Grievance/Arbitration/Mediation Sample Clauses

Grievance/Arbitration/Mediation. 22 The County recognizes the importance and desirability of settling grievances promptly 23 and fairly in the interest of continued good employee relations and morale and to this end the 24 following procedure is outlined. To accomplish this, every effort will be made to settle grievances at 25 the lowest possible level of supervision/management. 26 Employees will be unimpeded and free from restraint, interference, coercion, 27 discrimination or reprisal in seeking adjudication of their grievances. 28 The Union shall not be required to press employee grievances if, in the opinion of the 1 Union, the grievance(s) lack(s) merit. With respect to the processing, disposition and/or settlement of 2 any grievance, including hearings and final decisions of Boards and Arbitrators, the Union shall be 3 the exclusive representative of the employee(s) covered. 4 Probationary, provisional, short-term temporary and term-limited temporary 5 employees are employed at will and cannot use the procedures under this Article to grieve or 6 otherwise appeal discipline or a job separation of any kind.
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Grievance/Arbitration/Mediation. The parties agree to the grievance 5 procedure as provided under CLA Article 26, with the following modifications.
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Grievance/Arbitration/Mediation. King County recognizes the importance and 11 desirability of settling grievances promptly and fairly in the interest of continued good employee 12 relations and morale and to this end the following procedure is outlined. To accomplish this, every 13 effort will be made to settle grievances at the lowest possible level of supervision.
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Grievance/Arbitration/Mediation. 21 The County recognizes the importance and desirability of settling grievances promptly 22 and fairly in the interest of continued good employee relations and morale and to this end the 24 the lowest possible level of supervision/management. 25 Employees will be unimpeded and free from restraint, interference, coercion, 26 discrimination or reprisal in seeking adjudication of their grievances. 27 The Union shall not be required to press employee grievances if, in the opinion of the
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Grievance/Arbitration/Mediation. The County recognizes the importance 4 and desirability of settling grievances promptly and fairly in the interest of continued good employee 5 relations and morale.
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Related to Grievance/Arbitration/Mediation

  • Grievance Arbitration Notwithstanding any other provision of this Agreement, for the purposes of this Article, an Employee has the right to grieve any filling of a vacancy or Assignment in the bargaining unit.

  • GRIEVANCE PROCEDURE & ARBITRATION 36.01 Any complaint, disagreement or difference of opinion between the Company and the Union, or the employees, which concerns the interpretation, application, operation or alleged violation of the terms and provisions of this Agreement, shall be considered as a grievance.

  • GRIEVANCE ARBITRATION PROCEDURE The grievance-arbitration procedure set forth in Sections 16.32 through 16.38 shall be applicable only to disputes arising under Division C of this article.

  • GRIEVANCE AND ARBITRATION Casual employees have access to the grievance and arbitration procedures. (Reference Article 9 - Grievances and Article 10 - Arbitration.)

  • Step 4 - Arbitration If the grievance is not settled on the basis of the foregoing procedures, the Association may submit the issue in writing to final and binding arbitration within ten (10) calendar days following receipt of the Medical Center Chief Administrative Officer or designee’s response. Within ten (10) calendar days of the notification that the dispute is submitted for arbitration, the Association shall request the Federal Mediation and Conciliation Service to supply a list of eleven (11) arbitrators from Washington and Oregon and the parties shall alternate in striking names from such list until the name of one (1) arbitrator remains who shall be the arbitrator. The party to strike the first name shall be determined by coin toss. The arbitrator’s decision shall be final and binding, subject to limits of authority stated herein. The arbitrator shall have no authority or power to add to, delete from, disregard, or alter any of the provisions of this Agreement, but shall be authorized only to interpret the existing provisions of this Agreement as they may apply to the specific facts of the issue in dispute. The arbitrator shall base his or her decision solely on the contractual obligations expressed in this Agreement. If the arbitrator should find that the Employer was not prohibited by this Agreement from taking, or not taking, the action grieved, he or she shall have no authority to change or restrict the Employer’s action. The arbitrator shall not reverse the Employer’s exercise of discretion in any particular instance and substitute his or her own judgment or determination for that of the Employer. If a nurse feels the Employer’s determination is based upon bad faith, is arbitrary and capricious, is based on irrelevant information or favoritism, the nurse shall have recourse to the grievance procedure. Any dispute as to procedure shall be heard and decided by the arbitrator in a separate proceeding prior to any hearing on the merits. Any dismissal of a grievance by the arbitrator, whether on the merits or on procedural grounds, shall bar any further arbitration. Each party shall bear one half (½) of the fee of the arbitrator and any other expense jointly incurred by mutual agreement incident to the arbitration hearing. All other expenses, including any costs or attorneys’ fees, shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other party.

  • Level Four - Arbitration A. If the Association is not satisfied with the disposition of the grievance at the Board level, it may within ten (10) days after the decision of the Board refer the matter for arbitration to the American Arbitration Association by filing a written demand for arbitration and request the appointment of an arbitrator to hear the grievance. If the parties cannot agree upon an arbitrator, he shall be selected in accordance with the rules of the American Arbitration Association.

  • Step 3 - Arbitration If the grievance is not settled on the basis of the foregoing procedures, and if the grievant and the Union have complied with the specific time limitations specified in Steps 1 and 2 herein, the Union may submit the issue in writing to arbitration within fourteen (14) calendar days following the receipt of the written reply from the Director of Employee Relations and Employment or designee. After notification that the dispute is submitted for arbitration, the Employer and the Union shall attempt to agree on an arbitrator. If the Employer and the Union fail to agree on an arbitrator, the Union shall promptly request a list of seven (7) arbitrators from the Federal Mediation and Conciliation Service. The parties shall thereupon alternate in striking a name from the panel until one (1) name remains. The person whose name remains shall be the arbitrator.

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity.

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