Common use of Grievance Process Clause in Contracts

Grievance Process. The objective of this process is to promote open and continuous communication regarding concerns in the workplace and recommendations for improving the quality of work life. This process is established on the premise of trust and mutual respect and is to be used for determining “what’s right” NOT “who’s right”. To facilitate this process, the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing within fifteen (15) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitration.

Grievance Process. Step 1 A grievance shall be submitted on the Union’s Grievance Form to People & Culture. This must occur within ten (10) days after the circumstances giving rise to the grievance having originated or ought to have reasonably known to have occurred. The objective nature of this process is the grievance, the remedy sought and the section(s) of the agreement which are alleged to promote open and continuous communication regarding concerns be violated must be set out in the workplace and recommendations for improving the quality of work lifegrievance. This process is established on the premise of trust and mutual respect and is to be used for determining “what’s right” NOT “who’s right”. To facilitate this process, the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing within fifteen (15) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented submitted within ten (10) days of the circumstances giving rise to the Administrative Services Director. The grievance having originated or ought to have reasonably known to have occurred, the grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedydeemed settled. Within ten (10) working days of receipt, a step 1 meeting shall be scheduled with the Grievor, the Grievor’s Manager, Director/Vice President, the Union Xxxxxxx. The Union Chair (or designate) may attend at the Grievior’s request. WoodGreen will deliver their decision in writing within ten (10) days of the step 1 meeting. Failing settlement, the next step of the grievance may be advanced to Step 2. Step 2 The Union may advance the grievance by submitting Union’s Grievance Form to People & Culture within ten (10) days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and AssociationWoodGreen’s response at Step 1. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted advanced within fifteen ten (1510) working days after receipt of the Step 1 response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedygrievance is deemed withdrawn. Within ten (10) working days of receipt of the written notice to advance the grievance, the City Administrator a Step 2 meeting shall meet be scheduled with the employee and Association representative. Within fifteen Grievor, the Union Chair (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (threedesignate), the Association Director/Vice President and People & Culture. The Union Representative and the Manager to whom the Grievor reports may attend the meeting. The Union may formally request the Manager to whom the Grievor reports to attend the meeting. WoodGreen will deliver their decision in writing within ten (10) days of the Step 2 meeting. Failing settlement, either party may submit a request for the matter to arbitration to within ten (10) days after the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitration2 response.

Grievance Process. (a) An employee who has a complaint shall first present it verbally within twenty-four (24) hours to the Supervisor concerned and, if he so desires, may be accompanied by his representative Shop Xxxxxxx.The objective Supervisor shall, after careful review and/or investigation, give his answer verbally within twenty-four (24) hours. A Shop Xxxxxxx may take up a complaint and act on behalf of this process an aggrieved employee in accordance with the above if the aggrieved employee is to promote open on layoff and/or otherwise absent from his place of work. In the event an employee is being considered for disci- plinary action such employee may be placed on Indefinite Suspension Pending Investigation, with pay, however, a Union official will be in- formed in advance, and continuous communication regarding concerns in the workplace and recommendations for improving the quality of work life. This process is established on the premise of trust and mutual respect and is will also be invited to be used for determining “what’s right” NOT “who’s right”present with the em- ployee at that time. To facilitate this processIn the event that an employee is about to be formally sus- pended or discharged he may meet with the Personnel and Industrial Relations Department, which meeting shall be arranged within a twenty four (24) hour period (during normal working hours). Such shall be accompanied by the union business agent or in place their designated representative. In cases of discharge or formal suspension, the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing within fifteen (15) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted taken up within fifteen five (155) working days after receipt from the date of discharge or formal suspension and processed to conclusion as rapidly as possible. In the response at Step 1. Such appeal shall event it should be in writing and shall set forth decided under the specific contract provision alleged terms of this agreement that an employee has suffered an injustice with regard to have been violatedthe discharge or for- mal suspension, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, Company shall meet with reinstate the employee and Associationpay full compensation at the employee’s regular rate for time lost. Within fifteen (15) working days thereafter, A letter to employee’s file disclaiming charge and a written decision shall be provided by the Administrative Services Director copy sent to the grievant and Association representativeUnion. STEP 3: EmployeeIn cases where an employee claims they were not hired properly or claims unjust lay-off, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted filed within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (455) working days from the date of the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitratoralleged breach and processed to conclusion as rapidly as possible. In the event that it should be decided under the parties cannot agree on an arbitratorterms of this Agreement that this claim is justified, Federal Mediation and Conciliation Service (FMCS)that the employee has some injustice, the Public Employment Relations Commission (PERC) or some other agreed upon source Company shall be requested to submit a list of eleven (11) arbitrators from which rehire the arbitrator shall be selected by alternately striking one (1) name from employee in ques- tion and compensate the list until only one (1) name shall remain. The decision of employee for the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitrationtime lost.

Grievance Process. The objective Paramed is planning on introducing a new Human Resources Information System during the life of this process is to promote open and continuous communication regarding concerns in the workplace and recommendations for improving the quality of work lifecollective agreement. This process is established on the premise of trust and mutual respect and is Paramed expects there to be used for determining “what’s right” NOT “who’s right”minor administrative adjustments that will not negatively impact membership or violate the collective agreement. To facilitate this processIt is understood, however, that with a transfer from one system to another that it is possible we will experience higher than normal volume of administrative errors. In an effort to have these issues expediently resolved, the levels below should Union and the Employer will develop a process outside the grievance articles of the Collective Agreement for these issues to be followed logged and dealt with in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient a timely manner. STEP 1: Employee, Association President The parties agree to use this process and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing within fifteen (15) working days of not the occurrence or Association knowledge thereofgrievance process for matters relating to this system implementation. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member a matter remains unresolved for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within longer that ten (10) working days of receipt business days, either party may initiate the appropriate steps of the written grievance, the Administrative Services Director, shall meet with the employee and Associationgrievance process. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall This agreement will be in writing and shall set forth the specific contract provision alleged to have been violated, the reason place for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name year from the list until only one date of initial implementation, as this will be a phased implementation. LETTER OF UNDERSTANDING Between: PARAMED HOME HEALTH CARE SAULT STE. XXXXX (1Hereinafter referred to as the "Employer") name shall remainAnd: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as the "Union") RE: NEW SYSTEM IMPLEMENTATION – JOB POSTING Paramed is planning on introducing a new Human Resources Information System (HRIS) during the life of this collective agreement, which includes an Applicant Tracking System (ATS). The decision Once the new system is live, job postings will be posted on the ATS and applicants will be required to submit applications directly through the ATS, and not by the means detailed in the collective agreement (e.g.:” in writing”). Any collective agreement requirements regarding notifying employees of job postings and notifying applicants of the arbitrator shall successful candidates will be rendered as expeditiously as possible carried out by the ATS, and shall not by the means detailed in the collective agreement (e.g. via bulletin boards and email), The Union and employees will be final provided with adequate notice and binding upon both parties. The parties shall each pay their own costs employees will be provided with training to ensure proper use and attorney’s fees and each shall pay one‐half understanding of the cost of new system. LETTER OF UNDERSTANDING Between: PARAMED HOME HEALTH CARE SAULT STE. XXXXX (Hereinafter referred to as the service of "Employer") And: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as the arbitrator and of any other joint costs of the arbitration."Union")

Grievance Process. Step 1 Grievance Presented in Writing to Administrator Within thirty (30) calendar days after the employee knew or reasonably should have known of the cause of any grievance, an employee having a grievance, with the optional assistance of a Union representative, shall present it in writing to the Facility Administrator or authorized designee. The objective written grievance shall contain all of the following pertinent information: • The specific Article(s) of this process is Agreement alleged to promote open and continuous communication regarding concerns have been violated; • A brief factual description of how the specific language of the identified Section(s) has been violated; • The date of each alleged violation of the identified Section(s); • The specific remedy requested for each alleged violation (i.e., if possible, describe how the grievant will be "made whole in every way"); • The reason the response in the workplace previous step is not satisfactory when appealing a grievance to the next step; and recommendations for improving The names of the quality grievant(s) and union representatives presenting the grievance. Violations of work lifeother contract Sections cannot be alleged after the written grievance has been submitted and accepted by the other party. This process is established on The Union representative and the premise of trust and mutual respect and is administrator shall arrange a mutually agreeable date to be used for determining “what’s right” NOT “who’s right”. To facilitate this process, the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing meet within fifteen (15) working calendar days from the Administrator’s receipt of the occurrence or Association knowledge thereofgrievance to review and, where possible, attempt to settle the matter. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and The Administrator shall provide copies a written response to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the written grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working calendar days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If following the grievance is not settled at Step 2, it may be presented to the City Administratormeeting. The grievance shall be submitted within fifteen (15) working days after receipt of Step 1 response will settle the response at matter unless appealed to Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the The written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall response will be provided to the grievant or Association representative by employee and the City Administratorunion representative. STEP 4: Arbitration Procedure: If the grievance canUnion has requested information from the Employer to which it is legally entitled and the Employer has not be resolved at Step 3 (three), the Association may submit a request for arbitration responded to the Administrative Services Director or City Administrator within forty‐ five information request at least seventy-two (4572) working days from hours before the date scheduled Step 1 grievance meeting, then the decision was rendered at Step 3. The parties may Union shall have the option of postponing the hearing to a mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitrationagreeable date.

Grievance Process. The objective NOTIFICATION: When a dispute arises relative to the administration of the provisions of this process Agreement, the employee and/or Union Xxxxxxx must complete a mutual gains issue form and submit it to the appropriate supervisor for signature no later than thirty (30) calendar days after the grievance first arises. The time period shall start from the first day the Company can show that the Union or an employee affected by the Company's action knew or should have known of the situation. It is to promote open and continuous communication regarding concerns in the workplace and recommendations for improving best interest of both parties to keep the quality of work lifesame Xxxxxxx involved from start to finish. This process is established on The Company will make a reasonable effort to use the premise of trust and mutual respect and is same Xxxxxxx throughout the process. The time limitations may be extended to be used for determining “what’s right” NOT “who’s right”accommodate this provision. To facilitate this At each step in the process, the levels below should be followed in sequence unless inappropriate for Union shall officially sign off on the circumstances. Some issues may necessitate meeting more than once mutual gains issue and grievance forms, verifying that their interests have been satisfied or to pursue resolution at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient mannerthe next step. STEP 1: Employee, Association President ONE (MUTUAL GAINS MEETING - SUPERVISOR): The supervisor shall schedule a meeting with the grievant and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing xxxxxxx within fifteen seven (157) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working calendar days of receipt of the written grievancemutual gains issue form. The grievant and the supervisor will define interests and work on resolving the issue in a manner satisfying those interests. If the issue is not resolved at step one (1), the Administrative Services Director, mutual gains issue form may be referred by the Union to the next level of supervision within three (3) calendar days of the step one (1) meeting. STEP TWO (MUTUAL GAINS MEETING - LEVEL II SUPERVISION): The next level of supervision shall meet schedule a meeting with the employee grievant, xxxxxxx, and Association. Within fifteen STEP THREE (15MUTUAL GAINS HEARING): The level II supervisor shall schedule a hearing with the grievant, xxxxxxx, supervisor, and official Union and Human Resources representatives (HR Partner and Senior Labor Relations Consultant) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen seven (157) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working calendar days of receipt of the written grievance, the City Administrator shall meet with the employee mutual gains issue form. Witnesses will be designated to testify and Association representative. Within fifteen (15) working days thereafter, a written decision related evidence shall be provided to the grievant or Association representative submitted. Those in attendance shall discuss possible remedies, which will be implemented upon final approval by the City Administratorofficial Union and Labor Relations representatives. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the This joint decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both on all parties. The If, at the conclusion of step three (3), the two (2) parties are unable to resolve the issue, the grievance shall each pay their own costs be reduced to writing on the grievance report form, citing the Article and/or section of this Agreement which has been allegedly violated, and attorney’s fees the Company shall sign, date, and each shall pay one‐half acknowledge receipt of the cost of the service of the arbitrator and of any other joint costs of the arbitrationsuch grievance.

Grievance Process. The objective A grievance is a complaint by (1) a bargaining unit Member, or (2) a group of bargaining unit Members, or (3) the Union about any working condition including, but not limited to a violation, misinterpretation or misapplication of any provision of this process is Agreement, the District’s Rules and Regulations, District Policies, Labor Management Agreements, or past practices. Employees of the District who are subject to promote open and continuous communication regarding concerns discipline in the workplace form of reprimands, suspensions (with or without pay), demotion, and/or discharge, shall have a right to Due Process in the resolution of any employment actions taken. Actions taken by the District shall not be arbitrary, capricious or unreasonable. All grievances shall be settled in the following manner: Step One Should a Member, group of Members, or the Union believe that the District, or a District representative, has taken a violative action, said grievant(s) shall informally discuss the event with their immediate supervisor, or other District officer with the ability to adjust the grievance as appropriate, as soon as is practicable. The grievant(s) shall provide the supervisor or officer with an explanation of the grievance, the foundation of the alleged violation, and recommendations for improving the quality remedy sought within (15) calendar days of work lifethe event. This process is established on Xxxxxxxxx shall have the premise of trust and mutual respect and is right to be used for determining “whatassisted by a Union representative, if so requested, during this discussion. In all cases, grievants shall notify the Union in writing of the alleged grievance as well as the time, date and location of any and all grievance proceedings. Step Two In the event that the grievant’s right” NOT “who’s right”. To facilitate immediate supervisor or officer does not satisfactorily resolve the grievance in Step One of this processprocedure, the levels below should grievant(s) shall reduce the grievance to writing and shall state: the section (or sections) of this Agreement, Rule/Regulation, Policy, and/or past practice which is alleged to have been violated; an explanation of the grievance in detail, including dates, actions, and such other information necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the remedy sought. Grievances shall be followed submitted to the Shop Xxxxxxx for review who shall then forward the grievance to the Union Grievance Committee for review. Should the Committee determine that a grievance may exist, they shall return the grievance to the Shop Xxxxxxx with their recommendation for further action. Should the Committee determine that no grievance exists, the grievant may either accept the Committee’s finding, in sequence unless inappropriate for which case the circumstancesmatter shall be considered closed, or they may seek an appeal with the IAFF Local 2665 3rd District Vice-President, or designee, who may confirm or overrule the decision of the Committee. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will If no grievance is found to exist, the Member is entitled to submit their concern as a complaint to be addressed by JLM, however no additional action shall be otherwise required by the District or the Union. Step Three Grievances submitted for further action in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will Step Two shall be submitted in writing by the Shop Xxxxxxx or Union Grievance Committee Chair to the employee’s immediate supervisor, Battalion Chief, Deputy Chief, or the Assistant Chief, as appropriate and upon the advice of the Shop Xxxxxxx, within fifteen (15) working calendar days of the occurrence or Association knowledge thereof. If unresolved, date upon which the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies grievant(s) could reasonably have been expected to know of such action giving rise to the Department Head and Executive Board Member for Step 2grievance. STEP 2: Employee, Association and Administrative Services Director Procedure: If The officer or supervisor receiving the grievance is not resolved at Step 1, it may be presented to shall arrange a meeting on the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt next duty day of the response aggrieved employee(s), or at Step 1an otherwise mutually agreeable time, for the purpose of considering the matter and attempting to adjust the grievance. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a A written decision shall be provided by issued within five (5) calendar days of the Administrative Services Director meeting and delivered to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (threegrievant(s), the Association may submit a request for arbitration to Shop Xxxxxxx and any Grievance Committee members who were present at the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitrationmeeting.

Grievance Process. A Personal Grievance shall be initiated by the Employee as follows: Level I If an Employee wishes to pursue a Personal Grievance, the Employee and/or Union Representative shall advise the Employee’s manager or designate that they wish to initiate a Level I grievance. The objective Employee and/or the Union representative will discuss the subject of this process is the proposed grievance with the Employee’s manager or designate within fourteen (14) calendar days of the date upon which the subject of the grievance, in an attempt to promote open and continuous communication regarding concerns in resolve the workplace and recommendations for improving matter. The manager or designate first level classified supervisor will provide a response to the quality of work life. This process is established on Employee and/or Union Representative within seven (7) calendar days from when the premise of trust and mutual respect and is proposed grievance was discussed; Level II If the Employee continues to be used for determining “what’s right” NOT “who’s right”. To facilitate this processdissatisfied, he should submit the levels below should be followed in sequence unless inappropriate for the circumstances. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted grievance in writing within fifteen fourteen (1514) working days of receiving the occurrence or Association knowledge thereof. If unresolvedresponse from Level I, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt state the general nature of the response at Step 1. Such appeal shall be grievance, the Articles in writing and shall set forth the specific contract provision Collective Agreement alleged to have been violatedbreached and the redress or the remedy sought. The Director, in consultation with Human Resources, will hear the reason for dissatisfaction matter and include will respond in writing to the proposed remedyGrievor within seven (7) calendar days; Level III If the Union does not accept the decision of the Department Director, they may request in writing within seven (7) days of receiving the Department Directors decision that the Chief Commissioner review the grievance. Within The Chief Commissioner shall hear the matter within ten (10) working days and will advise the Union of his decision in writing within fourteen (14) days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee hearing; The Chief Commissioner may designate an Associate Commissioner to hear and Association. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: decide on Level III grievances; If the grievance is not settled at Step 2as a result of the Chief Commissioner’s decision, it the Union may be presented refer the matter to arbitration pursuant to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Labour Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitrationCode.

Grievance Process. The objective A grievance is a complaint by (1) a bargaining unit Member, or (2) a group of bargaining unit Members, or (3) the Union about any working condition including, but not limited to a violation, misinterpretation or misapplication of any provision of this process is Agreement, the District’s Rules and Regulations, District Policies, Labor Management Agreements, or past practices. Employees of the District who are subject to promote open and continuous communication regarding concerns discipline in the workplace form of reprimands, suspensions (with or without pay), demotion, and/or discharge, shall have a right to Due Process in the resolution of any employment actions taken. Actions taken by the District shall not be arbitrary, capricious or unreasonable. All grievances shall be settled in the following manner: Step One Should a Member, group or Members, or the Union believe that the District, or a District representative, has taken a violative action, said grievant(s) shall informally discuss the event with their immediate supervisor, or other District officer with the ability to adjust the grievance as appropriate, as soon as is practicable. The grievant(s) shall provide the supervisor or officer with an explanation of the grievance, the foundation of the alleged violation, and recommendations for improving the quality remedy sought within (15) calendar days of work lifethe event. This process is established on Xxxxxxxxx shall have the premise of trust and mutual respect and is right to be used for determining “whatassisted by a Union representative, if so requested, during this discussion. In all cases, grievants shall notify the Union in writing of the alleged grievance as well as the time, date and location of any and all grievance proceedings. Step Two In the event that the grievant’s right” NOT “who’s right”. To facilitate immediate supervisor or officer does not satisfactorily resolve the grievance in Step One of this processprocedure, the levels below should grievant(s) shall reduce the grievance to writing and shall state: the section (or sections) of this Agreement, Rule/Regulation, Policy, and/or past practice which is alleged to have been violated; an explanation of the grievance in detail, including dates, actions, and such other information necessary to a full investigation of the facts and circumstances giving rise to the grievance; and the remedy sought. Grievances shall be followed submitted to the Shop Xxxxxxx for review who shall then forward the grievance to the Union Grievance Committee for review. Should the Committee determine that a grievance may exist, they shall return the grievance to the Shop Xxxxxxx with their recommendation for further action. Should the Committee determine that no grievance exists, the grievant may either accept the Committee’s finding, in sequence unless inappropriate for which case the circumstancesmatter shall be considered closed, or they may seek an appeal with the IAFF Local 2665 3rd District Vice-President, or designee, who may confirm or overrule the decision of the Committee. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will If no grievance is found to exist, the Member is entitled to submit their concern as a complaint to be addressed by JLM, however no additional action shall be otherwise required by the District or the Union. Step Three Grievances submitted for further action in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will Step Two shall be submitted in writing by the Shop Xxxxxxx or Union Grievance Committee Chair to the employee’s immediate supervisor, Battalion Chief, Deputy Chief, or the Assistant Chief, as appropriate and upon the advice of the Shop Xxxxxxx, within fifteen (15) working calendar days of the occurrence or Association knowledge thereof. If unresolved, date upon which the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies grievant(s) could reasonably have been expected to know of such action giving rise to the Department Head and Executive Board Member for Step 2grievance. STEP 2: Employee, Association and Administrative Services Director Procedure: If The officer or supervisor receiving the grievance is not resolved at Step 1, it may be presented to shall arrange a meeting on the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt next duty day of the response aggrieved employee(s), or at Step 1an otherwise mutually agreeable time, for the purpose of considering the matter and attempting to adjust the grievance. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a A written decision shall be provided by issued within five (5) calendar days of the Administrative Services Director meeting and delivered to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (threegrievant(s), the Association may submit a request for arbitration to Shop Xxxxxxx and any Grievance Committee members who were present at the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitrationmeeting.

Grievance Process. The objective NOTIFICATION: When a dispute arises relative to the administration of ------------ the provisions of this process is agreement, the employee and/or Union xxxxxxx must complete a mutual gains issue form and submit it to promote open and continuous communication regarding concerns the appropriate supervisor for signature no later than thirty (30) calendar days after the grievance first arises. The time period shall start from the first day the Company can show that the Union or an employee affected by the Company's action knew or should have known of the situation. At each step in the workplace and recommendations for improving the quality of work life. This process is established on the premise of trust and mutual respect and is to be used for determining “what’s right” NOT “who’s right”. To facilitate this process, the levels below should be followed in sequence unless inappropriate for Union shall officially sign off on the circumstances. Some issues may necessitate meeting more than once mutual gains issue and grievance forms, verifying that their interests have been satisfied or to pursue resolution at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient mannerthe next step. STEP 1: Employee, Association President ONE (MUTUAL GAINS MEETING - SUPERVISOR): The supervisor shall ------------------------------------------- schedule a meeting with the grievant and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing xxxxxxx within fifteen seven (157) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 1. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working calendar days of receipt of the written grievancemutual gains issue form. The grievant and the supervisor will define interests and work on resolving the issue in a manner satisfying those interests. If the issue is not resolved at step one (1), the Administrative Services Director, mutual gains issue form may be referred by the Union to the next level of supervision within three (3) calendar days of the step one (1) meeting. STEP TWO (MUTUAL GAINS MEETING - LEVEL II SUPERVISION): The next ----------------------------------------------------- level of supervision shall meet schedule a meeting with the employee grievant, xxxxxxx, and Association. Within fifteen supervisor within seven (157) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working calendar days of receipt of the written grievancemutual gains issue form. The grievant and supervision will define interests further and work on resolving the issue at this level. If they are unable to satisfy interests, the City Administrator Union may request a formal hearing within three (3) calendar days of the step two (2) meeting. STEP THREE (MUTUAL GAINS HEARING): The level II supervisor shall meet -------------------------------- schedule a hearing with the employee grievant, xxxxxxx, supervisor, and Association representativeofficial Union and Employee Relation representatives within seven (7) calendar days of receipt of the mutual gains issue form. Within fifteen (15) working days thereafter, a written decision Witnesses will be designated to testify and related evidence shall be provided to the grievant or Association representative submitted. Those in attendance shall discuss possible remedies, which will be implemented upon final approval by the City Administratorofficial Union and Employee Relation representatives. STEP 4: Arbitration Procedure: If the grievance cannot be resolved at Step 3 (three), the Association may submit a request for arbitration to the Administrative Services Director or City Administrator within forty‐ five (45) working days from the date the This joint decision was rendered at Step 3. The parties may mutually agree on the selection of an arbitrator. In the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS), the Public Employment Relations Commission (PERC) or some other agreed upon source shall be requested to submit a list of eleven (11) arbitrators from which the arbitrator shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered as expeditiously as possible and shall be final and binding upon both on all parties. The If, at the conclusion of step three (3), the two (2) parties are unable to resolve the issue, the grievance shall each pay their own costs be reduced to writing on the grievance report form, citing the Article and/or section of this agreement which has been allegedly violated, and attorney’s fees the Company shall sign, date, and each shall pay one‐half acknowledge receipt of the cost of the service of the arbitrator and of any other joint costs of the arbitrationsuch grievance.

Grievance Process. Step I Meeting and Information Provided The objective College Official shall arrange a meeting within fourteen (14) days after receiving the grievance to permit the employee and a Local Union Representative the opportunity of making representations in support of the grievance. The College Official shall ensure that the current Position Description Form (PDF), as per Article is provided at least five (5) days prior to the meeting. At the meeting, the employee must first indicate in writing whether is in agreement with the PDF and if not what specific disagreements has with it. A discussion to resolve any differences shall then take place. At this process is to promote open and continuous communication regarding concerns in the workplace and recommendations for improving the quality of work life. This process is established meeting, following discussion on the premise of trust and mutual respect and is to be used for determining “what’s right” NOT “who’s right”. To facilitate this processPDF, the levels below should be followed both parties will exchange, in sequence unless inappropriate writing, core point rating by factor for the circumstancesposition in dispute. Some issues may necessitate meeting more than once at any particular level or obtaining information from additional sources. Each level will be addressed in an expedient manner. STEP 1: Employee, Association President and First line Supervisor/Department Head Procedure: Grievances will be submitted in writing within fifteen College Decision Within fourteen (1514) working days of the occurrence or Association knowledge thereof. If unresolved, the Supervisor/Department Head and Association Representative will document the circumstances in writing and provide copies to the Department Head and Executive Board Member for Step 2. STEP 2: Employee, Association and Administrative Services Director Procedure: If the grievance is not resolved at Step 1, it may be presented to the Administrative Services Director. The grievance shall be submitted within fifteen (15) working days after the receipt of the response at Step 1. Such appeal shall be in writing and shall set forth core point rating by factor from the specific contract provision alleged to have been violatedUnion, the reason for dissatisfaction and include the proposed remedyCollege Official shall give decision in writing. Within ten (10) working days of receipt of the written grievance, the Administrative Services Director, shall meet with the employee and Association. Within fifteen (15) working days thereafter, a written decision shall be provided by the Administrative Services Director to the grievant and Association representative. STEP 3: Employee, Association and City Administrator Procedure: If the grievance It is not settled at Step 2, it may be presented to the City Administrator. The grievance shall be submitted within fifteen (15) working days after receipt of the response at Step 2. Such appeal shall be in writing and shall set forth the specific contract provision alleged to have been violated, the reason for dissatisfaction and include the proposed remedy. Within ten (10) working days of receipt of the written grievance, the City Administrator shall meet with the employee and Association representative. Within fifteen (15) working days thereafter, a written decision shall be provided to the grievant or Association representative by the City Administrator. STEP 4: Arbitration Procedure: If understood that the grievance cannot be proceed further until the core point rating by factor and the specific disagreements on the PDF, if any, have been received by the College Official, in writing from the Union. Referral to Arbitration After Step Where the grievance has not been resolved at Step 3 (three)I but there is agreement concerning the PDF, the Association matter may submit a request for arbitration be referred directly to Arbitration by notice in writing given to the Administrative Services Director or City Administrator College within forty‐ five fourteen (4514) working days from of the date the should have received the College's decision was rendered under Step The matter will be referred to a single arbitrator as provided in Article Step II Where the grievance has not been resolved and where the is not in agreement with the PDF, then shall refer the grievance in writing to the President of the College within fourteen (14) days of the date received or should have received the decision. The President or designee shall convene a meeting concerning the grievance within fourteen (14) days of the presentation, at which the shall have an opportunity to be present. The President or designee shall give decision in writing, within fourteen (14) days following the meeting. Referral to Arbitration After Step II Where the grievance has not been resolved at Step 3II the matter may be referred to Arbitration by notice in writing given to the College within fourteen (14) days of the date the should have received the College's decision under Step II. The parties may mutually agree on matter will be referred to a single arbitrator as provided in Article On mutualwritten agreement signed by the selection of an arbitrator. In Local Union and the event the parties cannot agree on an arbitrator, Federal Mediation and Conciliation Service (FMCS)College, the Public Employment Relations Commission (PERC) or some other agreed upon source matter shall be requested referred to submit a list of eleven (11) arbitrators from which an Arbitration Board as provided under Article Expedited Arbitration Where the arbitrator grievance has not been resolved, it shall be selected by alternately striking one (1) name from the list until only one (1) name shall remain. The decision of the arbitrator shall be rendered proceed as expeditiously as possible and shall be final and binding upon both parties. The parties shall each pay their own costs and attorney’s fees and each shall pay one‐half of the cost of the service of the arbitrator and of any other joint costs of the arbitration.herein provided: