Grievability/Arbitrability. Formal counseling may be grieved beginning at Step One or Step Two of the grievance procedure and up to Step Three Mediation only. Final counseling, demotion, and dismissal may be grieved through every step of the grievance procedure beginning at Step Two.
Grievability/Arbitrability. All steps of the Corrective/Disciplinary Process may be grieved. Final Disciplinary Counseling and Dismissal may be grieved through every step of the grievance procedure beginning at Step Three.
Grievability/Arbitrability. 1. If the Union appeals to arbitration a grievance that alleges a violation of this Article but does not allege violation of another Article that is arbitrable, the Union’s notice must include an Acknowledgement and Waiver Form signed by the affected employee. The Acknowledgement and Waiver Form will reflect that the employee has elected to pursue arbitration as the exclusive forum for the claim and that the employee understands the procedural and substantive differences between arbitration and the other remedial forum or forums in which the dispute might have been resolved, including the differences in the scope of remedies available in arbitration as compared to other forums. The timeline to appeal to arbitration set forth in Article 9 - Grievance Procedure will be extended by 30 days for such grievances to enable the employee to make an informed choice.
Grievability/Arbitrability. Informal counseling may not be grieved. Formal counseling may be grieved through Step Two of the grievance procedure only. Final counseling and dismissal may be grieved through every step of the grievance procedure beginning at Step Two.
Grievability/Arbitrability. When it is determined by an arbitrator that an issue is not grievable or arbitrable, the grievance shall terminate and no ruling on the merits of the case shall take place.
Grievability/Arbitrability. Employees may use the grievance/arbitration procedure to appeal decisions of the joint teams referred to in this Article if they believe they have been treated unfairly. JRPT decisions and processes are grievable. It is expected that the parties will support their decisions and recommendations. This is not intended to prevent the parties from jointly agreeing to change their decisions and recommendations. The recommendations and decisions by other Joint Redeployment Planning Teams and other Joint Reasonable Offer Teams are without prejudice and cannot be used as precedents in grievance arbitration. Any agreements reached by the JSMC within the scope of Article 64 are neither grievable nor arbitrable.
Grievability/Arbitrability. Either Party may raise an issue of grievability and/or arbitrability. The arbitrator has the authority to make all grievability and/or arbitrability determinations. Issues of grievability and/or arbitrability must be made prior to any determination of the merits of the grievance. If the matter is determined not to be grievable and/or arbitrable, there will be no determination of the merits of the grievance.
Grievability/Arbitrability. Any dispute, except a dispute involving the commencement date or termination date of this contract, as to whether a complaint is subject to the grievance/arbitration provisions of this Agreement, shall be referred to the Alaska Labor Relations Agency.
Grievability/Arbitrability. Coaching is not grievable. Formal Counseling may be grieved through Step 3 [excludes Arbitration] under Article 29.2. All more serious Discipline may be grieved through all steps of the Grievance and Arbitration Procedure.
Grievability/Arbitrability. Informal Coaching is not grievable. Formal counseling may be 17 grieved through Step Three Mediation of the grievance procedure only. Final counseling 18 and dismissal may be grieved through every step of the grievance procedure beginning at 19 Step Two.
