Grievance and Parties Defined Sample Clauses

Grievance and Parties Defined. A grievance is defined as a claim that the District has violated an express term of this Agreement and that by reason of such violation the grievant's rights under this Agreement have been adversely affected. Grievances as so defined may be filed by: a. An employee; b. The Union on behalf of an identified employee or group of employees where the claims are similar. On filing a grievance on behalf of a group, the Union must specify the names of the employees on whose behalf the grievance is being filed, and indicate the nature and scope of the claim; or c. The Union on its own behalf as to alleged violations of rights granted to the Union in this Agreement. 1.1 All matters and disputes which do not fall within the above definition of a grievance are excluded from this procedure, including but not limited to those matters for which other methods of adjustment are provided. Also excluded from this grievance procedure are those matters so indicated elsewhere in this Agreement. Claimed violations of Article VI (Non-Discrimination) are to be handled through the Equal Opportunity Section or under appropriate statutory and/or judicial procedures and are not subject to the grievance procedure of this article. 1.2 If the same or essentially the same grievance is filed by more than one employee, then one grievant may process the grievance under this Article on behalf of the other involved grievants. The final determination of that grievance shall apply to the remaining pending grievances. 1.3 The respondent in any grievance shall be the District itself rather than any individual administrator. 1.4 Unless the parties mutually agree to the contrary, the filing or pendency of a grievance shall not delay or interfere with any District action while the grievance is being processed. By the same token, if it is later determined that the grievance is meritorious, nothing in the foregoing sentence shall preclude remedial relief covering the period during which the grievance was being processed. 1.5 Processing and discussing the merits of a grievance shall not be considered a waiver by the District of a defense that the matter is not grievable or not subject to arbitration under this Agreement, or that the grievance should be denied for other reasons which do not go to the merits.

Grievance and Parties Defined. This grievance procedure is applicable to grievances arising under, and subject to the limitations contained within, the following: a. Article II, Sections 2.0 and 3.0; b. Article III; c. Article VI; d. Article VII, with the exception of Sections 3.1, 3.2, 10.0, and 11.0; e. Article VIII;

Grievance and Parties Defined. A grievance is defined as a claim that the District has violated an express term of this Agreement and that by reason of such violation the grievant's rights under this Agreement have been adversely affected. Grievances as so defined may be filed by: a. An employee; b. The Union on behalf of an identified employee(s); or c. The Union on its own behalf as to alleged violations of rights granted to the Union in this Agreement. 1.1 All other matters and disputes of any nature are beyond the scope of this grievance procedure, including but not limited to those matters for which other methods of adjustment are provided by the District, such as reductions in force; examination procedures, results and references; performance evaluations (except as provided by the appeal process set out in Article X, Section 2.0); disciplinary matters; and complaints by one employee about another. Also excluded from this grievance procedure are those matters so indicated elsewhere in this Agreement. Claimed violations of Article VII (Non-Discrimination) are to be handled through the Equal Opportunity Program Section or the grievance procedure subject to Article V (Grievance Procedure). 1.2 The respondent in any grievance shall be the District itself rather than any individual administrator. 1.3 If the same grievance or essentially the same grievance is filed by more than one (1) employee, then, by written agreement with the Union, the District may process any or all such grievances as one (1)

Grievance and Parties Defined. A grievance is defined as a claim that ECRA has violated an express and applicable term of the collective bargaining agreement between ECRA and UTLA and that by reason of such violation, the grievant’s rights under this Agreement have been adversely affected. Grievances as defined may be filed by the affected employee or by UTLA on its own behalf or on behalf of an individual employee or group of employees where the claims are similar. On filing a grievance on behalf of a group, UTLA need not specify the names of the employees, but must describe the group so that the Charter School has notice of the nature and scope of the claim.

Grievance and Parties Defined. A grievance is defined as a claim that the Charter School has violated an express and applicable term of the collective bargaining agreement between BCCHS and UTLA and that by reason of such violation, the grievant’s rights under this Agreement have been adversely affected. Grievances as defined may be filed by the affected employee or by UTLA on its own behalf or on behalf of an individual employee or group of employees where the claims are similar. On filing a grievance on behalf of a group, UTLA need not specify the names of the employees, but must describe the group so that the Charter School has notice of the nature and scope of the claim.

Grievance and Parties Defined. A grievance is defined as a claim that the District has violated an express term of this Agreement and that by reason of such violation the grievant's rights under this Agreement have been adversely affected. Grievances as so defined may be filed by: a. An employee; b. The Union on behalf of an identified employee(s); or c. The Union on its own behalf as to alleged violations of rights granted to the Union in this Agreement. 1.1 All other matters and disputes of any nature are beyond the scope of this grievance procedure, including but not limited to those matters for which other methods of adjustment are provided by the District, such as reductions in force; examination procedures, results and references; performance evaluations (except as provided by the appeal process set out in Article X, Section 2.0); disciplinary matters; and complaints by one employee about another. Also excluded from this grievance procedure are those matters so indicated elsewhere in this Agreement. Claimed violations of Article VII (Non-Discrimination) are to be handled through the Equal Opportunity Program Section or the grievance procedure subject to Article V (

Grievance and Parties Defined. A grievance is defined as a claim that the District has violated an express term of this Agreement and that by reason of such violation the grievant's rights under this Agreement have been adversely affected. Grievances as so defined may be filed by: a. An employee; b. the Council on behalf of an identified employee(s); or c. the Council on its own behalf as to alleged violations of rights granted to the Council in this Agreement.

Grievance and Parties Defined. This grievance procedure is applicable to grievances arising under, and subject to the limitations contained within, the following: Article VII, with the exception of Sections 3.1, 3.2, and 10.0; this Article VIII; Article IX, Section 4.0; Article X, 1.3; and Article XI. A grievance is defined as a claim that there has been a violation of one of the above referenced Articles and Sections and that by reason of such violation the grievant’s rights under the Article or Section have been adversely affected. Grievances as so defined may be filed by: a. Any employee. b. XXXX on behalf of an employee with written approval of the involved employee(s). When filing a grievance on behalf of an individual employee, XXXX must identify the affected employee. When filing a grievance on behalf of a group of employees, AALA need not specify the names of the affected employees, but must describe the group so that the District has fair notice of the nature and scope of the claim and can then ascertain the names of the affected employees.