interpretation, application, operation, or alleged violation of the Agreement.
(d) In view of the orderly procedure arranged for the settlement of grievances, the parties hereto agree, each with the other, that there shall be no striking on the part of the Union or no lockout of employees on the part of the Company during the processing of any grievance or arising out of an award of a Board of Arbitration determining the same.
General Grievance Procedure. (a) Any employee having a grievance may present it in writing to his/her supervisor or superintendent on forms to be supplied by the company on request of the employee or his/her xxxxxxx or committeeperson (the Oakville skilled trades chairperson in the case of an employee employed on the day shift in one of the trades listed in appendix 'H'), without enquiry on the part of the company as to why such form is requested by or on behalf of the employee.
General Grievance Procedure. 12.3.1 A grievance must be filed within fourteen (14) calendar days of the occurrence or such time the grievant knew or should have known of the alleged act(s) or action(s) on which the grievance is based. The grievant must be present at Step One and may be present at all other steps. The grievant may be represented by an AEIOU, APEA/AFT representative. Any grievance settlement reached in the absence of involvement by a representative of AEIOU shall apply to that grievance only and shall not be a precedent. All such settlements must be promptly communicated to AEIOU, in writing.
12.3.2 If time limit extensions become necessary, the extensions are to be kept to a minimum and must be mutually consented to in writing by AEIOU and PIC prior to the expiration of the time limit.
12.3.3 No reprisals shall be taken against an employee for processing a grievance or participating in the grievance procedure.
12.3.4 Except for the arbitrator’s decision and award, if any, grievances and materials created from the grievance process shall not be filed in official personnel files.
12.3.5 A party to a grievance may call and present witnesses at any grievance step. Witnesses shall be released from work as necessary without loss of pay or benefits if the hearing is scheduled during the workday of the witnesses.
