GRIEVANCE/DISPUTES PROCEDURE Sample Clauses

GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.3.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) concerned or by a duly nominated representative of the employee(s) concerned, to the appropriate supervisor / manager who will endeavour to resolve the issue by consultation and co-operation. 2.3.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.3.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible. 2.3.4 In the event the matter remains unsolved, the parties may agree to seek the assistance of an independent arbitrator who will mediate between disputing parties with the objective of reaching a mutually acceptable settlement. 2.3.5 Work will continue without interruption from industrial stoppages, bans and/or limitations. 2.3.6 Failing a satisfactory settlement being achieved following the discussions outlined above, the dispute will be referred to the Australian Industrial Relations Commission for conciliation and/or arbitration. It is an overriding condition of this Agreement that any mediated/conciliated/arbitrated outcome in settlement of a dispute by the commission will be consistent with the National Code of Practice for the Construction Industry and Implementation Guidelines. 2.3.7 Nothing in this Agreement will limit in any way employees’ rights and responsibilities under the common law contract of employment and the Occupational Health, Safety and Welfare Act 1986 to decline work in unsafe conditions.
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GRIEVANCE/DISPUTES PROCEDURE. All dispute resolutions are to be carried out as per the Workplace Relations Act 1996 (Work Choices).
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GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.3.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) concerned or by a duly nominated representative of the employee(s) concerned, to the appropriate supervisor / manager who will endeavour to resolve the issue by consultation and co-operation. 2.3.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.3.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible.
Sample 1
GRIEVANCE/DISPUTES PROCEDURE. In order to ensure disputes are resolved in a timely manner and without interruption to operations, it is agreed that grievances or disputes shall be dealt with in accordance with the following: (i) In the event of an employee(s) having a grievance, the aggrieved party will first discuss the matter with their immediate Supervisor, with or without their chosen employee representative. The Supervisor will reply to the employee(s) in an expedient manner but no later than the next weekday or as mutually agreed. (ii) If the matter is not resolved, the employee(s) (with or without the chosen employee representative) may complete a grievance form and return it to the Supervisor who will give a written response. The Supervisor will arrange a meeting between the employee(s) (who remain(s) entitled to be accompanied by his/her chosen representative) and Superintendent, who will deal with it in an expedient manner or as mutually agreed. (iii) The Superintendent will give a written response, sign the grievance form and, if the matter is still not resolved, arrange a meeting between the employee(s) (who remain(s) entitled to be accompanied by the chosen employee representative) and the Area Manager who will deal with it in an expedient manner or as mutually agreed. (iv) The Area Manager will give a written response and sign the grievance form and, if the matter is still not resolved the employee or the chosen employee representative may refer the matter to the General Manager GEMCO. This stage should be reached within 48 hours excluding weekends of the Grievance form being lodged. (v) If the matter is still not resolved, the grievance will be referred to the Australian Industrial Relations Commission for resolution. The employee, chosen employee representative and employer agree not to raise the jurisdiction of the Commission during this process and agree to be bound by any recommendation made by the Commission to resolve the dispute. (vi) While the above procedure is being followed, work shall continue normally as it existed prior to the dispute without interruption in accordance with this Agreement. Where appropriate, all housing entitlements shall remain for a period of up to 21 days from the date of the matter being referred to the Commission or a longer period where GEMCO deem this appropriate. No party shall be prejudiced as to final settlement as a consequence of this.
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GRIEVANCE/DISPUTES PROCEDURE. To ensure the orderly conduct of and speedy resolution of issues, disagreements, conflicts and disputes, the following three (3) Stage Resolution Procedure will be adopted within the Company. The object of the procedure is to promote the resolution of issues and disagreements through consultation, co- operation and discussion between members of the shop floor and their, respective line management. This procedure is based upon the recognition and development of the relationship between line management and their employees. The procedure is designed to resolve any disagreement or concern in a fair manner and is based upon the following principles. (i) Commitment by the parties to observe this procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or concern which may give rise to conflict or dispute. (ii) Throughout all stages of this procedure, all relevant facts shall be clearly identified and recorded. (iii) Realistic time limits shall be allowed for the completion of the various stages of the discussions. (iv) Emphasis shall be placed on an in-house settlement of issues brought about through consultation. However, if in-house consultation and negotiation is exhausted without resolution of the conflict or dispute, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the dispute. (v) In order to achieve the peaceful resolution of issues the parties shall be committed to avoid stoppages of work, lockouts or any other bans or limitations on the performance of work whilst the procedures of consultation, negotiation, conciliation and arbitration are being followed. Observance of this principle will avoid interruption to the performance of work and the consequential loss of production and wages. (vi) Parties to this Agreement in recognising the principles under which this Agreement has been reached, agree to no withdrawal of labour for any reason outside of the direct control of the Management and employees of the Company. (vii) This clause shall not apply to any dispute as to a bona fide safety issue. (viii) During this procedure, the status quo shall remain and work shall proceed normally. 'Status quo1 shall mean the situation existing immediately prior to the dispute or the matter giving rise to the dispute. RESOLUTION PROCEDURE STAGE 1 The employees with a disagreement or dispute will discuss the matter with their forepers...
Sample 1
GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.4.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) or the 2.4.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.4.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative(s) discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible. 2.4.4 In the event the matter remains unresolved, the parties may agree to seek the assistance of an independent arbitrator who will mediate between disputing parties with the objective of reaching a mutually acceptable settlement. 2.4.5 Work will continue without interruption from industrial stoppages, bans and/or limitations. 2.4.6 Failing a satisfactory settlement being achieved following the discussions outlined above, the dispute will be referred to the Australian Industrial Relations Commission for conciliation and/ or arbitration. 2.4.7 Nothing in this Agreement will limit in any way employees’ rights under the common law contract of employment and the Occupational Health, Safety and Welfare Act 1986 to decline work in unsafe conditions.
Sample 1
GRIEVANCE/DISPUTES PROCEDURE. It is the intention of the parties to demonstrate to Glavcom Pty Ltd. customers that the Company is committed to ensuring continuity of products and services to those customers. Further, it is recognised by all parties to this agreement that this commitment is vital to the continued viability of the Company and to improve the job security of employees. The purpose of this procedure is to avoid disputation by adopting processes which resolve disputes without the necessity of resorting to industrial action, and developing a workplace culture consistent with the implementation of Work Area Teams and performance improvement programs which makes such disputes unnecessary. In accordance with the above, if a dispute does arise, the following procedure shall be implemented. 2.4.1 All issues shall be discussed in the first instance at the Work Area Team level. 2.4.2 If the matter is not resolved at this level, the matter shall be further discussed between the affected employee(s), the respective Supervisor. 2.4.3 If no agreement is reached at this level, the matter is taken to the Operations Director. The matter is discussed with the affected employee(s), the respective Supervisor and the Operations Manager and or Operations Director. 2.4.4 If no agreement is reached, the matter is further referred to the Director of Industrial Relations who will discuss the matter with the affected employee(s), the respective Supervisor, the Production Manager and the Production Director. 2.4.5 Should the matter still not be resolved it may be referred by the parties to the Australian Industrial Relations Commission for settlement. 2.4.6 While the foregoing procedure is being followed work shall continue normally where it is agreed that there is an existing custom, but in either case, the work shall continue in accordance with the direction of the company. No party shall be prejudice as to the final settlement by the continuance or work in accordance with this subclause.
Sample 1
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GRIEVANCE/DISPUTES PROCEDURE. 2.1.1 A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship, which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. 2.1.2 Accordingly, it is agreed that the following procedures will be strictly adhered to at all times:
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Related to GRIEVANCE/DISPUTES PROCEDURE

  • Disputes Procedure 12.1 If a dispute relating to a Script covered by this Agreement arises between a Writer and the BBC which cannot be settled by direct discussion then either party will have the right to refer the issue to a panel which shall consist of the Head of Talent & Rights Negotiation Group the relevant head of the production department and two of the Writer, the Writer’s representative or representative of the Society, the WGGB or the PMA, at the Writer’s election. This clause shall not however be invoked in a manner which might override any other clause in this Agreement or call into question the BBC’s reasonable and proper discretion to accept or reject a Script. 12.2 Any dispute regarding the interpretation of this Agreement or the interpretation of an individual contract between the BBC and a writer of a Script covered by this Agreement which cannot be resolved by discussion between the parties shall be referred to an Arbitration Committee consisting of two representatives of the BBC and any two of the Writer or Writer’s representative or representative of the Society, the Guild or the PMA as the case may be. Failing settlement it shall then be referred to a single Arbitrator mutually acceptable to both sides who shall determine the issue and whose decision shall be binding on both parties. 12.3 Clause 12.2 shall not apply to disputes arising under clause 12.1, 16.1 and 20-25.

  • GRIEVANCE ARBITRATION PROCEDURE 8.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement, including any question as to whether a matter is arbitrable. 8.02 In all steps of this Grievance Procedure, the aggrieved nurse, if desired, may be accompanied by or represented by a nurse representative. 8.03 It is the mutual desire of the parties hereto that complaints of the nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she has first given the Unit Manager the opportunity of adjusting her complaint. Such complaint shall be discussed with the Unit Manager within ten (10) days after the circumstances giving rise to it have occurred or ought reasonably to have come to the attention of the nurse and failing settlement within five (5) days, it shall then be taken up as a grievance within ten (10) days following the Unit Manager's decision in the following manner and sequence: The nurse may submit a written grievance on the form set out in Appendix "A", signed by her, to the Unit Manager. The grievance shall identify the nature of the grievance and the remedy sought and should identify the provisions of the Agreement which are alleged to be violated. The Unit Manager will deliver her decision in writing within five (5) days of the submission of the grievance. Failing settlement, then: Within five (5) days following the decision in Step No. 1, the nurse may submit the written grievance to the Director of Resident Care who will deliver her decision, in writing, within five (5) days from the date on which the written grievance was presented to her. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. Failing settlement, then: Within ten (10) days of receiving the decision under Step 2, the grievance, in writing, may be referred to the Chief Executive Officer who shall call a meeting of the Grievance Committee within five (5) days of receipt of same. Within five (5) days following the meeting, the Chief Executive Officer shall reply, in writing, to the nurse and the Chairperson of the Grievance Committee. If the decision is unsatisfactory to the nurse, it may be referred to arbitration within fifteen (15) days and the Chief Executive Officer so notified, in writing.

  • 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. 8.02 In all steps of this grievance procedure an aggrieved employee, if she so desires may be accompanied by or represented by her Union Representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses' Association may be present at the request of either party. 8.03 Should any dispute arise between the Employer and an employee, or between the Employer and the Union, as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, the employee or Union Representative will bring it to the attention of the immediate supervisor to settle such differences within ten (10) days of the occurrence. If further action is to be taken, then within ten (10) days of the discussion, the employee, who may request the assistance of her Union Representative and/or Labour Relations Officer, shall submit the written grievance to the Administrator or designate. A meeting will be held between the parties within ten (10) days. The Administrator shall give a written decision within ten (10) days of the meeting to the Bargaining Unit President or her designate with a copy to the Labour Relations Officer. Should the Administrator fail to render his decision or failing settlement of any grievance under the foregoing procedure, including any questions as to whether a matter is arbitrable, the grievance may be referred to arbitration by either party. If no written notice of intent to submit the matter for arbitration is received within ten (10) days after the decision under Step No. 1 is received, the grievance shall be deemed to have been settled or abandoned. 8.04 A written grievance will indicate the nature of the grievance and the remedy sought by the grievor. Union grievances shall be set out on the union grievance form. Alternately, the parties may agree to an electronic version of this form and a process for signing. 8.05 Time limits fixed in the grievance and arbitration procedures may be extended only by written, mutual consent of the parties. Should the Employer not respond within the time limit(s) fixed, such failure to respond shall be deemed to be a denial of the grievance. Should a grievance not be submitted within the various time limits specified in this Agreement, unless mutually extended, it shall be considered to have been settled or abandoned.

  • GRIEVANCE PROCEDURE & ARBITRATION It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible. If an employee has a complaint related to an alleged violation of the Collective Agreement may at option discuss it with immediate supervisor within three (3) days after the circumstances giving rise to the complaint (grieved action) have occurred or have or ought to have reasonably come to the attention of the employee. The Supervisor shall give a response to the complaint within three (3) days. These discussions will not establish precedent. Failing settlement, or failing a response to the complaint, it may be taken up as a grievance in the following manner and sequence: Procedure: Any employee or group of employees, for whom the Union is the bargaining agent, may refer grievances to the appropriate Union Xxxxxxx covered under this Collective Agreement. Grievances must be filed within fifteen (15) working days of grieved act or except where both parties agree to an extension of time. There is no grievance until an employee has reported complaint to the Supervisor. The grievance form shall contain a statement giving particulars of the grieved action, a statement as to the remedy sought and the provisions of the Agreement alleged to have been breached, provided that this does not preclude the or Employer from relying upon other provisions of the Agreement. Step Grievance form is completed in duplicate and signed by the employee and Union Xxxxxxx, presented to the Supervisor by the Union Xxxxxxx and (at their option). Both copies are to be returned by the Supervisor with signed comments to the Union Xxxxxxx within three (3) working days. Once a grievance has been filed no Supervisor or Employer Official shall discuss said grievance with the grieved employee except in the presence of a Xxxxxxx or Union Official. Step If satisfaction is not obtained in Step the Union Xxxxxxx, within five (5) working days, may refer the grievance to the Department Manager or designate, who will meet and discuss the grievance with the Union Xxxxxxx, (at their option) and the Human Resources Consultant then render a decision in writing on the prescribed forms within five

  • GRIEVANCE AND ARBITRATION PROCEDURES A. A grievance is a dispute, claim, or complaint arising under this Agreement, filed by either an authorized representative of or an employee in the Bargaining Unit, or the County, involving the interpretation or application of this Agreement. All discipline shall be for just cause. B. Grievances will be processed in the following manner and strictly in accordance with the following stated time limits: Step 1. The aggrieved employee shall be accorded fifteen (15) working days from the occurrence of the action or event or when the employee has knowledge or should have had knowledge of the action or the event giving rise to the complaint to seek resolution on an informal basis. The Employee must discuss his alleged grievance with the Airport Fire Chief and the Fire Rescue Division Director. If informal resolution is not accomplished, the employee, if a Union member, must present the proposed grievance in writing to a Union officer on or before the fifteenth (15th) working day for consideration by the Union Grievance committee. If, in the Committee's opinion, no reasonable grievance exists, no further action may be taken. Step 2. If the Committee wishes to pursue the member's complaint, a written grievance shall be presented to the Director of the Fire Rescue Division or his designee within twenty (20) working days from the occurrence of the action or event giving rise to the grievance or from the date on which the employee reasonably should have had knowledge of that occurrence. A written grievance must be presented on a grievance form provided by the County in Appendix A. Upon receipt of a formal grievance or a class action submitted by the Union, the Fire Rescue Division Director or his designee shall investigate the facts and conduct a meeting within five (5) working days with the aggrieved employee and any other persons possessing knowledge considered critical by the Director. The aggrieved employee may be accompanied at this meeting by a local Union representative. The Fire Rescue Division Director or his designee shall notify the grievant of his decision no later than five (5) working days following the date of the meeting. Step 3. If the grievance is not resolved at the second step, the aggrieved employee shall present the written grievance within five (5) working days of the Step 2 decision to the Department Head. The Department Head or his designee shall investigate the facts and may conduct a hearing within five

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • 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 A. A grievance shall be defined as an alleged violation, misinterpretation, or misapplication of this Agreement or written Board policies affecting working conditions of the member. Should a member/Association feel that there has been a violation, he/she will take the following steps: Step 1: The member/Association, with or without a designated representative, shall discuss the grievance with the Supervisor informally within five (5) work days of the alleged violation and, if not resolved, shall file a written grievance with the Supervisor within fifteen (15) work days of the alleged violation and discuss the written grievance with the Supervisor within five (5) work days after the grievance is filed. If no satisfactory conclusion is reached within five (5) work days following the discussion of the written grievance with the Supervisor, the member/Association shall submit the written grievance within five (5) work days of the discussion with the Supervisor to Step 2. A grievance which is not within the scope of a Supervisor's authority may be filed initially at step 2. The written grievance, as required herein, shall contain: a. it shall be signed by the grievant(s)/Association. b. it shall be specific; c. it shall contain a synopsis of the facts giving rise to the alleged violation; d. it shall cite the section or subsections of this contract or written Board policy alleged to have been violated; e. it shall contain the date of the alleged violation; f. it shall specify the relief requested; g. it shall indicate approval or disapproval by the Association. Step 2: The Superintendent or his/her designated agent shall arrange a meeting with the grievant and/or the designated Association representative within ten (10) work days after receipt of the grievance to discuss the grievance. Within ten (10) work days of the discussion, the Superintendent or his/her designated agent shall render his/her decision in writing, transmitting a copy of the same to the grievant, the Association representative, and appropriate Supervisor, and place a copy of same in a permanent file in his/her office. If the decision of the Superintendent is unsatisfactory to the Association, the Association may appeal same to the Board of Education by filing a written grievance, along with the decision of the Superintendent, with the officer of the Board in charge of drawing up the agenda for the Board's meeting, within ten (10) work days of receipt of the Superintendent's decision.

  • GRIEVANCE PROCEDURE AND ARBITRATION 8.01 Any employee or the Union has the right to lodge a grievance with respect to any matter arising out of the interpretation, application or alleged violation of this Agreement. 8.02 At the time formal discipline is imposed or at any stage of the grievance procedure, including the complaint stage, a nurse is entitled to be represented by her/his union representative. In the case of suspension or discharge, the Employer shall notify the nurse of this right in advance. The Employer also agrees, as a good labour relations practice, it will also notify the Bargaining Unit. 8.03 It is the intent of the parties that complaints of employees shall be adjusted as quickly as possible, and it is understood that the Union has no grievance concerning an individual nurse until the Director of Care or her/his designate has been given an opportunity of adjusting the complaint. Such complaint shall be discussed with the Director of Care within fifteen (15) working days after the circumstances giving rise to it have occurred. This discussion may include consultation, advice and assistance from others. If there is no settlement within nine (9) working days, it shall then be taken up as a grievance within nine (9) working days in the following manner and sequence: The Union may present the grievance to the Administrator, or her/his designate, who shall render her/his decision within five (5) working days after the presentation of the grievance to her/him. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. If the decision is unsatisfactory, then the grievance may be presented in the following manner: Within ten (10) working days after the decision is given at Step No. 1, the aggrieved employee, and/or the Grievance Committee shall meet with a committee appointed by the Board of Directors of the Manor to consider the grievance. At this stage the employee and/or the Grievance Committee may be accompanied by a representative of the Union. The decision of the committee of the Board of Directors will be rendered in writing to the Labour Relations Officer and the bargaining unit representative within ten (10) working days following such a meeting.

  • GRIEVANCE AND ARBITRATION 15.01 Either the Employer, the Union or any employee has a right to lodge a grievance with respect to any matter arising out of this Agreement or concerning the interpretation, application or alleged violation of this Agreement. 15.02 Any employee believing that he has been unjustly dealt with or that the provisions of this Agreement have not been complied with, shall have the right to place such grievances in the hands of the Union for review and adjustment by the Employer, if necessary. Such grievances shall be processed as follows: - Between the employee concerned, his Union representative and the Company. The grievance must be filed within eighteen (18) working days after the event giving rise to the grievance occurs and within this period of time it shall be discussed at this Step. The Manager shall give an oral decision within four (4) working days from the date the discussion took place. If the Union wishes to appeal to the next Step, the grievance shall be reduced to writing and the appeal shall be filed with the Store Manger within six (6) working days from the Store Manager's oral decision. Between the employee concerned, the Union representative, the Department Manager, and the Company. The discussion at this Step shall be held within seven (7) working days of the date of the appeal. The decision of the Employer at this Step shall be in writing and be made within four (4) working days of the date of the meeting. Should the Union wish to appeal, such notice of appeal must be in writing to the Company/operator within one (1) week of the decision of the Company at STEP TWO. The grievance shall be forwarded to the Employer, which shall have one (1) week to dispose of the grievance. The disposition shall be in writing and returned to the officers of the Union. If considered necessary by the parties, a meeting may be held by the parties and may include the interested persons. If a meeting is held, the decision shall be given to the other party within seven (7) days from the date of the meeting. 15.03 In the case of a dismissal, a grievance may be filed by an employee who feels he was unjustly dealt with. Such grievance must be filed within five (5) working days from the date of dismissal and shall commence at STEP TWO. In any subsequent disposal of this case during the grievance procedure, the Employer may re-instate the employee with full back pay, suspend the employee for a definite period or sustain the discharge. 15.04 Grievances concerning rates shall be handled in accordance with the above procedure and the disposition of such grievances, if sustained, shall include the determination of the effective date of the increase with retro-activity thereto. 15.05 The Employer and the Union may file grievances commencing at STEP THREE. (a) Failing settlement under the foregoing procedure, such grievance may be submitted to Arbitration, as hereinafter provided; (b) The time limits as prescribed above may be modified by mutual agreement of the parties.

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