Grievance and Dispute Resolution. 5.9.1 Any dispute as to the amount of the agency fee shall be resolved pursuant to the regulations of the Public Employment Relations Board.
Grievance and Dispute Resolution. 8.11.1 Neither the Association nor individual SCCEA unit members may file a grievance, regarding any administration of Article VIII Organizational Security.
8.11.2 Any dispute as to the amount of the agency fee shall be resolved pursuant to the regulations of the Public Employment Relations Board.
Grievance and Dispute Resolution. 13
8.1 Wages 15 8.2 Certification Differentials and Mentor, Preceptor, and Trainer Pay 16
8.3 Mileage Reimbursement 16
8.4 Advanced Home Care Aide Specialist (AHCAS) And Advanced Behavioral Home Care Aide Specialist (ABHCAS) Differential 16 8.5 Administrative Time 17 ARTICLE 9 COMPREHENSIVE HEALTH CARE BENEFITS 17 9.1 Coverage 17 9.2 Contributions 17 9.3 Payroll Deductions 17 9.4 Purpose of Trust 18 9.5 Trust Agreement 18 9.6 Indemnify and Hold Harmless 18
Grievance and Dispute Resolution. 2.2.1 Neither the Association nor individual unit members may file a grievance regarding any administration of Article 2, Organizational Security.
2.2.2 Any dispute as to the amount of the representation fee shall be resolved pursuant to the regulation of the Public Employment Relations Board.
Grievance and Dispute Resolution. Any issues of dispute or grievances regarding the implementation, operation or administration of the Agreement should be raised either at the local workplace level through established dispute resolution processes or be referred to the Joint Consultative Committee.
Grievance and Dispute Resolution. A. The grievance and dispute resolution policies and procedures pertaining to the Training Program that apply to any disputes arising between Resident and KFH, the Medical Group, or any other KFH related entity or individual, including, but not limited to, disciplinary actions, dismissal, non-renewal of Resident’s appointment, work environment, issues related to the Training Program or teaching faculty, or other issues or actions that could significantly affect or threaten a Resident’s intended career development, are outlined in the Manual.
B. Any disputes related to the Resident’s medical care coverage pursuant to the Resident’s relevant membership agreement with the Plan are exempt from the grievance procedures set forth in the Manual.
Grievance and Dispute Resolution. 4.3.1 Neither the Association nor individual unit member may file a grievance, regarding any administration of Article 4 – Bargaining Unit Membership.
4.3.2 The Association, CTA and/or NEA agrees to indemnify and hold harmless the District, or the District Board of Trustees, individually or collectively, its officers, employees and agents, against any and all liabilities, (including reasonable and necessary costs of litigation; including reimbursement of all expenses, fees, judgements and costs), arising from any and all claims, demands, suits, or other actions relating to the District’s compliance with this article.
Grievance and Dispute Resolution. (a) The matters to be dealt with in this procedure shall include all grievance or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees.
(b) In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the person involved. If that approach does not resolve the matter or is not appropriate, then the grievance or dispute is taken to the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure.
(c) If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined in the Anti-Discrimination clause.
(d) If the grievance or dispute is still unresolved after discussions mentioned in subclause (b), the matter shall be reported to senior management of the employer. This should occur as soon as it is evident that discussions under subclause (b) will not result in resolution of the dispute.
(e) If, after discussion between the parties, the dispute remains unresolved after 14 days, and the parties have genuinely attempted to achieve a settlement, then notification of the existence of the dispute may be referred to the Nursing Forum. If, after this process is complete the matter still remains unresolved to your satisfaction, the matter may be referred to the Australian Industrial Relations Commission (the Commission) for mediation, and if necessary conciliation.
(f) All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Commission with a view to the prompt settlement of the dispute.
(g) Whilst all of the above procedures are being followed, normal work shall continue except in the case of a genuine safety issue.
(h) The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
Grievance and Dispute Resolution. 10
8.1 Wages 12
8.2 Certification Differentials and Mentor, Preceptor, and Trainer Pay 13 8.3 Mileage Reimbursement 13
Grievance and Dispute Resolution. 14 7.1 Dispute Resolution Philosophy 14 7.2 Grievance Definition 14 7.3 Grievance/Dispute Resolution Procedure 14
