Common use of Grievance Principles Clause in Contracts

Grievance Principles. ‌ (a) All Parties agree that any employee, the Union, or the Employer has a right to file a grievance and that right will not be violated. No Party shall be harassed, penalized, or retaliated against solely for initiating a grievance. (b) The grievant will be granted reasonable administrative time to process the grievance in accordance with Article 3 of the Agreement. (c) A grievance not submitted or advanced by the grievant within the time frames specified for each step will be considered to be withdrawn and will not be subject to further action or review. (d) Any grievance submitted under these procedures shall cite the specific concern and, to the extent known, the date and place of the grieved action or event, who took the action, the applicable section or sections of the Agreement that are alleged to be violated, and the specific remedy being sought. (e) A grievance not responded to within the time limits specified at any step will result in the authority to advance the grievance to the next step within the specified timeframe. (f) Grievances presented at any step, as well as grievance responses, must be hand delivered or submitted electronically, and accompanied by the Grievance Status and Tracking Form included with this Article, which will be posted on the OJP Intranet with reference to the CBA Article on Grievance Procedures. (g) Either Party may request a meeting to discuss and to attempt resolution of the grievance at any step in the process, and both Parties shall make reasonable efforts to make representatives available to settle the grievance. (h) Any issue of grievability or arbitrability must be raised at or before the filing of the final grievance step (or initial request for arbitration) to be valid. (i) Any settlement agreement will be reduced to writing and will be signed by the grievant, the Union and the Employer. The grievance will be considered as being resolved once the terms of the settlement agreement have been effectuated. (j) Settlement offers or discussions will not be used as evidence or referred to in the remaining steps of the grievance process or at arbitration, if the settlement efforts do not result in agreement. Settlement agreements will be considered to pertain only to the circumstances of the individual grievance and will not be precedent setting or used as evidence in any later grievances or other actions. (k) All time limits herein may be extended by mutual agreement of the Parties.

Grievance Principles. ‌ (a) All Parties agree every Employee shall have the right to present a grievance and not be subjected to reprisal because of it. b) a grievance must be filed with the AFT Grievance Committee within ten (10) calendar days after the Employee becomes aware of an alleged violation which provides the basis for the Grievance. Written notification of intent to grieve must be filed with the Superintendent or his/her Designated Representative within twenty (20) calendar days after the Employee becomes aware of an alleged violation which provides the basis for the Grievance. Notwithstanding the above, written notification of intent to grieve must be filed with the Superintendent or his/her Designated Representative in no event later than ninety (90) calendar days after the alleged incident which provides the basis for the Grievance. If the time periods specified herein are not adhered to, said Grievance is void. It is agreed that any employee, all grievance timelines will be waived while school is out of session during the Union, or the Employer has a right summer. Employees wishing to file a grievance and that right during the summer months will not be violateddenied the right to file that grievance once timelines resume when school is back in session. This applies also to those persons who work during the summer months. c) discussions shall be confidential during the procedural stages of the grievance. No Party tape recordings will be made at any step of the procedure, or at any other meeting of the Employee and administrator, unless there has been prior written agreement between the AFT and the administration as to the use, possession, and ultimate disposition of the tapes. d) any Employee who is formally reprimanded, disciplined, or discharged shall have the right of grievance and will be given the option of waiving his/her right to AFT representation. e) the AFT Executive Board has the right to withdraw from any grievance at any level without establishing precedent in which event the grievance shall be harassed, penalized, or retaliated against solely for initiating a grievanceconsidered immediately terminated. This decision shall be communicated in writing to all appropriate parties. (bf) The grievant will be granted reasonable administrative time to process through mutual agreement, any step of the grievance in accordance with Article 3 of procedure may be bypassed and the Agreementgrievance brought directly to the next step. (cg) A grievance not submitted or advanced by the grievant within the through mutual agreement, time frames specified for each step will limits may be considered to be withdrawn and will not be subject to further action or reviewextended at any step. (dh) Any grievance submitted under these procedures shall cite the specific concern and, an administrator’s failure to the extent known, the date and place of the grieved action or event, who took the action, the applicable section or sections of the Agreement that are alleged to be violated, and the specific remedy being sought. (e) A grievance not responded to give a decision within the time limits specified shall permit the grievant to proceed to the next step. i) an Employee’s failure to file his/her grievance, at any step will result in the authority various steps, within the time periods shall be deemed a waiver of his/her right to advance the carry his/her grievance to the next step within the specified timeframestep. (fj) Grievances presented at any step, as well as a grievance responses, must be hand delivered brought to Step One within ten (10) calendar days after the Employee has filed said written notification of intent to grieve with the Superintendent or submitted electronically, and accompanied by the Grievance Status and Tracking Form included with this Article, which will be posted on the OJP Intranet with reference to the CBA Article on Grievance Procedureshis/her Designated Representative. (g) Either Party may request a meeting to discuss and to attempt resolution of the grievance at any step in the process, and both Parties shall make reasonable efforts to make representatives available to settle the grievance. (h) Any issue of grievability or arbitrability must be raised at or before the filing of the final grievance step (or initial request for arbitration) to be valid. (i) Any settlement agreement will be reduced to writing and will be signed by the grievant, the Union and the Employer. The grievance will be considered as being resolved once the terms of the settlement agreement have been effectuated. (j) Settlement offers or discussions will not be used as evidence or referred to in the remaining steps of the grievance process or at arbitration, if the settlement efforts do not result in agreement. Settlement agreements will be considered to pertain only to the circumstances of the individual grievance and will not be precedent setting or used as evidence in any later grievances or other actions. (k) All time limits herein may be extended by mutual agreement of the Parties.

Grievance Principles. ‌ (a) All Parties agree every Employee shall have the right to present a grievance and not be subjected to reprisal because of it. b) a grievance must be filed with the AFT Grievance Committee within ten (10) calendar days after the Employee becomes aware of an alleged xxxxx- tion which provides the basis for the Grievance. Written notification of intent to grieve must be filed with the Superintendent or his/her Designated Representative within twenty (20) calendar days after the Employee becomes aware of an al- leged violation which provides the basis for the Grievance. Notwithstanding the above, writ- ten notification of intent to grieve must be filed with the Superintendent or his/her Designated Representative in no event later than ninety (90) calendar days after the alleged incident which provides the basis for the Grievance. If the time periods specified herein are not adhered to, said Grievance is void. It is agreed that any employee, all grievance timelines will be waived while school is out of ses- sion during the Union, or the Employer has a right summer. Employees wishing to file a grievance and that right during the summer months will not be violateddenied the right to file that grievance once timelines resume when school is back in session. This applies also to those persons who work during the summer months. c) discussions shall be confidential during the proce- dural stages of the grievance. No Party tape recordings will be made at any step of the procedure, or at any other meeting of the Employee and administrator, unless there has been prior written agreement be- tween the AFT and the administration as to the use, possession, and ultimate disposition of the tapes. d) any Employee who is formally reprimanded, disciplined, or discharged shall have the right of grievance and will be given the option of waiving his/her right to AFT representation. e) the AFT Executive Board has the right to withdraw from any grievance at any level without establish- ing precedent in which event the grievance shall be harassed, penalized, or retaliated against solely for initiating a grievanceconsidered immediately terminated. This decision shall be communicated in writing to all appropriate parties. (bf) The grievant will through mutual agreement, any step of the griev- ance procedure may be granted reasonable administrative time to process bypassed and the grievance in accordance with Article 3 of brought directly to the Agreementnext step. (cg) A grievance not submitted or advanced by the grievant within the through mutual agreement, time frames specified for each step will limits may be considered to be withdrawn and will not be subject to further action or reviewextended at any step. (dh) Any grievance submitted under these procedures shall cite the specific concern and, an administrator’s failure to the extent known, the date and place of the grieved action or event, who took the action, the applicable section or sections of the Agreement that are alleged to be violated, and the specific remedy being sought. (e) A grievance not responded to give a decision within the time limits specified shall permit the grievant to proceed to the next step. i) an Employee’s failure to file his/her grievance, at any step will result in the authority various steps, within the time periods shall be deemed a waiver of his/her right to advance the carry his/her grievance to the next step within the specified timeframestep. (fj) Grievances presented at any step, as well as a grievance responses, must be hand delivered brought to Step One within ten (10) calendar days after the Employee has filed said written notification of intent to grieve with the Superintendent or submitted electronically, and accompanied by the Grievance Status and Tracking Form included with this Article, which will be posted on the OJP Intranet with reference to the CBA Article on Grievance Procedureshis/her Designated Representative. (g) Either Party may request a meeting to discuss and to attempt resolution of the grievance at any step in the process, and both Parties shall make reasonable efforts to make representatives available to settle the grievance. (h) Any issue of grievability or arbitrability must be raised at or before the filing of the final grievance step (or initial request for arbitration) to be valid. (i) Any settlement agreement will be reduced to writing and will be signed by the grievant, the Union and the Employer. The grievance will be considered as being resolved once the terms of the settlement agreement have been effectuated. (j) Settlement offers or discussions will not be used as evidence or referred to in the remaining steps of the grievance process or at arbitration, if the settlement efforts do not result in agreement. Settlement agreements will be considered to pertain only to the circumstances of the individual grievance and will not be precedent setting or used as evidence in any later grievances or other actions. (k) All time limits herein may be extended by mutual agreement of the Parties.

Grievance Principles. ‌a. Every Employee shall have the right to present a grievance and not be subjected to reprisal because of it. b. A grievance must be filed with the AFT Grievance Committee within ten (a10) All Parties agree calendar days after the Employee becomes aware of an alleged violation which provides the basis for the grievance. Written notification of intent to grieve must be filed with the Superintendent or his/her Designee within twenty (20) calendar days after the Employee becomes aware of an alleged violation which provides the basis for the grievance. Notwithstanding the above, written notification of intent to grieve must be filed with the Superintendent or his/her Designee in no event later than ninety (90) calendar days after the alleged incident which provides the basis for the grievance. If the time periods specified herein are not adhered to, said grievance is void. It is agreed that any employee, all grievance timelines will be waived while school is out of session during the Union, or the Employer has a right summer. Employees wishing to file a grievance and that right during the summer months will not be violateddenied the right to file that grievance once timelines resume when school is back in session. This applies also to those persons who work during the summer months. c. Discussions shall be confidential during the procedural stages of the grievance. No Party tape recordings will be made at any step of the procedure, or at any other meeting of the Employee and administrator, unless there has been prior written agreement between the AFT and the Administration as to the use, possession, and ultimate disposition of the tapes. d. Any Employee who is formally reprimanded, disciplined, or discharged shall have the right of grievance and will be given the option of waiving his/her right to AFT representation. e. The AFT Executive Board has the right to withdraw from any grievance at any level without establishing precedent in which event the grievance shall be harassed, penalized, or retaliated against solely for initiating a grievanceconsidered immediately terminated. This decision shall be communicated in writing to all appropriate parties. (b) The grievant will be granted reasonable administrative time to process f. Through mutual agreement, any step of the grievance in accordance with Article 3 of procedure may be bypassed and the Agreementgrievance brought directly to the next step. (c) A grievance not submitted or advanced by the grievant within the g. Through mutual agreement, time frames specified for each step will limits may be considered to be withdrawn and will not be subject to further action or reviewextended at any step. (d) Any grievance submitted under these procedures shall cite the specific concern and, h. An administrator’s failure to the extent known, the date and place of the grieved action or event, who took the action, the applicable section or sections of the Agreement that are alleged to be violated, and the specific remedy being sought. (e) A grievance not responded to give a decision within the time limits specified shall permit the grievant to proceed to the next step. i. An Employee’s failure to file his/her grievance, at any step will result in the authority various steps, within the time periods shall be deemed a waiver of his/her right to advance the carry his/her grievance to the next step within the specified timeframestep. (f) Grievances presented at any step, as well as j. A grievance responses, must be hand delivered brought to Step One within ten (10) calendar days after the Employee has filed said written notification of intent to grieve with the Superintendent or submitted electronically, and accompanied by the Grievance Status and Tracking Form included with this Article, which will be posted on the OJP Intranet with reference to the CBA Article on Grievance Procedureshis/her Designee. (g) Either Party may request a meeting to discuss and to attempt resolution of the grievance at any step in the process, and both Parties shall make reasonable efforts to make representatives available to settle the grievance. (h) Any issue of grievability or arbitrability must be raised at or before the filing of the final grievance step (or initial request for arbitration) to be valid. (i) Any settlement agreement will be reduced to writing and will be signed by the grievant, the Union and the Employer. The grievance will be considered as being resolved once the terms of the settlement agreement have been effectuated. (j) Settlement offers or discussions will not be used as evidence or referred to in the remaining steps of the grievance process or at arbitration, if the settlement efforts do not result in agreement. Settlement agreements will be considered to pertain only to the circumstances of the individual grievance and will not be precedent setting or used as evidence in any later grievances or other actions. (k) All time limits herein may be extended by mutual agreement of the Parties.