GRIEVANCE GENERAL. 49.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and AMEA as the parties to this MOU. No grievance may be brought under this ARTICLE unless specifically authorized in writing by AMEA. Nothing herein is intended to restrict or limit an employee from exercising any right he/she may otherwise possess under the law, independent of this MOU.
49.2 Any alleged violation of the terms and conditions of this Agreement, any alleged improper treatment of an employee, or any alleged violation of commonly accepted safety practices and procedures brought forward by AMEA shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. ANAHEIM and AMEA may mutually agree that any alleged violation of the MOU that requires interpretation of the MOU language or a past practice shall first be submitted to non-binding mediation, prior to any submission to arbitration. This language is not intended to impede or delay the arbitration process.
GRIEVANCE GENERAL. ANAHEIM and the APA agree that only one (1) Post Xxxxxx hearing by the appropriate Executive or Administrative Manager shall be held. This hearing shall be held within ten (10) working days after the dismissal is grieved unless mutually extended.
GRIEVANCE GENERAL. When an employee is dismissed as provided in this ARTICLE, ANAHEIM and the APA agree to the following accelerated procedure under the provisions of ARTICLE 55-
GRIEVANCE GENERAL. 55.1 Any violation of the terms and conditions of this Agreement or the Police Department Rules of Conduct, or any violation of commonly accepted safety practices and procedures, as alleged by the APA, shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. Any discipline imposed under the provisions of ARTICLE 29-SALARY STEP REDUCTION, SUSPENSION, DEMOTION, AND DISMISSAL shall also be considered to be a matter subject to review through the grievance procedure and may be brought forward by either the APA or the affected employee on his/her own behalf.
55.1.1 In those instances where the discipline imposed is other than a salary step reduction, suspension, demotion, or dismissal, either the APA or the affected employee on his/her own behalf, may submit a written request for a review of the disciplinary action through an administrative review procedure.
GRIEVANCE GENERAL. The purpose of this procedure is to secure promptly, and at the lowest possible level equitable solutions to the problems which may arise affecting the terms and conditions of employment.
A. In the wording of this statement of procedures, the term grievant shall be taken to include all those employees covered by this Agreement.
B. Any employee shall have the right to present a grievance through the steps described in the following paragraphs without restraint, interference, coercion, discrimination or reprisal.
C. If the Township does not answer a grievance or an appeal thereof within the specified time limits or any mutually agreed to extension, the grievance shall proceed to the next step of the procedure.
X. Xx, in the judgment of the Grievance Committee, a grievance affects a group of employees, the Grievance Committee may process and institute such a grievance through all steps of the grievance procedure, provided that the group grievance shall not amend, modify or delete any provisions of this contract.
GRIEVANCE GENERAL. An employee who has been suspended, demoted, or dismissed may be reinstated to his/her position as a result of a successful appeal through the grievance procedure. In the event of such reinstatement, the employee shall be returned to the employee’s former status of employment, including reinstatement of seniority and accrued fringe benefits.
GRIEVANCE GENERAL. 33.1 Any violation of the terms and conditions of this MOU or the Police Department Rules of Conduct, or any violation of commonly accepted safety practices and procedures, as alleged by APMA, shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. Any discipline imposed under the provisions of ARTICLE 18 - SUSPENSION, DEMOTION, AND DISMISSAL shall also be considered to be a matter subject to review through the grievance procedure and may be brought forward by either APMA or the affected employee on his/her own behalf.
33.1.1 In those instances where the discipline imposed is other than a suspension, demotion, or dismissal, either the APMA or the affected employee on his/her own behalf, may submit a written request for a review of the disciplinary action through an administrative review procedure.
GRIEVANCE GENERAL. It is the desire the Patties to this complaints or grievances settled as as possible. This is to provide the prompt handling such matters as alleged misinterpretation or the Agreement, or causes but excluding appeals Grievances under this Article may be by the Union on of any employees there is alleged violation. or however, such grievance must tiled no later thirty days alter the alleged violation, or complaint or came lo light as the may be. the knowledge incident the grievance, the empl lo adjust the matter with immediate Grievance Procedure. grievances lodged in accordance will be directed to the management representative designated by the Company. The Union and the National Union will be advised, in of the management so designated and any changes thereto.
GRIEVANCE GENERAL.
49.1 The dispute resolution procedures set forth in this ARTICLE are intended for use by ANAHEIM and AMEA as the parties to this MOU. No grievance may be brought under this ARTICLE unless specifically authorized in writing by AMEA. Nothing herein is intended to restrict or limit an employee from exercising any right under the law, independent of this MOU.
49.2 Any alleged violation of the terms and conditions of this Agreement, any alleged improper treatment of an employee, or any alleged violation of commonly accepted safety practices and procedures brought forward by AMEA shall be considered to be a matter subject to review through the grievance procedure and settled in accordance with the provisions of this ARTICLE. ANAHEIM and AMEA may mutually agree that any alleged violation of the MOU that requires interpretation of the MOU language or a past practice shall first be submitted to non-binding mediation, prior to any submission to arbitration. This language is not intended to impede or delay the arbitration process.
49.2.1 ARTICLE 27.5 provides for an accelerated procedure under the provisions of this ARTICLE when an employee is dismissed.
49.2.2 Disputes related to benefits and procedures provided for under the Workers’ Compensation Laws of California or which fall within the jurisdiction of the Workers’ Compensation Appeals Board are not subject to the grievance procedure.
49.2.3 Employees’ rights to representation in grievance matters under the provisions of ARTICLE 49.2 shall be limited in the following manner:
49.2.3.1 No supervisor shall be represented in grievance matters by an employee whom the supervisor may supervise.
49.2.3.2 No employee shall be represented in grievance matters by a supervisor for whom the employee may work.
49.2.4 Performance evaluations of an overall rating of “Valued Contributor” shall not be subject to review through the grievance process nor through the administrative review procedure set forth in ARTICLE 49.2.5.
49.2.5 In those instances where discipline is imposed other than salary step reduction, suspension, demotion, or dismissal, AMEA may submit a written request for a review of the disciplinary action through an administrative review procedure.
49.2.5.1 Administrative Review Procedure: The written request must be submitted to the Human Resources Department within fourteen (14) calendar days after receipt of notice by the employee of the disciplinary action. The Department Head under which the discipline was adm...
GRIEVANCE GENERAL. When a meeting is held for the purpose of presenting a written warning, the employee who is receiving the discipline shall have a shop xxxxxxx present. Please refer to the Letter of Understanding on Page for an excerpt from the Company's Rules of Conduct and Standards of Discipline, specifically a reference to the length of time discipline remains current.
