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GRIEVANCE PROCEDURE 33 Sample Clauses

GRIEVANCE PROCEDURE 33Section 16.1. - Scope 33 Section 16.2. - Election of Remedies. 34 Section 16.3. - Time Limitations. 34 Section 16.4. - Procedural Steps. 35 Section 16.5. - Other Conditions. 36 Section 17.1. - Administrative Discovery 36 Section 17.2. - Composition of Hearing Boards. 36 Section 17.3. - Final Decision. 37 Section 17.4Criminal Charges. 37 Section 17.5. – Disciplinary Matrix 37 Section 18.1. - Employee Access. 37 Section 18.2. - Removal of Information. 37 Section 18.3. - Employee Additions. 37 Section 24.1. – Auto Vehicle Locator (AVL). 40 Section 25.1. - No Strikes. 40 Section 25.2. - No Lockouts. 41 EXHIBIT A – MEMORANDUM 92-02 44 EXHIBIT B – FY10-FY11 SALARY SCALE EFFECTIVE 07-01-2009 45 EXHIBIT C – FMLA PROVISIONS 46 EXHIBIT DHEALTH INSURANCE 49 EXHIBIT E – APPEALS EXTRACT 50 EXHIBIT F – ADM-34 SUBSTANCE ABUSE POLICY 55 EXHIBIT GPOLICE RETIREMENT BENEFIT 62 This AGREEMENT, made this 1st day of July 2009, between Xxxxxx County, Maryland, hereinafter referred to as the “County”, and “XXXXX Xxxxx 00", hereinafter referred to, as the "Union" shall be effective as of July 1, 2009.
GRIEVANCE PROCEDURE 33. Section 8.01 Definitions 33 Section 8.02 Union Grievance 33 Section 8.03 Level I - Informal 33 Section 8.04 Level II – Formal 34 Section 8.05 Level III 34 Section 8.06 Level IV 35 Section 8.07 Level V – Arbitration 35 Section 8.08 General Provisions 35 Section 9.01 AFSCME Deductions 37 Section 9.02 Maintenance of Membership 37 Section 9.03 Records 37 Section 9.04 Indemnification 38 Section 9.05 Union Stewards 38 Section 9.06 Release Time 38 Section 9.07 Access to Work Location 39 Section 9.08 Shift Changes For Union Meetings 39 Section 9.09 Union/Management Meetings 39 Section 9.10 Bulletin Boards 40 Section 9.11 New Employee Orientation 40 Section 10.01 Personnel Files 41 Section 10.02 Safety Program 41 Section 10.03 Separability 42 Section 10.04 Peaceful Performance of City Services 42 Section 10.05 Direct Deposit and Electronic Pay Advice 42 Section 10.06 Failure to Maintain Driver’s License 42 Section 10.07 Overpayments, Recovery and Underpayments 43 Section 10.08 Duration and Implementation 43
GRIEVANCE PROCEDURE 33Section 1. Definition of a Grievance 33 Section 2. Grievance Procedure 33 Section 3. Disclosure 34 Section 4. Release Time 34 Section 5. Arbitrator's Authority 35
GRIEVANCE PROCEDURE 33Section 1. Definitions 33 Section 2. General Provisions 33 Section 3. Procedure 34 CONTRACTS - FULL-TIME FACULTY 35 Section 1. Full-time Faculty Contract Defined 35 Section 2. Counselor Contract Defined 35 Section 3. Librarian Contract Defined 35 Section 4. Assigned and unassigned time 35 Section 5. Probationary and Full Status Contracts 36 Section 6. Contract Supplementals 36 Section 7. Temporary Contract 36 Section 8. Annual Contract for Experimental Programs 36 TRACK PLACEMENT AND COMPENSATION - FULL-TIME FACULTY 37 Section 1. Initial Hiring and Track Placement 37 Section 2. Basic Salary Schedules 38 Section 3. Salary Payments - General Provisions 38 Section 4. Compensation - Contract Supplements 39
GRIEVANCE PROCEDURE 33Section 16.1 Definition 33 Section 16.2 Informal Procedure 33 Section 16.3 Formal Procedure 33 Section 16.4 Representation 34 Section 16.5 Association Rights 34 Section 16.6 Procedures 34 ARTICLE 17 TRANSFER OF PREVIOUS EXPERIENCE 35
GRIEVANCE PROCEDURE 33. Section A. General. 33 Section B. Grievance Steps 36 Section C. Panel Selection and Administration 39 Section D. Time Limits 40 Section E. Retroactivity 41 Section F. Exclusive Procedure 41 Section G. Processing Grievances 41 Section H. Documents and Witnesses 42 Section I. State Employer 43 Section A. Purpose 44 Section B. Representation 45 Section C. Scheduling 46 Section D. Pay Status of Union Representatives 46 Section E. State Employer 47 Section F. Response to Labor-Management Meetings 47 Section G. Labor-Management Council 47
GRIEVANCE PROCEDURE 33. A. Definition of a Grievance 33 B. Timeliness of a Grievance 33 C. Grievance Procedure 33 ARTICLE 31 DISCIPLINE 35 A. Pre-Action Due Process 35 B. Disciplinary Appeals 36 ARTICLE 32 PERSONNEL FILES 37 ARTICLE 33 JOB DESCRIPTIONS 37 ARTICLE 34 ADMINISTRATIVE CODE AND PERSONNEL RULES AND REGULATIONS 38 ARTICLE 35 SAVINGS CLAUSE 38 EXHIBIT “A”: LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION EXHIBIT “B”: SALARY SCHEDULES AND MATRICES FOR TERM OF CONTRACT The Supervisors Association of Xxxxxxx Hills (hereinafter referred to as “SUP”), a formally recognized employee organization, representing all its members within the Supervisors Association (hereinafter referred to as "Employees"), and duly authorized representatives of the management of the City of Xxxxxxx Hills (hereinafter referred to as "the City"), have met and conferred in good faith, freely exchanging information, opinions and proposals, and have reached the following agreement (hereinafter referred to as “MOU” or “agreement”) on matters within the scope of representation. A list of all of the classifications represented by the SUP is attached to this MOU as Exhibit A. Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:

Related to GRIEVANCE PROCEDURE 33

  • 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.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • GRIEVANCE PROCEDURE & ARBITRATION 6.1 In this Article a grievance shall consist only of a dispute concerning the interpretation and application of any clause in this Agreement, alleged violations of the Agreement, and alleged abuses of discretion by supervision in the treatment of employees. If any question arises as to whether a particular dispute is, or is not a grievance, within the meaning of these provisions, the question may be taken up through the Grievance Procedure and determined if necessary, by Arbitration. There shall be an xxxxxxx effort on the part of both parties, to settle such grievance promptly, through the following steps: (a) By conference between the aggrieved employee, Xxxxxxx and Xxxxxxx. Such conference to be held within five (5) working days (Saturdays, Sundays and General Holidays excluded) and the Xxxxxxx shall give his answer within five (5) working days (Saturdays, Sundays and General Holidays excluded) of the presentation of the grievance to him/her. (b) Failing settlement as in (a) by the Xxxxxxx and the Xxxxxxx, the Xxxxxxx may ask the Xxxxxxx to make an appointment with the Manager in an effort to reach a settlement. It shall be the responsibility of the Xxxxxxx and the Xxxxxxx to submit a written report to the Manager. (c) If a grievance is not settled after making every endeavour in procedures outlined in (a) and (b), it shall be referred to the General Manager. (d) Should the parties fail to reach satisfactory settlement in the preceding steps, the final settlement of the grievance must be submitted to a Board of Arbitration as outlined below. In the event that the Company has a grievance, the Manager or General Manager shall endeavour to settle the matter with the Xxxxxxx and in the event of failure, shall deal with an official of the Union. Before submitting the grievance to arbitration, the dispute may, by mutual agreement, be brought to the attention of a Joint Grievance Committee, established for his purpose by the Company and by the Local Unions. The Joint Grievance Committee will render a decision unless it is deadlocked which shall be final and binding and have the same judicial powers as a Board of Arbitration established under the following provisions. The Joint Grievance Committee shall be comprised of two (2) persons, one (1) of whom shall be selected from Management and one (1) from the Local Unions. It is understood that in the selection of the representatives the Company must name a representative from another Company must name a representative from another Company and the Union must name a representative from another Local Union. It is further agreed that in the event that any Joint Grievance Committee is unable to render a majority decision, the grieving party must within fourteen (14) calendar days of the date the Joint Grievance Committee declares a dead-lock, unless they wish to withdraw the grievance, proceed to Arbitration as outlined in Article 6, section 6.2.