Grievance Procedure Formal. (Step 2) If an agreement was not reached in 28.2 Grievance Procedure - Informal process, the grievance shall be reduced to writing and the formal process of the Grievance will be followed as specified in the steps below.
Grievance Procedure Formal. If an agreement is not reached in the Informal Process in 28.2, the grievance shall be reduced to writing within three (3) business days following the date of the informal meeting with the immediate supervisor. The grievance must be submitted to the Director of Human Resources on an officially agreed upon grievance form, available from the Human Resources Office. The Director of Human Resources will review the grievance and immediately notify the immediate supervisor of receipt of formal grievance from the ESP member. The aggrieved ESP member and the supervisor must each provide a written presentation of the facts to the Director of Human Resources within seven (7) business days from the date of the formal submission of the grievance form to the Director of Human Resources. The format of the presentation must be clear and precise. The ESP member must identify the violation of the Agreement, complaint, and/or dispute in detail. If a conference is called under this step by the Director of Human Resources, the aggrieved member may be accompanied by an ESP member and the supervisor by another administrator.
Grievance Procedure Formal. Step 1 Should the verbal decision(s) of the immediate supervisor not be acceptable, the grievor(s) or the Union shall submit the grievance in writing to the Immediate Supervisor within ten (10) working days of the reply from the informal discussion. The Immediate Supervisor shall make every effort to reach a mutually satisfactory solution and shall give a decision within ten (10) working days in writing of the filing of the grievance.
Grievance Procedure Formal. The Director of Human Resources will schedule a conference of the ESP member, supervisor, and Grievance Committee and will advise the participants in writing/email of the time and place of the conference. The conference will consist of a Grievance Committee consisting of: Director of Human Resources Two (2) impartial Administrators (one chosen by the College and one chosen by ESP) ESP Team Leader or Designee Two (2) ESP Members (one chosen by the College and one chosen by ESP) One Faculty Member (chosen by the Director of Human Resources) The conference will occur within seven (7) business days of received of the written formal grievance. The aggrieved member, the supervisor and other employees may also be called on for verbal clarification. The Director of Human Resources shall communicate the College team decision in writing to the aggrieved member and the supervisor within seven (7) business days from the date of the conference.
Grievance Procedure Formal. (ref. Policy 1152) If a grievance affects an individual or a group, that individual or group may file a grievance. If the Association wishes to file a grievance in behalf of its members, such grievance shall be filed by the president of the Association or the president’s representative. In this procedure, should the grievant be a member, the Association Grievance Chairperson shall be informed as stated below. Release of information to all employees concerning a grievance must be approved by both parties involved. Time limits have been established within which each step of the grievance procedure must be completed. Established time limits prescribed in each step of the grievance procedure may be extended by mutual agreement of the parties involved. Special consideration of time periods will be given to grievances extending into recess periods. While both parties may maintain files of grievances and dispositions thereof, the District shall not make any entry or file papers in the personnel file of any employee involved in a grievance except as may be required to implement the disposition of the case. After a two-year time limit, the formal records of the grievance will be destroyed. Grievance decisions which have system-wide implication should be communicated to the total staff in an impersonal manner. If indicated by the findings, it may be necessary to initiate, revise, or clarify District policy. New Information In case new information is introduced by the grievant subsequent to the completion of any step in the grievance procedure, the grievance shall be directed to the Assistant Superintendent for Human Resource Services who will assign the grievance to the step where such information would have been pertinent had it been known. The grievance shall proceed according to the procedure.
Grievance Procedure Formal. 1. Step One: Principal Level
Grievance Procedure Formal. A. Level One - School Principal
Grievance Procedure Formal
