Common use of General Grievance Regulations Clause in Contracts

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Either party may request a more specific statement of a Grievance or of a reply if the statement or reply does not clearly and sufficiently state the problem or the reasons. (c) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submitted. (d) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first). (e) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (f) Further to (e), failure by either Party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEA. (g) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably denied. (i) At any stage of the Grievance proceedings, either Party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEA. (j) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEA, which is considered by one Party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Grievances should be dated and include the relevant collective agreement articles, pertinent facts known at the time of the grievance, remedy sought and type of grievance. (c) Responses should include the Company’s or SPEA’s position in response to the grievance statement (per the above) as well as a response to any additional information provided during the grievance meetings. (d) Either party may request a more specific statement of a Grievance or of a reply response if the statement or reply response does not clearly and sufficiently state the problem or the reasons. (ce) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submitted. (df) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b9.03(b)), or the filing of a written statement of Grievance (whichever occurs first). (eg) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (fh) Further to (eg), failure by either Party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEA. (gi) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (hj) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably denied. (ik) At any stage of the Grievance proceedings, either Party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEA. (jl) Complaints Potentially Outside the Agreement Agreement: A dispute or controversy between the Company and one or more employees or SPEA, which is considered by one Party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Either party may request a more specific statement of a Grievance or of a reply if the statement or reply does not clearly and sufficiently state the problem or the reasons. (c) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submitted. (d) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever Grievance(whichever occurs first). (e) A complaint should be discussed or notice of a Grievance submitted as soon as soonas possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is whichis the basis of the grievance, shall be deemed to have been waived and shall not shallnot be considered. (f) Further to (e), failure by either Party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final thefinal stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEA. (g) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be madebemade, in advance, to management and requests will not be unreasonably denied. (i) At any stage of the Grievance proceedings, either Party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor theGrievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document thedocument or data is made available to SPEA. (j) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEA, which is considered by one Party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.Agreement

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) . Either party may request a more specific statement of a Grievance or of a reply if the statement or reply does not clearly and sufficiently state the problem or the reasons. (c) . If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submitted. (d) submitted in duplicate on standard grievance forms. Duplicate copies of Grievance originals shall remain attached during processing of the Grievance; after final disposition of the Grievance, the Company and the Society shall each have a copy of the Grievance forms for each step. Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first). (e) . A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (f) . Further to (e), failure by either Party party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEA. (g) the Society. Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA the Society and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably denied. (i) the Human Resources Manager. At any stage of the Grievance proceedings, either Party party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEA. (j) Complaints Potentially Outside the Agreement Society. A dispute or controversy between the Company and one or more employees or SPEAthe Society, which is considered by one Party party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Grievances should be dated and include the relevant collective agreement articles, pertinent facts known at the time of the grievance, remedy sought and type of grievance. (c) Responses should include the Company’s or SPEA’s position in response to the grievance statement (per the above) as well as a response to any additional information provided during the grievance meetings. (d) Either party may request a more specific statement of a Grievance or of a reply response if the statement or reply response does not clearly and sufficiently state the problem or the reasons. (ce) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submitted. (df) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first). (eg) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (fh) Further to (e), failure by either Party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEA. (gi) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (hj) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably denied. (ik) At any stage of the Grievance proceedings, either Party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEA. (jl) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEA, which is considered by one Party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Either party may request a more specific statement of a Grievance or of a reply if the statement or reply does not clearly and sufficiently state the problem or the reasons. (c) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submittedsubmitted in duplicate on standard grievance forms. Duplicate copies of Grievance originals shall remain attached during processing of the Grievance; after final disposition of the Grievance, the Company and the Society shall each have a copy of the Grievance forms for each step. (d) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first). (e) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (f) Further to (e), failure by either Party party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEAthe Society. (g) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA the Society and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably deniedHuman Resources. (i) At any stage of the Grievance proceedings, either Party party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEAthe Society. (j) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEAthe Society, which is considered by one Party party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed The word "days" as used in "this Article shall mean working days", except as otherwise provided. (b) Either party The Company may request a more specific statement of a Grievance grievance or of a reply subsequent replies if the statement or reply does not clearly and sufficiently state the problem or the reasons. The Union agrees that the discussion on each grievance shall be limited to the subject specified in the written grievance as filed or as amended pursuant to the Company's request. (c) If Grievance forms shall be provided electronically. After final disposition of a Grievance grievance is not resolved at effected, the Complaint or Fact-Finding stageCompany, and the Union each shall have a written statement of the Grievance will be submittedcopy. (d) Notice Grievances alleging improper application of Article 12.01(b) or (c) in a competition shall be submitted at Step 1, in care of Employee Relations, to the Manager of the Branch that conducted the competition, and thereafter dealt with under the Normal Employee Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first)Procedure. (e) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is grievance not provided filed electronically with Employee Relations within fifteen thirty (1530) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, grievance shall be deemed to have been waived and shall not be considered. (Grievances relating to discharge or disciplinary suspension must be filed within seven (7) days - see Article 10.04(b).) (i) Failure to take any successive steps herein provided for, within the specified number of days from the day the written decision on the grievance is presented to the representative, shall be deemed as acceptance of such decision as final. (fii) Further Withdrawal of a grievance or failure to meet specified time limits will not bar or prejudice a subsequent grievance on a similar question. (e)iii) If the Company representative fails to reply to a grievance within the specified time limit, failure by either Party to comply with at any time limit shall advance step, the Grievance grievance may proceed to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEAstep. (g) Wage or classification adjustments granted as a result of a presentation of a grievance shall not be made retroactive beyond the date on which the grievance was filed in writing at Step 1. (h) Any or all of the time limit limits applicable to the Grievance Procedure grievance procedures may be extended by mutual written agreement of SPEA the Union, and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably denied. (i) At any stage of the Grievance proceedings, either Party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEA. (j) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEA, which is considered by one Party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.

General Grievance Regulations. (a) All Grievance and Arbitration time limits are expressed in "working days". (b) Either party may request a more specific statement of a Grievance or of a reply if the statement or reply does not clearly and sufficiently state the problem or the reasons. (c) If a Grievance is not resolved at the Complaint or Fact-Finding stage, a written statement of the Grievance will be submittedsubmitted in duplicate on standard grievance forms. Duplicate copies of Grievance originals shall remain attached during processing of the Grievance; after final disposition of the Grievance, the Company and the Society shall each have a copy of the Grievance forms for each step. (d) Notice of a Grievance is provided either by submission of a written request for Fact-Finding (per 9.03 (b)), or the filing of a written statement of Grievance (whichever occurs first). (e) A complaint should be discussed or notice of a Grievance submitted as soon as possible. Any Grievance for which notice is not provided within fifteen (15) days after the Grievor knew or ought to have known of the occurrence which is the basis of the grievance, shall be deemed to have been waived and shall not be considered. (f) Further to (e), failure by either Party party to comply with any time limit shall advance the Grievance to the next stage. Failure to meet the time limit at the final stage or in electing for Arbitration shall result in the Grievance succeeding where the onus is on the Company, or the Grievance being deemed as settled where onus is on SPEAthe Society. (g) Any time limit applicable to the Grievance Procedure may be extended by mutual written agreement of SPEA the Society and the Company. Such requests shall not be unreasonably denied. This will also apply to Article 10 Arbitration. (h) The Company agrees that parties to or witnesses to a Grievance will be granted a reasonable amount of time off with pay to prepare for and attend the Grievance proceedings provided for herein. Requests for time off will be made, in advance, to management and requests will not be unreasonably deniedthe Human Resources Manager. (i) At any stage of the Grievance proceedings, either Party party on request shall provide copies of documents or data relevant to both the Grievance and the Grievor specifically requested by the other. Where the document or data is held in an employee's file, the consent of the employee is required before the document or data is made available to SPEAthe Society. (j) Complaints Potentially Outside the Agreement A dispute or controversy between the Company and one or more employees or SPEAthe Society, which is considered by one Party party not to be a valid Grievance as defined in Article 9.01, will be discussed and handled using the procedures prescribed below, leaving the issue of validity to be decided, if necessary, by the Arbitrator.