Common use of General Provisions Related to Grievance Procedures Clause in Contracts

General Provisions Related to Grievance Procedures. a. Whenever possible, grievances will not be heard during the working hours of the grievant. However, should investigation or processing of any grievance require that an employee be released from their regular assignment, the employee shall be excused without loss of pay or benefits. b. The Board acknowledges the right of the grievant to have the Association grievance representative and/or legal counsel present in the processing of a grievance at all levels, and no employee may be required to discuss any grievance without such representation and/or counsel. c. All documents, communications, and records dealing with the processing of a grievance shall be filed in the grievance file, which shall be maintained apart from the personnel file, along with any statement the employee may wish to make. d. Nothing contained in this grievance procedure shall prevent any individual from initiating a grievance against the District even though the Association may not support them. The number of days indicated at each step shall be considered as maximum. Time limits may be extended by mutual consent of both parties. The parties shall make every reasonable effort to expedite the processing of grievances filed near the end of the school year. e. Procedures mayterminate at any level if the complainant so indicates in writing or fails to pursue their complaint within the specified time limit. Such termination shall be without prejudice and shall not establish precedent for future grievances. f. When a grievance is filed that similarly affects an identifiable group of employees, the Association shall have the right to process the grievance on behalf of such employees. The grievance shall be sufficiently specific to allow the District to respond without need for research on each employee allegedly harmed. In processing the grievance, the Association shall follow all contractual procedures, including the informal discussion. g. In accordance with the Association's responsibilities to provide fair representation for all employees, at the Association's request the District will provide to the Association information needed to process each grievance, providing the Association will pay the cost of preparing materials not readily available. h. There shall be no restraint, interference, discrimination, or reprisal on any employee choosing to use, or refrain from using, this procedure for resolution of grievances, nor shall there be any restraint, interference, discrimination or reprisal exerted on any witness or others who might be a party to, or contribute to, the solution. THIS SECTION IS NOT GRIEVABLE BUT ANY VIOLATION OF ORS 243.672 MAY BE ADDRESSED BY THE ASSOCIATION FILING A COMPLAINT WITH THE EMPLOYMENT RELATIONS BOARD.

General Provisions Related to Grievance Procedures. a. 1. Whenever possible, grievances will not be heard during the working hours of the grievantaggrieved. However, should investigation or processing of any grievance require that an employee be released from their regular assignment, the employee shall be excused without loss of pay or benefits. b. 2. The Board acknowledges the right of the grievant aggrieved to have the Association grievance representative and/or legal counsel present in the processing of a grievance at all levels, and no employee may be required to discuss any grievance without such representation and/or counsel. c. 3. All documents, communications, and records dealing with the processing of a grievance shall be filed in the grievance file, which shall be maintained apart from the personnel file, along with any statement the employee may wish to make. d. 4. Nothing contained in this grievance procedure shall prevent any individual from initiating a grievance against the District even though the Association may not support them. The number of days indicated at each step shall be considered as maximum. Time limits may be extended by mutual consent of both parties. The parties shall make every reasonable effort to expedite the processing of grievances filed near the end of the school year. e. 5. Procedures mayterminate may terminate at any level if the complainant so indicates in writing or fails to pursue their complaint within the specified time limit. Such termination shall be without prejudice and shall not establish precedent for future grievances. f. When a grievance is filed that similarly affects an identifiable group 6. The Association may be present at all levels of employees, the Association shall have the right to process the grievance on behalf of such employees. The grievance shall be sufficiently specific to allow the District to respond without need for research on each employee allegedly harmed. In processing the grievance, the Association shall follow all contractual procedures, including the informal discussionprocedure. g. 7. In accordance with the Association's responsibilities to provide fair representation for all employees, at the Association's request the District will provide to the Association information needed to process each grievance, providing the Association will pay the cost of preparing materials not readily available. h. There 8. No reprisals of any kind shall be no restrainttaken by the Board or by any member of the administration against any party in interest, interferenceany representative, discrimination, any member of the Association or reprisal on any employee choosing to use, or refrain from using, this other participant in the grievance procedure for resolution by reasons of grievances, nor shall there be any restraint, interference, discrimination or reprisal exerted on any witness or others who might be a party to, or contribute to, the solution. THIS SECTION IS NOT GRIEVABLE BUT ANY VIOLATION OF ORS 243.672 MAY BE ADDRESSED BY THE ASSOCIATION FILING A COMPLAINT WITH THE EMPLOYMENT RELATIONS BOARDparticipation.

General Provisions Related to Grievance Procedures. a. 1. Whenever possible, grievances will not be heard during the working hours of the grievantaggrieved. However, should investigation or processing of any grievance require required by the District or an arbitrator that an employee a member be released from their his/her regular assignment, the employee member shall be excused without loss of pay or benefits. b. 2. The Board District acknowledges the right of the grievant aggrieved to have the Association Council grievance representative and/or legal counsel present in the processing of a grievance at all levels, and no employee member may be required to discuss any grievance without such representation and/or counsel. c. 3. All documents, communications, and records dealing with the processing of a grievance shall be filed in the grievance file, which shall be maintained apart from the personnel file, along with any statement the employee member may wish to make. d. 4. Nothing contained in this grievance procedure shall prevent any individual the Council from initiating a grievance against the District even though the Association may not support themDistrict. The number of days indicated at each step shall be considered as maximum. Time limits may be extended by mutual consent of both parties. The parties shall make every reasonable effort to expedite the processing of grievances filed near the end of the school year. e. 5. Procedures mayterminate will terminate at any level if the complainant so indicates in writing or fails to pursue their his/her complaint within the specified time limit. Such termination shall be without prejudice and shall not establish precedent for future grievances. f. 6. The Council may be present at all levels of the grievance procedure. 7. When a grievance is filed that similarly affects an identifiable group of employees, the Association Council shall have the right to process the grievance on behalf of such employees. The grievance shall be sufficiently specific to allow the District to respond without need for research on each employee allegedly harmed. In processing the grievance, the Association Council shall follow all contractual procedures, including the informal discussion. g. 8. In accordance with the Association's Council’s responsibilities to provide fair representation for all employeesmembers, at the Association's Council’s request the District will provide to the Association Council information needed to process each grievance, providing the Association will pay the cost of preparing materials not readily available. h. 9. There shall be no restraint, interference, discrimination, reprisal exerted against any individual or reprisal on any employee group of individuals choosing to use, or refrain from using, this procedure for resolution of grievances, nor shall there be any restraint, interference, discrimination or reprisal exerted on any witness or others who might be a party to, or contribute to, exercise rights under the solution. THIS SECTION IS NOT GRIEVABLE BUT ANY VIOLATION OF ORS 243.672 MAY BE ADDRESSED BY THE ASSOCIATION FILING A COMPLAINT WITH THE EMPLOYMENT RELATIONS BOARDAgreement.

General Provisions Related to Grievance Procedures. a. 1. Whenever possible, grievances will not be heard during the working hours of the grievant. However, should investigation or processing of any grievance require that an employee be released from their regular assignment, the employee shall be excused without loss of pay or benefits. b. 2. The Board acknowledges the right of the grievant to have the Association grievance representative and/or legal counsel present in the processing of a grievance at all levels, and no employee may be required to discuss any grievance without such representation and/or counsel. c. 3. All documents, communications, and records dealing with the processing of a grievance shall be filed in the grievance file, which shall be maintained apart from the personnel file, along with any statement the employee may wish to make. d. 4. Nothing contained in this grievance procedure shall prevent any individual from initiating a grievance against the District even though the Association may not support them. The number of days indicated at each step shall be considered as maximum. Time limits may be extended by mutual consent of both parties. The parties shall make every reasonable effort to expedite the processing of grievances filed near the end of the school year. e. 5. Procedures mayterminate may terminate at any level if the complainant so indicates in writing or fails to pursue their complaint within the specified time limit. Such termination shall be without prejudice and shall not establish precedent for future grievances. f. When a grievance is filed that similarly affects an identifiable group 6. The Association may be present at all levels of employees, the Association shall have the right to process the grievance on behalf of such employees. The grievance shall be sufficiently specific to allow the District to respond without need for research on each employee allegedly harmed. In processing the grievance, the Association shall follow all contractual procedures, including the informal discussionprocedure. g. 7. In accordance with the Association's responsibilities to provide fair representation for all employees, at the Association's request the District will provide to the Association information needed to process each grievance, providing the Association will pay the cost of preparing materials not readily available. h. There 8. No reprisals of any kind shall be no restrainttaken by the Board or by any member of the administration against any party in interest, interferenceany representative, discrimination, any member of the Association or reprisal on any employee choosing to use, or refrain from using, this other participant in the grievance procedure for resolution by reasons of grievances, nor shall there be any restraint, interference, discrimination or reprisal exerted on any witness or others who might be a party to, or contribute to, the solution. THIS SECTION IS NOT GRIEVABLE BUT ANY VIOLATION OF ORS 243.672 MAY BE ADDRESSED BY THE ASSOCIATION FILING A COMPLAINT WITH THE EMPLOYMENT RELATIONS BOARDparticipation.

General Provisions Related to Grievance Procedures. a. Whenever possible, grievances will not be heard during the working hours of the grievant. However, should investigation or processing of any grievance require that an employee be released from their regular assignment, the employee shall be excused without loss of pay or benefits. b. The Board acknowledges the right of the grievant to have the Association grievance representative and/or legal counsel present in the processing of a grievance at all levels, and no employee may be required to discuss any grievance without such representation and/or counsel. c. All documents, communications, and records dealing with the processing of a grievance shall be filed in the grievance file, which shall be maintained apart from the personnel file, along with any statement the employee may wish to make. d. Nothing contained in this grievance procedure shall prevent any individual from initiating a grievance against the District even though the Association may not support them. The number of days indicated at each step shall be considered as maximum. Time limits may be extended by mutual consent of both parties. The parties shall make every reasonable effort to expedite the processing of grievances filed near the end of the school year. e. Procedures mayterminate may terminate at any level if the complainant grievant so indicates in writing or fails to pursue their complaint grievance within the specified time limit. Such termination shall be without prejudice and shall not establish precedent for future grievances. f. When a grievance is filed that similarly affects an identifiable group of employees, the Association shall have the right to process the grievance on behalf of such employees. The grievance shall be sufficiently specific to allow the District to respond without need for research on each employee allegedly harmed. In processing the grievance, the Association shall follow all contractual procedures, including the informal discussion. g. In accordance with the Association's responsibilities to provide fair representation for all employees, at the Association's request request, the District will provide to the Association information needed to process each grievance, providing provided the Association will pay the cost of preparing materials not readily available. h. There shall be no restraint, interference, discrimination, or reprisal on any employee choosing to use, or refrain from using, this procedure for resolution of grievances, nor shall there be any restraint, interference, discrimination or reprisal exerted on any witness or others who might be a party to, or contribute to, the solution. THIS SECTION IS NOT GRIEVABLE BUT ANY VIOLATION OF ORS 243.672 MAY BE ADDRESSED BY THE ASSOCIATION FILING A COMPLAINT WITH THE EMPLOYMENT RELATIONS BOARD.