Grievance Procedure and Time Limits Sample Clauses

Grievance Procedure and Time Limits. 1. An employee's grievance initially shall be discussed with the employee's supervisor. 2. If the grievance is not resolved to the satisfaction of the grievant a formal grievance may be filed on a form provided by the State within: a. Fourteen (14) calendar days after receipt of the decision rendered by the supervisor; or b. Twenty-one (21) calendar days after the date the employee’s duties allegedly changed such that he/she stopped working out of classification or his/her position became misallocated. c. However, under no circumstances may the period in which to bring the grievance be extended beyond the twenty-one (21) calendar days in Item b. above. 3. Out-of-class and misallocation grievances shall be filed with a designated supervisor or manager identified by each department head as the department level of appeal in the usual grievance procedure found in Article 7. 4. The person designated by the department head as the department level of appeal shall respond to the grievance in writing within forty-five (45) calendar days after receipt of the grievance. 5. If the grievant is not satisfied with the decision rendered by the person designated by the department head at the department level of appeal, he/she may appeal the decision in writing within twenty-one (21) calendar days after receipt to the Director of the Department of Personnel Administration. 6. The Director of the Department of Personnel Administration or designee shall respond to the grievance in writing within sixty (60) calendar days after receipt of the appealed grievance. 7. If the grievance is not resolved by the Department of Personnel Administration, the union shall have the right to submit the grievance to arbitration in accordance with Article 7, Section 7.12. 8. Article 7, Section 7.12, “Formal Grievance – Step 5” shall apply to out-of-class and misallocation grievances except as otherwise provided in this section.
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Grievance Procedure and Time Limits. (1) Employees must file written grievances on a form provided by the State within 120 calendar days of when their duties allegedly changed such that they were working out-of-classification or their position became misallocated. (2) Out-of-class and misallocation grievances shall be filed with a designated supervisor or manager identified by each department head as the second level of appeal in the grievance procedure in Article 13. (3) The person designated by the department head as the second level of appeal shall respond to the grievance in writing within 45 calendar days after receipt of the grievance. (4) If the grievant is not satisfied with the decision rendered by the person designated by the department head at the second level of appeal, he/she may appeal the decision in writing within 14 calendar days after receipt to the Director of the Department of Personnel Administration. (5) The Director of the Department of Personnel Administration (DPA) or designee shall respond to the grievance in writing within 60 calendar days after receipt of the appealed grievance. (6) If the grievance is not resolved by DPA, CAPT shall have the right to submit the grievance to arbitration within 30 calendar days following receipt of DPA's decision. (7) Article 13, section 13.1, "Formal grievance -- Step 4" shall apply to out-of-class and misallocation grievances except as otherwise provided in this Section.
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Grievance Procedure and Time Limits. 1. Employees must file written grievances on a form provided by the State within one hundred and twenty (120) calendar days of when their duties allegedly changed such that they were working out-of-classification or their position became misallocated. 2. Out-of-class and misallocation grievances shall be filed with a designated supervisor or manager identified by each department head as the second level of appeal in the grievance procedure in Article 13. 3. The person designated by the department head as the second level of appeal shall respond to the grievance in writing within forty five (45) calendar days after receipt of the grievance. 4. If the grievant is not satisfied with the decision rendered by the person designated by the department head at the second level of appeal, he/she may appeal the decision in writing within fourteen (14) calendar days after receipt to the Director of the Department of Personnel Administration. 5. The Director of the Department of Personnel Administration (DPA) or designee shall respond to the grievance in writing within sixty (60) calendar days after receipt of the appealed grievance. 6. If the grievance is not resolved by DPA, CAPT shall have the right to submit the grievance to arbitration within thirty (30) calendar days following receipt of DPA's decision. 7. Section 13.1 (K)
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Grievance Procedure and Time Limits. 1. An employee's grievance initially shall be discussed with the employee's supervisor. 2. An employee must file a written grievance on a form provided by the State within 120 calendar days of the date when his/her duties allegedly changed such that s/he was working out of classification of his/her position became misallocated. 3. Out-of-class and misallocation grievances shall be filed with a designated supervisor or manager identified by each department head as the third level of appeal in the usual grievance procedure found in Article 6.
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Grievance Procedure and Time Limits. An employee's grievance initially shall be discussed with the employee's supervisor.
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Grievance Procedure and Time Limits 
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Related to Grievance Procedure and Time Limits

  • GRIEVANCE PROCEDURE Section 1. Any bargaining unit member may bring a grievance. The term "grievance" Section 2. Any grievance not filed or advanced within the time limits set forth herein Section 3. Most grievances arise from misunderstanding which should be promptly Section 4. Any grievance which cannot be informally resolved shall be processed only A. STEP ONE 1. A bargaining unit member who believes they have a grievance will reduce their grievance to writing by completing in full the grievance form and presenting such grievance to their supervisor and to the Vice President for Human Resources or a designated Human Resources Representativewithin ten (10) working days after the supervisor's answer in the informal process. The written grievance shall state the specific Article(s) and Section(s) of this Agreement or State law alleged to have been violated, a statement of the relevant facts, and the specificrelief requested. Any supervisor or other administrator designated to hear first level grievances will hold a meeting with the grievant and a designated Union representative within ten (10) working days following submission of the grievance. The grievant shall be given written or e-mail notification of the time and date of the meeting at least one (1) day in advance thereof. 2. Within ten (10) working days after the first step meeting, the supervisor will answer the grievance and return it in writing or by e-mail to the bargaining unit member and the designated Union representative. 3. If the bargaining unit member is not satisfied with the answer, they may appeal said answer by returning the completed grievance form within ten (10) working days of receipt of the answer to the departmental representative and to the Vice President for Human Resources or a designated Human Resources Representative. The grievance shall then proceed to Step Two. B. STEP TWO 1. The Vice President for Human Resources or a designated Human Resources representative and/or other designated administrator, willhold a Step Two meeting within ten (10) working days of receipt of the bargaining unit member's notice of appeal. The grievant shall be given written or e-mail notification of the time and date of the meeting at least one (1) day in advance thereof. 2. The grievant may be represented at this level by the Chief Xxxxxxx, a Xxxxxxx, and/or an officer of the Union. The Chief Xxxxxxx and a Xxxxxxx shall be given time off from work with pay to attend such meeting. If the parties mutually agree, a designated representative may be substituted for either the Chief Xxxxxxx or the Xxxxxxx in those circumstances where the attendance of such representative would be particularly beneficial to the possible-resolution of the grievance under consideration. 3. Within fifteen (15) working days after said meeting, the Vice President for Human Resources or a designated Human Resources representative and/or other designated administrator will give the University's final decision in writing or by e-mail to the designated Union representative and local President. Section 5. In unusual circumstances where a grievance affects a large number of Section 6. If the Union is not satisfied with the University’s Step Two decision, it may Section 7. All fees and expenses of the arbitration shall be borne equally by the 1. the cost of a stenographer or reporter as requested by the arbitrator or either party and the associated transcription costs. If only one (1) party desires a transcript of the proceedings, the total cost for such transcription shall be paid by the party desiring the transcript. If the other party desires a copy, the total cost of such transcription shall be shared equally by both parties; 2. the fees and expenses of the arbitrator used in the case; and 3. the rental of any facilities where the arbitration is conducted. Section 8. The arbitrator shall be requested to submit an accounting for all of their fees or expenses. The arbitrator shall be requested to render their decision as quickly as possible, but in no event later than thirty (30) calendar days after the last day of the hearing. Section 9. Only disputes involving the interpretation, application or alleged violation of a

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity. 8.02 In all steps of this grievance procedure an aggrieved employee, if she so desires may be accompanied by or represented by her Union Representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses' Association may be present at the request of either party. 8.03 Should any dispute arise between the Employer and an employee, or between the Employer and the Union, as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, the employee or Union Representative will bring it to the attention of the immediate supervisor to settle such differences within ten (10) days of the occurrence. If further action is to be taken, then within ten (10) days of the discussion, the employee, who may request the assistance of her Union Representative and/or Labour Relations Officer, shall submit the written grievance to the Administrator or designate. A meeting will be held between the parties within ten (10) days. The Administrator shall give a written decision within ten (10) days of the meeting to the Bargaining Unit President or her designate with a copy to the Labour Relations Officer. Should the Administrator fail to render his decision or failing settlement of any grievance under the foregoing procedure, including any questions as to whether a matter is arbitrable, the grievance may be referred to arbitration by either party. If no written notice of intent to submit the matter for arbitration is received within ten (10) days after the decision under Step No. 1 is received, the grievance shall be deemed to have been settled or abandoned. 8.04 A written grievance will indicate the nature of the grievance and the remedy sought by the grievor. Union grievances shall be set out on the union grievance form. Alternately, the parties may agree to an electronic version of this form and a process for signing. 8.05 Time limits fixed in the grievance and arbitration procedures may be extended only by written, mutual consent of the parties. Should the Employer not respond within the time limit(s) fixed, such failure to respond shall be deemed to be a denial of the grievance. Should a grievance not be submitted within the various time limits specified in this Agreement, unless mutually extended, it shall be considered to have been settled or abandoned.

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