Common use of GRIEVANCE PROCEDURE 8 Clause in Contracts

GRIEVANCE PROCEDURE 8. 01 a) It is the mutual desire of the parties hereto that complaints of employees shall be dealt with as quickly as possible and it is generally understood that an employee has no grievance until he has first given to the xxxxxxx or supervisor, an opportunity of dealing with the complaint. The settlement, resolution or withdrawal of complaints or grievances prior to referral to arbitration, expedited arbitration or mediation shall not constitute a precedent or be used as a precedent in future cases by either the Company or the Union and shall be without prejudice to the position of either party. b) If a grievance is not settled at the expiration of time limits as set out in Article 8, the Union may then advance the grievance to the next step in the outlined procedure, except that this will not apply to grievances extended by mutual agreement. Step 1 Before the Union submits a grievance, the employee shall, within twenty-one (21) days of the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint, request a meeting with his Immediate Supervisor at which meeting he will provide the details of the complaint. A xxxxxxx will accompany the employee at the meeting. If there is no xxxxxxx on shift from his department, he may request a xxxxxxx from another area. The meeting will be scheduled by the Company. The Parties’ stated preference is for the meeting to be held on the earliest convenient day on which the said meeting’s participants are at work at the same time, but said meeting in any event must take place within twenty- one (21) days in accordance with the foregoing paragraph, except where the employee requested the meeting on the twentieth (20th) or twenty-first (21st) day after the date on which the employee became or reasonably ought to have become aware of the circumstances giving rise to the complaint, in which case the Company will have two (2) days, from the date on which the request is made, to arrange for and hold the meeting. a) If the outcome of the meeting referred to in 8.02 is not satisfactory to the employee concerned, or if the Company failed to arrange for and hold the meeting referred to in 8.02, and the Union wishes to advance the matter, the xxxxxxx will record the employee’s complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by hand. From that point on, the complaint will be referred to as a grievance. The grievance must be submitted to the Company within seven (7) days following the date of the meeting referred to in 8.02, however, in no circumstances may the Union submit a grievance beyond the twenty-eighth (28th) day after the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint. b) Where the Union wishes to advance a group grievance or discipline grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the group grievance or discipline grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by hand or email. c) Upon the submission of a grievance, the Company must arrange for a meeting between a representative appointed from the Company, supervisor, xxxxxxx and a Negotiating/Grievance Committeeman to discuss the grievance, such meeting to be held at the earliest convenient day on which the said meeting's participants are at work at the same time, but in any event within fourteen (14) days of the submission of the grievance. The appointed representative shall have full authority to resolve the grievance. The Union President shall be notified in writing of the name of the appointed representative for each area.If the xxxxxxx’x or Negotiating/Grievance Committeeman's scheduled shifts do not overlap within fourteen (14) days of the submission of the grievance, either the xxxxxxx or the Negotiating/Grievance Committeeman will attend the meeting on an overtime basis. The appointed representative will give his reply, in writing, within two (2) days after the said meeting has been held. a) If the appointed representative’s reply referred to in 8.03(c) is not satisfactory to the Union, or if the appointed representative, failed to reply, and the Union wishes to advance the matter, the Union may submit a request for disclosure of relevant information to the Human Resources Department by hand or email. The request for disclosure of information must be accompanied by a non-prejudicial outline of the Union’s argument, the purpose of which is to assist the Company in its determination of what constitutes relevant information. The request for disclosure and accompanying argument outline must be submitted to the Human Resources Department within seven (7) days following the meeting referred to in 8.03(c). b) Where the Union wishes to advance a policy grievance or discharge grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the policy grievance or discharge grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the Human Resources Department by hand or email. c) Both parties must, within fourteen (14) days of either the request for disclosure referred to in 8.04(a) or the submission of a policy grievance or discharge grievance referred to in 8.04(b), provide the other party with all relevant information in that party’s control. Each party agrees to make best efforts to provide adequate disclosure within fourteen (14) days of the other party’s request for disclosure.

GRIEVANCE PROCEDURE 8. 01 a) It is the mutual desire of the parties hereto that complaints of employees shall be dealt with as quickly as possible and it is generally understood that an employee has no grievance until he has first given to the xxxxxxx or supervisor, an opportunity of dealing with the complaint. The settlement, resolution or withdrawal of complaints or grievances prior to referral to arbitration, expedited arbitration or mediation shall not constitute a precedent or be used as a precedent in future cases by either the Company or the Union and shall be without prejudice to the position of either party. b) If a grievance is not settled at the expiration of time limits as set out in Article 8, the Union may then advance the grievance to the next step in the outlined procedure, except that this will not apply to grievances extended by mutual agreement. Step 1 Before the Union submits a grievance, the employee shall, within twenty-one (21) days of the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint, request a meeting with his Immediate Supervisor at which meeting he will provide the details of the complaint. A xxxxxxx will accompany the employee at the meeting. If there is no xxxxxxx on shift from his department, he may request a xxxxxxx from another area. The meeting will be scheduled by the Company. The Parties’ stated preference is for the meeting to be held on the earliest convenient day on which the said meeting’s participants are at work at the same time, but said meeting in any event must take place within twenty- one (21) days in accordance with the foregoing paragraph, except where the employee requested the meeting on the twentieth (20th) or twenty-first (21st) day after the date on which the employee became or reasonably ought to have become aware of the circumstances giving rise to the complaint, in which case the Company will have two (2) days, from the date on which the request is made, to arrange for and hold the meeting. a) If the outcome of the meeting referred to in 8.02 is not satisfactory to the employee concerned, or if the Company failed to arrange for and hold the meeting referred to in 8.02, and the Union wishes to advance the matter, the xxxxxxx will record the employee’s complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by hand. From that point on, the complaint will be referred to as a grievance. The grievance must be submitted to the Company within seven (7) days following the date of the meeting referred to in 8.02, however, in no circumstances may the Union submit a grievance beyond the twenty-eighth (28th) day after the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint. b) Where the Union wishes to advance a group grievance or discipline grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the group grievance or discipline grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by hand or email. c) Upon the submission of a grievance, the Company must arrange for a meeting between a representative appointed from the Company, supervisor, xxxxxxx and a Negotiating/Grievance Committeeman to discuss the grievance, such meeting to be held at the earliest convenient day on which the said meeting's participants are at work at the same time, but in any event within fourteen (14) days of the submission of the grievance. The appointed representative shall have full authority to resolve the grievance. The Union President shall be notified in writing of the name of the appointed representative for each area.. If the xxxxxxx’x or Negotiating/Grievance Committeeman's scheduled shifts do not overlap within fourteen (14) days of the submission of the grievance, either the xxxxxxx or the Negotiating/Grievance Committeeman will attend the meeting on an overtime basis. The appointed representative will give his reply, in writing, within two (2) days after the said meeting has been held. a) If the appointed representative’s reply referred to in 8.03(c) is not satisfactory to the Union, or if the appointed representative, failed to reply, and the Union wishes to advance the matter, the Union may submit a request for disclosure of relevant information to the Human Resources Department by hand or email. The request for disclosure of information must be accompanied by a non-prejudicial outline of the Union’s argument, the purpose of which is to assist the Company in its determination of what constitutes relevant information. The request for disclosure and accompanying argument outline must be submitted to the Human Resources Department within seven (7) days following the meeting referred to in 8.03(c). b) Where the Union wishes to advance a policy grievance or discharge grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the policy grievance or discharge grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the Human Resources Department by hand or email. c) Both parties must, within fourteen (14) days of either the request for disclosure referred to in 8.04(a) or the submission of a policy grievance or discharge grievance referred to in 8.04(b), provide the other party with all relevant information in that party’s control. Each party agrees to make best efforts to provide adequate disclosure within fourteen (14) days of the other party’s request for disclosure.

GRIEVANCE PROCEDURE 8. 0101‌ a) It is the mutual desire of the parties hereto that complaints of employees shall be dealt with as quickly as possible and it is generally understood that an employee has no grievance until he has first given to the xxxxxxx or supervisor, an opportunity of dealing with the complaint. The settlement, resolution or withdrawal of complaints or grievances prior to referral to arbitration, expedited arbitration or mediation shall not constitute a precedent or be used as a precedent in future cases by either the Company or the Union and shall be without prejudice to the position of either party. b) If a grievance is not settled at the expiration of time limits as set out in Article 8, the Union may then advance the grievance to the next step in the outlined procedure, except that this will not apply to grievances extended by mutual agreement. Step 1 Before the Union submits a grievance, the employee shall, within twenty-one (21) days of the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint, request a meeting with his Immediate Supervisor at which meeting he will provide the details of the complaint. A xxxxxxx will accompany the employee at the meeting. If there is no xxxxxxx on shift from his department, he may request a xxxxxxx from another area. The meeting will be scheduled by the Company. The Parties’ stated preference is for the meeting to be held on the earliest convenient day on which the said meeting’s participants are at work at the same time, but said meeting in any event must take place within twenty- twenty-one (21) days in accordance with the foregoing paragraph, except where the employee requested the meeting on the twentieth (20th) or twenty-first (21st) day after the date on which the employee became or reasonably ought to have become aware of the circumstances giving rise to the complaint, in which case the Company will have two (2) days, from the date on which the request is made, to arrange for and hold the meeting. a) If the outcome of the meeting referred to in 8.02 is not satisfactory to the employee concerned, or if the Company failed to arrange for and hold the meeting referred to in 8.02, and the Union wishes to advance the matter, the xxxxxxx will record the employee’s complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by handhand or to the Company by facsimile transmission. From that point on, the complaint will be referred to as a grievance. The grievance must be submitted to the Company within seven (7) days following the date of the meeting referred to in 8.02, however, in no circumstances may the Union submit a grievance beyond the twenty-eighth (28th) day after the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint. b) Where the Union wishes to advance a group grievance or discipline grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the group grievance or discipline grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor Company by hand or emailfacsimile transmission. c) Upon the submission of a grievance, the Company must arrange for a meeting between a representative appointed from the Companyan Area Manager, supervisor, xxxxxxx and a Negotiating/Grievance Committeeman to discuss the grievance, such meeting to be held at the earliest convenient day on which the said meeting's participants are at work at the same time, but in any event within fourteen (14) days of the submission of the grievance. The appointed representative shall have full authority to resolve the grievance. The Union President shall be notified in writing of the name of the appointed representative for each area.If the xxxxxxx’x or Negotiating/Grievance Committeeman's scheduled shifts do not overlap within fourteen (14) days of the submission of the grievance, either the xxxxxxx or the Negotiating/Grievance Committeeman will attend the meeting on an overtime basis. If the xxxxxxx or Negotiating/Grievance Committeeman or their delegates do not attend the said meeting, the grievance will be deemed to be withdrawn. The appointed representative Area Manager will give his reply, in writing, within two (2) days after the said meeting has been held. a) If the appointed representativeArea Manager’s reply referred to in 8.03(c) is not satisfactory to the Union, or if the appointed representativeArea Manager, or his designate, failed to reply, and the Union wishes to advance the matter, the Union may submit a request for disclosure of relevant information to the Human Resources Department Company by hand or emailfacsimile transmission. The request for disclosure of information must be accompanied by a non-prejudicial outline of the Union’s argument, the purpose of which is to assist the Company in its determination of what constitutes relevant information. The request for disclosure and accompanying argument outline must be submitted to the Human Resources Department Company within seven (7) days following the meeting referred to in 8.03(c). b) Where the Union wishes to advance a policy grievance or discharge grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the policy grievance or discharge grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the Human Resources Department Company by hand or emailfacsimile transmission. c) Both parties must, within fourteen (14) days of either the request for disclosure referred to in 8.04(a) or the submission of a policy grievance or discharge grievance referred to in 8.04(b), provide the other party with all relevant information in that party’s control. Each party agrees to make best efforts to provide adequate disclosure within fourteen (14) days of the other party’s request for disclosure. Step 3 A Union/Management Committee will be composed of the Union Negotiating/Grievance Committee and at least two (2) Company representatives and will convene on the second (2nd) Thursday of every month. All outstanding grievances that have completed a progression through the preceding steps as outlined in this Article at least seven (7) days prior to the monthly Union/Management Committee meeting will be discussed by the Union/Management Committee on the second (2nd) Thursday of every month. If the Union Negotiating/Grievance Committee fail or refuse to discuss any grievance that is before the Union/Management Committee, such grievances will be deemed to be withdrawn. If the Company representatives fail or refuse to discuss any grievance that is before the Union/Management Committee, such grievances will be deemed to be accepted by the Company. The Company representatives will give the Company’s reply to the grievances discussed at the Union/Management Committee meeting within fourteen (14) days of that meeting.

GRIEVANCE PROCEDURE 8. 01 a) It is the mutual desire of the parties hereto that complaints of employees shall be dealt with as quickly as possible and it is generally understood that an employee has no grievance until he has first given to the xxxxxxx or supervisor, an opportunity of dealing with the complaint. The settlement, resolution or withdrawal of complaints or grievances prior to referral to arbitration, expedited arbitration or mediation shall not constitute a precedent or be used as a precedent in future cases by either the Company or the Union and shall be without prejudice to the position of either party. b) If a grievance is not settled at the expiration of time limits as set out in Article 8, the Union may then advance the grievance to the next step in the outlined procedure, except that this will not apply to grievances extended by mutual agreement. Step 1 Before the Union submits a grievance, the employee shall, within twenty-one (21) days of the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint, request a meeting with his Immediate Supervisor at which meeting he will provide the details of the complaint. A xxxxxxx will accompany the employee at the meeting. If there is no xxxxxxx on shift from his department, he may request a xxxxxxx from another area. The meeting will be scheduled by the Company. The Parties’ stated preference is for the meeting to be held on the earliest convenient day on which the said meeting’s participants are at work at the same time, but said meeting in any event must take place within twenty- twenty-one (21) days in accordance with the foregoing paragraph, except where the employee requested the meeting on the twentieth (20th) or twenty-first (21st) day after the date on which the employee became or reasonably ought to have become aware of the circumstances giving rise to the complaint, in which case the Company will have two (2) days, from the date on which the request is made, to arrange for and hold the meeting. a) If the outcome of the meeting referred to in 8.02 is not satisfactory to the employee concerned, or if the Company failed to arrange for and hold the meeting referred to in 8.02, and the Union wishes to advance the matter, the xxxxxxx will record the employee’s complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor by handhand or to the Company by facsimile transmission. From that point on, the complaint will be referred to as a grievance. The grievance must be submitted to the Company within seven (7) days following the date of the meeting referred to in 8.02, however, in no circumstances may the Union submit a grievance beyond the twenty-eighth (28th) day after the date on which the employee became aware or reasonably ought to have become aware of the circumstances giving rise to the complaint. b) Where the Union wishes to advance a group grievance or discipline grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the group grievance or discipline grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the employee’s immediate supervisor Company by hand or emailfacsimile transmission. c) Upon the submission of a grievance, the Company must arrange for a meeting between a representative appointed from the Companyan Area Manager, supervisor, xxxxxxx and a Negotiating/Grievance Committeeman to discuss the grievance, such meeting to be held at the earliest convenient day on which the said meeting's participants are at work at the same time, but in any event within fourteen (14) days of the submission of the grievance. The appointed representative shall have full authority to resolve the grievance. The Union President shall be notified in writing of the name of the appointed representative for each area.If the xxxxxxx’x or Negotiating/Grievance Committeeman's scheduled shifts do not overlap within fourteen (14) days of the submission of the grievance, either the xxxxxxx or the Negotiating/Grievance Committeeman will attend the meeting on an overtime basis. If the xxxxxxx or Negotiating/Grievance Committeeman or their delegates do not attend the said meeting, the grievance will be deemed to be withdrawn. The appointed representative Area Manager will give his reply, in writing, within two (2) days after the said meeting has been held. a) If the appointed representativeArea Manager’s reply referred to in 8.03(c) is not satisfactory to the Union, or if the appointed representativeArea Manager, or his designate, failed to reply, and the Union wishes to advance the matter, the Union may submit a request for disclosure of relevant information to the Human Resources Department Company by hand or emailfacsimile transmission. The request for disclosure of information must be accompanied by a non-prejudicial outline of the Union’s argument, the purpose of which is to assist the Company in its determination of what constitutes relevant information. The request for disclosure and accompanying argument outline must be submitted to the Human Resources Department Company within seven (7) days following the meeting referred to in 8.03(c). b) Where the Union wishes to advance a policy grievance or discharge grievance, a Union representative must, within fourteen (14) days of the date on which the Union became aware or reasonably ought to have become aware of the circumstances giving rise to the policy grievance or discharge grievance, record the complaint in a grievance form, which will provide details of the complaint and remedy sought, have it dated and signed, and then submitted to the Human Resources Department Company by hand or emailfacsimile transmission. c) Both parties must, within fourteen (14) days of either the request for disclosure referred to in 8.04(a) or the submission of a policy grievance or discharge grievance referred to in 8.04(b), provide the other party with all relevant information in that party’s control. Each party agrees to make best efforts to provide adequate disclosure within fourteen (14) days of the other party’s request for disclosure. Step 3 A Union/Management Committee will be composed of the Union Negotiating/Grievance Committee and at least two (2) Company representatives and will convene on the second (2nd) Thursday of every month. All outstanding grievances that have completed a progression through the preceding steps as outlined in this Article at least seven (7) days prior to the monthly Union/Management Committee meeting will be discussed by the Union/Management Committee on the second (2nd) Thursday of every month. If the Union Negotiating/Grievance Committee fail or refuse to discuss any grievance that is before the Union/Management Committee, such grievances will be deemed to be withdrawn. If the Company representatives fail or refuse to discuss any grievance that is before the Union/Management Committee, such grievances will be deemed to be accepted by the Company. The Company representatives will give the Company’s reply to the grievances discussed at the Union/Management Committee meeting within fourteen (14) days of that meeting.