Grievance Processing. Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no xxxxxxx need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.
Grievance Processing. Disciplinary action is subject to the grievance procedure set forth in Section 9.2. Grievances relating to oral and written reprimands may be processed only through the Grievance Resolution Panel of the grievance procedure set forth in Section 9.3 and are not subject to arbitration.
Grievance Processing. No paid release time shall be used by Local 1 representatives for grievance investigation or preparation. An authorized Local 1 representative and the grievant shall be released from their regular work duties, with pay, where resolution meetings are scheduled by management during their working hours.
Grievance Processing. Whenever practicable, the processing of grievances shall be handled during the university's regular work day. ASF Members who are required to participate in the processing of such grievances shall not be subject to a loss of wages for doing so; however, the number of ASF Members who may participate without loss of wages shall be limited to a maximum of three (3), inclusive of ASF Members who are representatives and/or officers of the Association.
Grievance Processing. No Employee or Council representative shall leave his work assignment to investigate, file or process grievances without first securing permission of his supervisor. In the event of a grievance, the Employee shall always perform his assigned work task and grieve his complaint later, unless the Employee reasonably believes that the assignment endangers his safety.
Grievance Processing. STEP 1: Any grievance shall be discussed with the employee's immediate supervisor. If the issue is not resolved at the supervisor's level within fifteen (15) working days from the day of presentation, the issue may be processed to the second step. If the department head is the immediate supervisor, the grievance shall be in writing and contain the information specified in Step 2 below.
STEP 2: If the grievance is not resolved at Step 1 of this procedure, then the grievance may be filed with the appointing authority or designee. The grievance must be in writing and must be filed within twelve (12) days of the response from Step 1 or from the date when such response was due. The grievance must state: (1) the specific rule or regulation which is alleged to have been violated; (2) the statement of facts comprising the violation: (3) the requested remedy. The appointing authority, or designee shall have fifteen (15) working days in which to investigate the issues and respond in writing to the grievance. NOTE: If the immediate supervisor, in Step 1 of this process, is the appointing authority or designee, Step 2 may be bypassed; however, the grievance must be in writing as specified above.
STEP 3: Within twelve (12) days of the receipt of the written response or date when the written response was due from the appointing authority or designee, the employee or representative may file the grievance with the County Administrator or designee. The grievance must be in writing and contain the information specified in Step 2 above. The County Administrator or designee shall have twenty-five (25) days from receipt of the grievance in which to investigate the grievance and issue a written response.
STEP 4: Within twelve (12) days of receipt of the Step 3 response, or from the date when written response was due, the grievant or representative may appeal in writing, to the Civil Service Commission. The Commission, at its next regular meeting, shall take the request under advisement and may schedule a hearing if requested as soon as practicable. Following any hearing, the Commission shall issue written findings and decisions which shall be final and binding. All grievances shall be presented and acted upon in a timely manner. However, with the mutual consent of the parties, the time limitation for any step may be extended.
Grievance Processing. The grievant and the POA Site Representative shall be entitled to process a grievance with no loss of pay or benefits.
Grievance Processing. Grievances shall be presented in writing to the designated Management Representative on a mutually agreed upon form, or by written memo, signed and dated by the grievant(s), indicating that it is a grievance. Receipt of such memo begins the time period for the Employer’s response. Prior to the scheduled meeting with management at each step of the grievance procedure, the grievant, if scheduled to attend the grievance conference, and his/her Union Representative, if a member of the Bargaining Unit, shall be permitted a reasonable amount of time, not to exceed one-half (½) hour for consultation and preparation for such grievance meetings. Any pay provided by the Employer for grievance processing is governed by Civil Service rules and regulations. In the UIA, nothing in this Section shall prohibit the continuation of present practices in regard to preparation for grievance conferences. Requests for time under this provision shall include the identification of the grievance for which preparation time is being requested and the estimated period of time necessary for such preparation. Overtime for participation in the grievance procedure is not authorized. The Employer is not responsible for any travel or subsistence expenses incurred by grievants, witnesses, or Stewards in participating in the grievance procedure. However, if the Employer requires a meeting location other than the grievant’s scheduled work site, that location will be mutually-agreeable between the parties. No employee shall leave his/her workstation without first requesting and receiving approval of the immediate supervisor. Approval for and scheduling grievance meetings shall not be unreasonably denied. Failure of the Employer to answer a grievance within the prescribed time limits shall result in the grievance being appealed to the next step of the grievance procedure providing the Union notifies the designated Management Representative at that next step within fifteen
Grievance Processing. 1. Step 1. Grievances shall be initiated within thirty (30) calendar days of the time the aggrieved or the Association knows or by reasonable diligence should have known of the alleged grievance. Grievances shall be reduced in writing, stating the specific Article(s) alleged to have been violated and clear explanation of the alleged violation sufficient to allow processing of the grievance. Grievances shall be submitted on the form identified as the Official Statement of Grievance Form (Appendix C). Teachers shall informally pursue resolution of the grievance with their immediate supervisor outside the bargaining unit during this time. The aggrieved, with or without the Association representation, shall submit the grievance to his/her immediate excluded educational supervisor. If the on-site supervisor is not the immediate educational supervisor then a grievance shall be submitted to both the educational supervisor and the on-site supervisor. The final decision shall rest with the educational supervisor within the time limits. The supervisor shall respond in writing within fourteen (14) calendar days from the receipt of the grievance, unless the grievance was filed prior to a scheduled vacation period, in this event, an extension may be requested, per Section C.6.
2. Step 2. If the grievance is not settled in Section C.1. (Step 1), the grievance shall be submitted to the Agency Head or designee in writing within fourteen (14) calendar days from the receipt of the supervisor's response. The Agency Head or designee shall respond in writing to the grievance within fourteen (14) calendar days from the receipt of the grievance.
3. Step 3. If the grievance is not resolved at the Agency (Step 2), the Association may file the grievance with the Labor Relations Unit of the Department of Administrative Services within fourteen (14) calendar days after receiving the response from the Agency. The Labor Relations Unit shall respond to the grievance within fourteen (14) calendar days.
Grievance Processing. Except as otherwise expressly permitted or agreed to by the administration, it is understood that the investigation and processing of the grievance shall be transacted outside of the teacher’s normal duty hours. It is further understood that such processing of the grievance shall not interfere with normal school operations nor involve members of the teaching staff during normal classroom and extra duty assignments.
