Grievance and Arbitration Process. 11.1 There shall be no discrimination, harassment, or coercion of any kind practised against any person involved in these procedures or against any Member who elects not to pursue a grievance. The Association representatives acting for a grievor shall not be coerced, restrained, or interfered with in the performance of their duties as representatives.
11.2 The Parties agree to make every reasonable effort to settle all grievances in a prompt, just, and fair manner.
11.3 The Association shall have carriage of all Association and Member grievances. The Employer shall deal only with the Association with respect to such grievances.
11.4 On request of either the Association or the Employer, the other Party shall provide access to all documents relevant to the grievance to provide for an open, fair, and expeditious processing of the grievance.
Grievance and Arbitration Process. The Hospital will provide access on the hospital intranet, whereby members will have the ability to access a digital version of the Workload Review Form.
Grievance and Arbitration Process. Either party, with the agreement of the other party, may submit a grievance to grievance Mediation at any time within ten days after the Employer's decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitration. Grievance mediation will commence within twenty-one (21) days of the grievance being submitted to mediation, or longer period as agreed by the parties. No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. The parties shall agree on a mediator. Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party. If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. The Mediator will have the authority to meet separately with either party. If no settlement is reached within five ( 5 ) days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator. Nothing said or done by the mediator may be referred to at Arbitration. The Union and Employer will share the cost of the Mediator, if any.
Grievance and Arbitration Process. The Parties to this Agreement share the desire to settle all grievances as expeditiously and equitably as they arise and are committed to following the grievance procedure All grievances shall be heard at a time mutually agreeable to all parties within the time limits specified in this Article. In determining the time within which any action is to be taken as prescribed in this procedure, Saturdays, Sundays and designated paid holidays shall be excluded. The Alliance shall have the right to consult with the Gallery with respect to a grievance at each or any level of the grievance procedure. Time spent during scheduled hours of work in handling complaints or grievances shall be considered time worked. An employee who believes that they have a grievance may discuss and attempt to settle it with the immediate supervisor, with or without an Alliance Representative, as the employee may elect. No person shall seek by intimidation or threats to cause an employee to abandon a grievance or refrain from presenting one. An employee who feels that they have been treated unjustly or considers aggrieved is entitled to present a grievance in the manner prescribed, except that where the grievance relates to the interpretation or application of this Collective Agreement or an arbitral award, the employee is not entitled to present the grievance unless they have the approval of, and are represented by, the Alliance. Subject to an employee has the right to present a grievance in writing to the first level of the grievance procedure at any time within fifteen (15) working days from the date they were informed (or otherwise became aware) of the decision, situation or circumstance that is the subject of the grievance. The employee will be represented by a member of the Alliance Local Executive or a Xxxxxxx. An employee will present their grievance to the manager (first level of management). Grievances not resolved at Step One within a period of ten (10) working days may be referred to Step Two. The decision of the Gallery at Step One will be given in writing.
Grievance and Arbitration Process. NAV CANADA Joint Council Agreement (subject to the restrictions contained in the various benefit plans) Article 19 Sexual Harassment Article 21 No Discrimination Article 22 Health and Safety Article 24 General Holidays
Grievance and Arbitration Process. Step 1: An employee, who has a grievance, shall, meet with his or her supervisor to orally discuss the issue and submit the grievance, in writing, to their supervisor. The written grievance must contain the following minimal information:
1. The name and signature of the grievant; (The signature requirements shall be waived if the grievant is physically unable to sign the grievance form.)
2. The date the grievance occurred;
3. The issue and nature of the grievance;
4. The terms of the Agreement in dispute; and
5. The adjustment sought. The grievance must be initiated no later than ten (10) business days after the grievable act occurred or the first opportunity to have reasonably had knowledge of its occurrence. The supervisor’s response to the grievance shall be in writing and within ten (10) business days of the Step 1 meeting. The City will send a copy of the Step 1 City response to the Union Business Representative.
Step 2: The Union Business Representative may file an employee’s formal grievance with the Employer. The formal grievance must be in a jointly agreed upon written form containing as a minimum:
1. The name and signature of the grievant; (The signature requirements shall be waived if the grievant is physically unable to sign the grievance form.)
2. The date the grievance occurred;
3. The issue and nature of the grievance;
4. The terms of the Agreement in dispute; and
5. The adjustment sought. The grievance must be filed with the Human Resources Manager within ten (10) business days of the written Step 1 response from the supervisor. Within ten (10) business days of receipt of the grievance, a meeting will be held between the key individuals in the grievance including: the employee, the Union Xxxxxxx, the Union Business agent, the supervisor, the Superintendent/Division Manager and a representative from Human Resources Office to discuss the grievance. Management will set up this meeting and will respond to the grievance in writing within ten (10) business days after the meeting is held.
Step 3: If the grievance has not been resolved, within ten (10) business days of the Step 2 response, a meeting will be held between the Department Head, the City Administrator, the Union Business Agent, the Union Xxxxxxx, and the Human Resources Manager (or designated representative) to discuss the grievance. A management representative will respond in writing with an answer to the grievance within ten (10) business days after the meeting is held. Optional Step ...
Grievance and Arbitration Process. NAV CANADA Joint Council Agreement (subject to the restrictions contained in the various benefit plans)
Grievance and Arbitration Process. An employee or the Alliance who feels that has been treated unjustly or considers himself or herself aggrieved by any action or lack of action by the Employer in all matters is entitled to present a grievance;
Grievance and Arbitration Process. Either party, with the agreement of the other party, may submit a grievance to grievance Mediation at any time within ten (10) days after the Employer's decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitration. Grievance mediation will commence within twenty-one (21) days of the grievance being submitted to mediation, or longer period as agreed by the parties. No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. The parties shall agree on a Mediator.
Grievance and Arbitration Process. Either party, with the agreement of the other party, may submit a grievance to grievance Mediation at any time within ten days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitration. Grievance mediation will commence within twenty-one (21) days of the grievance being submitted to mediation, or longer period as agreed by the parties. No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. The parties shall agree on a Mediator. Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either xxxxx. If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. The Mediator will have the authority to meet separately with either party. If no settlement is reached within five (5) days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provision of the Collective Agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator. Nothing said or done by the Mediator may be referred to Arbitration. The Union and Employer will share the cost of the Mediator, if any.
