Common use of Grievance and Complaints Clause in Contracts

Grievance and Complaints. An aggrieved person is a member or members having a grievance. A “grievance” is a claim by a member based upon an event which is an alleged misinterpretation or misapplication of any of the provisions of this Agreement. The purpose of the grievance procedure is to secure, at the lowest possible level, proper solutions to grievances. Both parties agree that the grievance proceedings shall be kept confidential at all levels of the procedure. In order that grievances may be processed as rapidly as possible, the number of days indicated at each level are maximum. Every effort shall be made to expedite the procedures. The time limits may only be extended by written mutual agreement of both parties. The aggrieved person or persons may be represented at all stages of the grievance procedure by any person of his/her own choosing. The AEA shall have the right to have its representative present at all stages of the specified grievance procedure. If the grievance procedure is not initiated within fifteen (15) work days after the aggrieved person or persons knew, or should have known, of the event or condition upon which it is based, the grievance shall be considered waived. An event or condition based on the number of teacher preparations, or on the number of pupils per teacher, or on physical conditions in the building shall be deemed a continuing condition, and a grievance based on such a continuing condition may be initiated without regard to the aforementioned time limitation. Xxxxxxxxx and respondents shall utilize the grievance forms mutually agreed upon by the parties. Grievances shall be resolved as follows: The aggrieved person shall file a grievance in writing with his/her building principal with copies to the President and the Executive Director – Human Resources. The principal shall within five (5) work days after receiving the grievance submit a written answer to the grievance to the Executive Director – Human Resources, with copies to the President and the aggrieved person. Upon review by the AEA Grievance Committee, the grievance, within ten (10) days after receipt of the principal’s reply, will be either: 1) Signed-off by the President or designee as resolved, or 2) Filed at Level II with the Executive Director – Human Resources Upon referral of a grievance to the Executive Director – Human Resources at Level Two, and by mutual agreement, a conference between the President and/or his/her designee and the Executive Director – Human Resources and/or his/her designee may be held to seek a solution to the grievance. The conference shall be held within ten (10) work days of the submission of the grievance at Level Two. When a conference is held, the Executive Director – Human Resources shall, within five

Grievance and Complaints. An aggrieved person is a member or members having a grievance. A “grievance” is a claim by a member based upon an event which is an alleged misinterpretation or misapplication of any of the provisions of this Agreement. The purpose of the grievance procedure is to secure, at the lowest possible level, proper solutions to grievances. Both parties agree that the grievance proceedings shall be kept confidential at all levels of the procedure. In order that grievances may be processed as rapidly as possible, the number of days indicated at each level are maximum. Every effort shall be made to expedite the procedures. The time limits may only be extended by written mutual agreement of both parties. The aggrieved person or persons may be represented at all stages of the grievance procedure by any person of his/her own choosing. The AEA shall have the right to have its representative present at all stages of the specified grievance procedure. If the grievance procedure is not initiated within fifteen (15) work days after the aggrieved person or persons knew, or should have known, of the event or condition upon which it is based, the grievance shall be considered waived. An event or condition based on the number of teacher preparations, or on the number of pupils per teacher, or on physical conditions in the building shall be deemed a continuing condition, and a grievance based on such a continuing condition may be initiated without regard to the aforementioned time limitation. Xxxxxxxxx Grievants and respondents shall utilize the grievance forms mutually agreed upon by the parties. Grievances shall be resolved as follows: The aggrieved person shall file a grievance in writing with his/her building principal with copies to the President and the Executive Director – Human Resources. The principal shall within five (5) work days after receiving the grievance submit a written answer to the grievance to the Executive Director – Human Resources, with copies to the President and the aggrieved person. Upon review by the AEA Grievance Committee, the grievance, within ten (10) days after receipt of the principal’s reply, will be either: 1) Signed-off by the President or designee as resolved, or 2) Filed at Level II with the Executive Director – Human Resources Upon referral of a grievance to the Executive Director – Human Resources at Level Two, and by mutual agreement, a conference between the President and/or his/her designee and the Executive Director – Human Resources and/or his/her designee may be held to seek a solution to the grievance. The conference shall be held within ten (10) work days of the submission of the grievance at Level Two. When a conference is held, the Executive Director – Human Resources shall, within five

Grievance and Complaints. An aggrieved person is a member 23.1 The grievance procedure shall be as follows: STEP 1. The shop xxxxxxx or members having a grievance. A “grievance” is a claim by a member based upon an event which is an alleged misinterpretation committeeman shall call any complaint, dispute or misapplication of any grievance to the attention of the provisions of this Agreement. The purpose of the grievance procedure is to secure, at the lowest possible level, proper solutions to grievances. Both parties agree that the grievance proceedings shall be kept confidential at all levels of the procedure. In order that grievances may be processed as rapidly as possible, the number of days indicated at each level are maximum. Every effort shall be made to expedite the procedures. The time limits may only be extended by written mutual agreement of both parties. The aggrieved person xxxxxxx or persons may be represented at all stages of the grievance procedure by any person of his/her own choosing. The AEA shall have the right to have its representative present at all stages of the specified grievance procedure. If the grievance procedure is not initiated within fifteen (15) work days after the aggrieved person or persons knew, or should have known, of the event or condition upon which it is based, the grievance shall be considered waived. An event or condition based on the number of teacher preparations, or on the number of pupils per teacher, or on physical conditions in the building shall be deemed a continuing condition, and a grievance based on such a continuing condition may be initiated without regard to the aforementioned time limitation. Xxxxxxxxx and respondents shall utilize the grievance forms mutually agreed upon by the parties. Grievances shall be resolved as follows: The aggrieved person shall file a grievance in writing with his/her building principal with copies to the President and the Executive Director – Human Resources. The principal shall department head within five (5) work working days from the time it arises, or should have been reasonably known to exist. If the complaint, dispute or grievance is not adjusted within two (2) working days after receiving the grievance submit a written answer it is presented to the xxxxxxx or department head, the shop xxxxxxx or committeeman shall report such complaint, dispute or grievance in writing over the signature of the complainant to his respective Business Representative. Such complaint, dispute or grievance shall be submitted to the Executive Director – Human Resourcespersonnel department's representative or other official designated by the Employer over the signature of the Business Representative within twelve (12) working days from the date the complaint, with copies dispute or grievance arose. However, this does not preclude the Business Representative from reporting such complaint, dispute or grievance directly to the President personnel department's representative or other official designated by the Employer. Within five (5) working days after the personnel department's representative or other official designated by the Employer receives a communication in writing from the respective Union alleging violations of this collective bargaining agreement, the Employer shall reply to the communication, in writing. Any settlement reached in Step 1 shall be final and binding. STEP 2. Within five (5) working days after the Employer replies to the communication from the respective Union alleging a violation or violations of this collective bargaining agreement, a Business Representative of the Union and the aggrieved person. Upon review Director or Assistant Director of Personnel and Labor Relations or other official designated by the AEA Grievance CommitteeEmployer shall meet for the purpose of adjusting such complaint, dispute or grievance. Any final decisions reached by the grievance, Employer Representative and the Union Business Representative shall be reduced to writing. Any settlement reached in Step 2 shall be final and binding. STEP 3. If no agreement is reached in Step 2 within ten (10) days after receipt of working days, the principal’s reply, will be either: 1) Signed-off by the President or designee as resolved, or 2) Filed at Level II with the Executive Director – Human Resources Upon referral of a grievance to the Executive Director – Human Resources at Level Two, and parties may by mutual agreement, submit the grievance in writing to a conference between grievance panel composed of two members from Labor, to be selected by the President and/or his/her designee Union, and two members from Management to be selected by the Executive Director – Human Resources and/or his/her designee Employer, requesting a Grievance Committee hearing or they may be held proceed to seek a solution to the grievanceStep 4 of this Article. The conference Committee members shall not be held within ten (10) work days of from the submission of the grievance at Level Two. When a conference is held, the Executive Director – Human Resources shall, within fiveUnion or Company involved.