Grievance Guidelines Sample Clauses

Grievance Guidelines. 1. The grievant must be present or represented at all steps of the procedure. The grievant may be represented by a person or persons of their choice at any step of the grievance procedure. Should the grievant choose to represent oneself, the following requirements shall apply: a. Any employee covered by this Agreement may file a grievance directly and have such grievance adjusted without intervention by the Association, as long as the adjustment is made prior to arbitration and is not inconsistent with the terms of this Agreement. The employee may provide to the Association any copies of the grievance form and any responses by the District, with all accompanying documentation. b. Prior to any grievance adjustment, the Association shall be provided with a copy of the proposed resolution for review and be given five (5) days to respond. c. The Association shall be given the opportunity to be present at the adjustment, pursuant to ORS 663.015. d. The Association has the sole authority to appeal a grievance to arbitration. 2. The number of days indicated at each level shall be considered maximum. 3. The time limits may be extended by mutual consent in writing by the parties involved at any level. 4. A grievance shall be considered resolved at any level when the grievant fails to request further consideration of the grievant’s grievance at the next level within the time limits specified in these procedures. Failure at any level of this procedure to communicate the decision of a grievance in writing within the specified time limits shall permit the grievant to proceed to the next level. 5. Each grievance shall be initiated within ten (10) working days after the occurrence of the cause of the complaint. However, if the grievant did not become aware of the occurrence until a later date, the grievant must then initiate action within ten (10) working days following the greivant’s first knowledge of the cause. In failing to thus initiate action, he/she shall be considered to have abandoned the grievance.
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Grievance Guidelines. Grievance of Professional Employees shall be handled as follows:
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Grievance Guidelines. (A) Should any dispute or difference arise between the Employer and the Union or Employees concerning the interpretation and/or application of any provision of this written Agreement, including any disciplinary action, such grievance shall proceed as stipulated in the remainder of this Article. (B) All bargaining unit members shall have the right to file grievances without prejudice.
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Grievance Guidelines. 8.3.1 If the grievance continues beyond Level One of the procedure, the Chapter President will be notified by the District. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of the grievance procedure. 8.3.2 The number of days indicated at each level shall be considered maximum. 8.3.3 The time limits may be extended by mutual consent in writing by the parties involved at any level.
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Grievance Guidelines. 1. The aggrieved must be present or represented at all steps of the procedure. The aggrieved may be represented by a person or persons of their choice at any step of the grievance procedure. 2. The number of days indicated at each level shall be considered maximum. 3. The time limits may be extended by mutual consent in writing by the parties involved in any level. 4. A grievance shall be considered resolved at any level at which the aggrieved fails to request further consideration of his/her grievance at the next level within the time limits specified in these procedures. Failure at any level of this procedure to communicate the decision in writing of a grievance within the specified time limits shall permit the aggrieved to proceed to the next level. 5. Each grievance shall be initiated within ten (10) working days after the occurrence of the cause of the complaint. However, if the aggrieved did not become aware of the occurrence until a later date, he/she must then initiate action within ten (10) working days following his/her first knowledge of the cause. In failing to thus initiate action, he/she shall be considered to have abandoned the grievance.
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Grievance Guidelines. Nothing herein shall be constricted as a limitation upon the right of bargaining unit employee/s to present their grievances to the Administration and have them adjusted without the intervention of the Union as long as the adjustment is not inconsistent with the terms of the Agreement and the Union has been given the opportunity to be present as such adjustment.
Sample 1
Grievance Guidelines. A representative of the Union shall have reasonable opportunity to be present at all formal grievance meetings. 16.4.1 Time lines shall be followed unless extended by mutual agreement of the parties. 16.4.2 The Union shall have access to available non-confidential information that is required to process a grievance. 16.4.3 No reprisals of any kind shall be taken by the Employer against any employee for taking action under this Article.
Sample 1
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Grievance Guidelines. 1. The grievant must be present or represented at all steps of the procedure. The grievant may be represented by a person or persons of their choice at any step of the grievance procedure. Should the grievant choose to represent himself/herself, the following requirements shall apply: a. Any employee covered by this Agreement may file a grievance directly and have such grievance adjusted without intervention by the Association, as long as the adjustment is made prior to arbitration and is not inconsistent with the terms of this Agreement. The employee may provide to the Association any copies of the grievance form and any responses by the District, with all accompanying documentation. b. The Association shall be provided copies of any grievances filed by employees directly and any responses by the District, with all accompanying documentation.
Sample 1

Related to Grievance Guidelines

  • Grievance Policy While Acacia University endeavors to maintain a congenial and responsive atmosphere for its students conducive with its educational purposes, it recognizes that from time to time, misunderstandings and disagreements may arise during the course of a student’s enrollment. In response to this situation, Acacia University has established procedures to resolve problems and ensure fair adjudication of student rights. Initially, disagreements, complaints, misunderstandings, and grievances can be resolved by the University by using informal discussion, exchanges, persuasion, and other informal procedures. It is the intent of this policy to maximize these informal procedures so long as such measures prove effective. The formal procedure provisions of this policy should be set in motion only when the informal procedures prove to be or manifestly will be ineffective. It is expected that the great majority of cases will continue to be handled in accordance with informal procedures. If a student feels that he or she has been treated unfairly or unjustly by an employee, online mentor, instructor, or professor with regard to an academic process such as grading, testing, or assignments, the student must submit a written statement of the grievance, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (xxxxxxxxxxxxxx@xxxxxx.xxx), who is the final authority on all academic matters. If a student has a grievance on the basis of race, color, gender, religion, age, marital status, national origin, physical disability, veteran’s status, any other basis prohibited by applicable US federal, state, or local laws or any other matter, the student must submit a written statement, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (xxxxxxxxxxxxxx@xxxxxx.xxx). The student’s grievance will be assessed within 30 days. If the complaint cannot be resolved after exhausting the institution’s grievance procedure, the student may file a complaint with the Arizona State Board for Private Postsecondary Education. The student must contact the State Board for further details. The State Board address is: 0000 X. Xxxxx, Ste. 3008 Phoenix, AZ 85007 Direct Line (000) 000-0000 Fax (000) 000-0000 Website: xxx.xxxxxx.xxx Students who are or were students of Acacia University and who believe that the school, or anyone representing the school, has acted unlawfully, have the right to file a complaint with the accrediting commission: Distance Education Accrediting Commission (DEAC) 0000 00xx Xxxxxx XX, Xxxxx 000 Washington, DC 20036 Website: xxx.xxxx.xxx DEAC has an “Online Complaint System” that enables individuals to file a complaint directly from the DEAC website. The complaint form may be found at xxx.xxxx.xxx (select “Contact Us” and select the link in the left-hand column). All complaints should be submitted using this form. For those who cannot access the Internet, written complaints will be accepted provided they include the complainant’s name and contact information and a release from the complainant(s) authorizing the Commission to forward a copy of the complaint, including identification of the complainant(s) to the institution. Where circumstances warrant, the complainant may remain anonymous to the institution, but all identifying information must be given to DEAC. Written complaints must contain the following: the basis of any allegation of noncompliance with DEAC standards and policies; all relevant names and dates and a brief description of the actions forming the basis of the complaint; copies of any available documents or materials that support the allegations; a release authorizing the Commission to forward a copy of the complaint, including identification of the complaint(s) to the institution. In cases of anonymous complaints or where the complainant requests for his/her name to be kept confidential, the Commission considers how to proceed and whether the anonymous complaint sets forth reasonable and credible information that an institution may be in violation of the Commission’s standards and whether the complainant’s identity is not necessary to investigate.

  • General Guidelines Conduct yourself in a responsible manner at all times in the laboratory.

  • HIV/AIDS Model Workplace Guidelines Grantee will: a. implement the System Agency’s policies based on the Human Immunodeficiency Virus/Acquired Immunodeficiency Syndrome (HIV/AIDS), AIDS Model Workplace Guidelines for Businesses at xxxx://xxx.xxxx.xxxxx.xx.xx/hivstd/policy/policies.shtm, State Agencies and State Grantees Policy No. 090.021. b. educate employees and clients concerning HIV and its related conditions, including AIDS, in accordance with the Texas. Health & Safety Code §§ 85.112-114.

  • Applicable Guidelines The Sentencing Guidelines to be considered in this case are those in effect at the time of sentencing. The following statements regarding the calculation of the Sentencing Guidelines are based on the Guidelines Manual currently in effect, namely the November 2011 Guidelines Manual.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • Hot Weather Guidelines For the purposes of site based discussions regarding the need to plan and perform work during expected periods of hot weather, the following issues shall be considered in conjunction with proper consideration of Occupational Health and Safety issues.

  • Compliance Policies and Procedures To assist the Fund in complying with Rule 38a-1 of the 1940 Act, BBH&Co. represents that it has adopted written policies and procedures reasonably designed to prevent violation of the federal securities laws in fulfilling its obligations under the Agreement and that it has in place a compliance program to monitor its compliance with those policies and procedures. BBH&Co will upon request provide the Fund with information about our compliance program as mutually agreed.

  • Ordering Guidelines and Processes 1.13.1 For information regarding Ordering Guidelines and Processes for various Network Elements, Combinations and Other Services, PLI should refer to the “Guides” section of the BellSouth Interconnection Web site, which is incorporated herein by reference, as amended from time to time. The Web site address is: http//xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx/. 1.13.2 Additional information may also be found in the individual CLEC Information Packages, which are incorporated herein by reference, as amended from time to time, located at the “CLEC UNE Products” Web site address: xxxx://xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx/guides/html/unes.html. 1.13.3 The provisioning of Network Elements, Combinations and Other Services to PLI’s Collocation Space will require cross-connections within the central office to connect the Network Element, Combinations or Other Services to the demarcation point associated with PLI’s Collocation Space. These cross-connects are separate components that are not considered a part of the Network Element, Combinations or Other Services and, thus, have a separate charge pursuant to this Agreement.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

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