GRIEVANCE RESOLUTION PROCEDURES Sample Clauses

GRIEVANCE RESOLUTION PROCEDURES. 3 SECTION 1. All grievances of employees of the Police Department or the Association 4 representing members of the Police Department, except civilian employees, shall be 5 processed in accordance with the procedures outlined below. Whenever the word 6 "employee" appears in the grievance procedure, it shall be replaced by the term 7 "grievant". All grievances processed by the Association shall begin at Step 2 of the 8 grievance procedure. A grievance shall consist only of a dispute or disagreement 9 involving the interpretation or application of the terms or provisions of this Agreement, 10 including a complaint involving working conditions established by this Agreement and 11 the application of the Police Department rules and regulations. The grievance procedure 12 shall not apply to departmental operations and proceedings; nor to disciplinary actions, 13 promotional procedures, job classifications, or any other matter contained in Section 14 62.13, Wisconsin Statutes. All matters subject to the provisions of Section 62.13, 15 Wisconsin Statutes, shall be processed in accordance with such statute. All "working 17 Step 1. If an employee has a grievance he/she shall first present and discuss the 18 grievance orally with his/her shift commander, either alone or accompanied by an 19 Association representative. In order to be timely, a grievance must be presented 20 at the Step 1 level within ten (10) working days of knowledge of the 21 circumstances causing the grievance. The shift commander shall have four (4) 22 calendar days to reach a decision and communicate it orally to the employee. 1 Step 2. The grievance shall be considered settled at the Step 1 level, unless 2 within ten (10) working days after the communication of the shift commander's 3 decision, the employee and/or the Association representative shall reduce the 4 grievance to writing and present it to the Chief. Within ten (10) working days, 5 the Chief shall send to the employee and the Association a written answer to the
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GRIEVANCE RESOLUTION PROCEDURES. 5 A. Definitions
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GRIEVANCE RESOLUTION PROCEDURES. Level Two – Regional Grievance Committee
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GRIEVANCE RESOLUTION PROCEDURES. 3 SECTION 1. All grievances of employees of the Police Department or the Association 4 representing members of the Police Department, except civilian employees, shall be 5 processed in accordance with the procedures outlined below. Whenever the word 6 "employee" appears in the grievance procedure, it shall be replaced by the term 7 "grievant". All grievances processed by the Association shall begin at Step 2 of the 8 grievance procedure. A grievance shall consist only of a dispute or disagreement 9 involving the interpretation or application of the terms or provisions of this Agreement, 10 including a complaint involving working conditions established by this Agreement and 11 the application of the Police Department rules and regulations. The grievance procedure 12 shall not apply to departmental operations and proceedings; nor to disciplinary actions, 13 promotional procedures, job classifications, or any other matter contained in Section 14 62.13, Wisconsin Statutes. All matters subject to the provisions of Section 62.13, 15 Wisconsin Statutes, shall be processed in accordance with such statute. All "working 17 Step 1. If an employee has a grievance he/she shall first present and discuss the 18 grievance orally with the command staff member involved, or in their absence, a 19 command staff member, either alone or accompanied by an Association 20 representative. In order to be timely, a grievance must be presented at the Step 1 21 level within ten (10) working days of knowledge of the circumstances causing the
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GRIEVANCE RESOLUTION PROCEDURES. The employee grievance resolution procedures described herein are applicable only to the provisions of this agreement and are intended to provide a process by which disputes pertaining to matters addressed in this agreement may be resolved. Certain matters not covered in this agreement may be grieved through the grievance resolution procedures provided in Board policy.
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GRIEVANCE RESOLUTION PROCEDURES. Any inquiries, complaints or grievances shall be made by contacting Company or Plan Provider. Members should take any question or concern directly to Plan Provider rendering service to resolve the issue immediately. Grievance resolution procedures and appeals processes are outlined in the Health Care Insurer Appeals Process Information Packet included with the Evidence of Coverage. Additional or replacement copies of the Health Care Insurer Appeals Process Information Packet may be obtained by contacting the Company.
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GRIEVANCE RESOLUTION PROCEDURES. The following procedure for the avoidance or resolution of disputes shall apply. The mechanism and procedures for resolving industrial disputes will include, but not be limited to the following: ▪ The employee/s concerned will first meet and confer with their immediate supervisor. The employee/s may appoint another person to act on their behalf including an elected employee representative. Where an elected employee representative is involved he/she shall be allowed the necessary time during working time to raise the issue with the supervisor and reasonably confer with a person that may assist them in representation. ▪ If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. ▪ If the matter remains unresolved the employer may refer it to a more senior level of management and the employee may invite a representative to be involved in the discussions. ▪ In the event there is no agreement to refer the matter to a more senior level or it is agreed that such a reference would not resolve the matter the parties should jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the matter. Throughout all stages of the procedure all relevant facts must be clearly identified and recorded in writing. Sensible time limits must be allowed for completion of the various stages of discussion. The parties must co-operate to ensure that the grievance resolution procedure is carried out as quickly as possible. Whilst the parties are attempting to resolve the matter the parties will continue to work in accordance with the Agreement and their contract of employment, unless the employee has a reasonable concern about an imminent risk to his or her health or safety. Whilst these processes are being followed the parties shall be committed to avoid stoppages of work, lockouts or other bans or limitations on the performance of work and the company shall ensure that all practices applied during the operation of the procedure are in accordance with safe working practices and consistent with established custom and practice at the enterprise. The types of disputes that may be referred to the Australian Industrial Relations Commission include, but are not limited to the following: (i) Disputes over the application of the agreement or interpretation of the terms of the agreement which affect an employee, a group of employees, or all employees cov...
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GRIEVANCE RESOLUTION PROCEDURES. In many circumstances grievances can be dealt with on an informal level. Should the informal process fail or either party request the formal process then the procedure set out below is to be followed. The aim of this procedure is to resolve grievances in the workplace at the level at which they occur, in a timely manner. The procedures also aim to afford natural justice to ensure that both parties have the right to seek advice and reply to allegations. Confidentiality is a vital aspect of any resolution. All parties should be advised that they should not publish or make available, information about the grievance to persons who have no legitimate right to receive it. Both the grievant and the respondent may request advice and assistance from their relevant union. The union representative may be present at any stage of the proceedings. Step 1 Where the staff member(s) has a grievance then the matter should be brought to the attention of the section head as soon as practicable. The staff member should outline the substance of the issue and state the solution sought. This information should be recorded and signed by the grievant. Step 2 The section head will advise the respondent of the nature of the grievance and the solution sought. The respondent will be allowed five (5) days in which to provide an oral or written response. If the response is acceptable to the grievant and the section head, then matter will be closed. If the respondent denies the substance of the grievance, then an investigation of the matters raised maybe necessary. This investigation will seek relevant information from a range of sources. The seriousness of the complaint will shape the formality of the investigation. The outcome of the investigation and the recommended solution will be reported by the General Manager to both the grievant and the respondent. This solution may include mediation by a trained mediator who may help the parties reach an agreeable resolution. Step 3 If the matter is not resolved by the process outlined in steps 1 or 2, then it may be referred to the appropriate outside body. Examples of outside bodies might include the Industrial Relations Commission or the Anti-discrimination Board.
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GRIEVANCE RESOLUTION PROCEDURES a. Current employees who have not established residency prior to the 7 ratification of this agreement shall be paid at Wage Scale R for a 8 period of not more than eighteen (18) months from their date of 9 hire. If the current employee establishes new residency within the 10 designated perimeter and not in the City of West Allis prior to the 11 expiration of the eighteen (18) months, he/she shall be paid at 12 Wage Scale P upon establishing such residency.
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Related to GRIEVANCE RESOLUTION PROCEDURES

  • Issue Resolution Procedures As soon as possible after any occupational health and safety issue has been reported, the company’s or management representative and elected safety representative must meet to try to resolve the issue. The resolution of the issue must take into account those of the following factors that are relevant: o Whether the hazard or risk can be isolated o The number and location of employees affected o Whether appropriate temporary measures are possible or desirable o Whether environmental monitoring is desirable o The time that may elapse before the hazard or risk is permanently corrected o Who is responsible for performing work and overseeing the removal of the hazard or risk. As soon as possible after the resolution of an issue, details of the agreement must be brought to the attention of affected employees in an appropriate manner. Should the matter not be resolved, the issue shall be dealt with in line with Clause 20 of the VBIA “Safety Disputes Resolution Procedure”.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Dispute Resolution Procedures (a) In the event a dispute arises about the interpretation, application, calculation of Loss, or calculation of payments or otherwise with respect to this Single Family Shared-Loss Agreement (“SF Shared-Loss Dispute Item”), then the Receiver and the Assuming Institution shall make every attempt in good faith to resolve such items within sixty (60) days following the receipt of a written description of the SF Shared-Loss Dispute Item, with notification of the possibility of taking the matter to arbitration (the date on which such 60-day period expires, or any extension of such period as the parties hereto may mutually agree to in writing, herein called the “Resolution Deadline Date”). If the Receiver and the Assuming Institution resolve all such items to their mutual satisfaction by the Resolution Deadline Date, then within thirty (30) days following such resolution, any payment due as a result of such resolution shall be made arising from the settlement of the SF Shared-Loss Dispute. (b) If the Receiver and the Assuming Institution fail to resolve any outstanding SF Shared-Loss Dispute Items by the Resolution Deadline Date, then either party may notify the other of its intent to submit the SF Shared-Loss Dispute Item to arbitration pursuant to the provisions of this Article VII. Failure of either party to submit pursuant to paragraph (c) hereof any unresolved SF Shared-Loss Dispute Item to arbitration within thirty (30) days following the Resolution Deadline Date (the date on which such thirty (30) day period expires is herein called the “Arbitration Deadline Date”) shall extinguish that party’s right to submit the non-submitted SF Shared-Loss Dispute Item to arbitration, and constitute a waiver of the submitting party’s right to dispute such non-submitted SF Shared-Loss Dispute Item (but not a waiver of any similar claim which may arise in the future). (c) If a SF Shared-Loss Dispute Item is submitted to arbitration, it shall be governed by the rules of the American Arbitration Association (the “AAA”), except as otherwise provided herein. Either party may submit a matter for arbitration by delivering a notice, prior to the Arbitration Deadline Date, to the other party in writing setting forth: (i) A brief description of each SF Shared-Loss Dispute Item submitted for arbitration; (ii) A statement of the moving party’s position with respect to each SF Shared-Loss Dispute Item submitted for arbitration; (iii) The value sought by the moving party, or other relief requested regarding each SF Shared-Loss Dispute Item submitted for arbitration, to the extent reasonably calculable; and (iv) The name and address of the arbiter selected by the moving party (the “Moving Arbiter”), who shall be a neutral, as determined by the AAA. Failure to adequately include any information above shall not be deemed to be a waiver of the parties right to arbitrate so long as after notification of such failure the moving party cures such failure as promptly as reasonably practicable. (d) The non-moving party shall, within thirty (30) days following receipt of a notice of arbitration pursuant to this Section 7.1, deliver a notice to the moving party setting forth: (i) The name and address of the arbiter selected by the non-moving party (the “Respondent Arbiter”), who shall be a neutral, as determined by the AAA; (ii) A statement of the position of the respondent with respect to each Dispute Item; and (iii) The ultimate resolution sought by the respondent or other relief, if any, the respondent deems is due the moving party with respect to each SF Shared-Loss Dispute Item. Failure to adequately include any information above shall not be deemed to be a waiver of the non-moving party’s right to defend such arbitration so long as after notification of such failure the non-moving party cures such failure as promptly as reasonably practicable (e) The Moving Arbiter and Respondent Arbiter shall select a third arbiter from a list furnished by the AAA. In accordance with the rules of the AAA, the three (3) arbiters shall constitute the arbitration panel for resolution of each SF Loss-Share Dispute Item. The concurrence of any two (2) arbiters shall be deemed to be the decision of the arbiters for all purposes hereunder. The arbitration shall proceed on such time schedule and in accordance with the Rules of Commercial Arbitration of the AAA then in effect, as modified by this Section 7.1. The arbitration proceedings shall take place at such location as the parties thereto may mutually agree, but if they cannot agree, then they will take place at the offices of the Corporation in Washington, DC, or Arlington, Virginia. (f) The Receiver and Assuming Institution shall facilitate the resolution of each outstanding SF Shared-Loss Dispute Item by making available in a prompt and timely manner to one another and to the arbiters for examination and copying, as appropriate, all documents, books, and records under their respective control and that would be discoverable under the Federal Rules of Civil Procedure.

  • DISPUTES RESOLUTION PROCEDURE 10.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • Resolution Procedure a. Step 1 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • GRIEVANCE PROCEDURE A. A grievance shall be defined as an alleged violation, misinterpretation, or misapplication of this Agreement or written Board policies affecting working conditions of the member. Should a member/Association feel that there has been a violation, he/she will take the following steps: Step 1: The member/Association, with or without a designated representative, shall discuss the grievance with the Supervisor informally within five (5) work days of the alleged violation and, if not resolved, shall file a written grievance with the Supervisor within fifteen (15) work days of the alleged violation and discuss the written grievance with the Supervisor within five (5) work days after the grievance is filed. If no satisfactory conclusion is reached within five (5) work days following the discussion of the written grievance with the Supervisor, the member/Association shall submit the written grievance within five (5) work days of the discussion with the Supervisor to Step 2. A grievance which is not within the scope of a Supervisor's authority may be filed initially at step 2. The written grievance, as required herein, shall contain: a. it shall be signed by the grievant(s)/Association. b. it shall be specific; c. it shall contain a synopsis of the facts giving rise to the alleged violation; d. it shall cite the section or subsections of this contract or written Board policy alleged to have been violated; e. it shall contain the date of the alleged violation; f. it shall specify the relief requested; g. it shall indicate approval or disapproval by the Association. Step 2: The Superintendent or his/her designated agent shall arrange a meeting with the grievant and/or the designated Association representative within ten (10) work days after receipt of the grievance to discuss the grievance. Within ten (10) work days of the discussion, the Superintendent or his/her designated agent shall render his/her decision in writing, transmitting a copy of the same to the grievant, the Association representative, and appropriate Supervisor, and place a copy of same in a permanent file in his/her office. If the decision of the Superintendent is unsatisfactory to the Association, the Association may appeal same to the Board of Education by filing a written grievance, along with the decision of the Superintendent, with the officer of the Board in charge of drawing up the agenda for the Board's meeting, within ten (10) work days of receipt of the Superintendent's decision.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • GRIEVANCE AND ARBITRATION PROCEDURES A. A grievance is a dispute, claim, or complaint arising under this Agreement, filed by either an authorized representative of or an employee in the Bargaining Unit, or the County, involving the interpretation or application of this Agreement. All discipline shall be for just cause. B. Grievances will be processed in the following manner and strictly in accordance with the following stated time limits: Step 1. The aggrieved employee shall be accorded fifteen (15) working days from the occurrence of the action or event or when the employee has knowledge or should have had knowledge of the action or the event giving rise to the complaint to seek resolution on an informal basis. The Employee must discuss his alleged grievance with the Airport Fire Chief and the Fire Rescue Division Director. If informal resolution is not accomplished, the employee, if a Union member, must present the proposed grievance in writing to a Union officer on or before the fifteenth (15th) working day for consideration by the Union Grievance committee. If, in the Committee's opinion, no reasonable grievance exists, no further action may be taken. Step 2. If the Committee wishes to pursue the member's complaint, a written grievance shall be presented to the Director of the Fire Rescue Division or his designee within twenty (20) working days from the occurrence of the action or event giving rise to the grievance or from the date on which the employee reasonably should have had knowledge of that occurrence. A written grievance must be presented on a grievance form provided by the County in Appendix A. Upon receipt of a formal grievance or a class action submitted by the Union, the Fire Rescue Division Director or his designee shall investigate the facts and conduct a meeting within five (5) working days with the aggrieved employee and any other persons possessing knowledge considered critical by the Director. The aggrieved employee may be accompanied at this meeting by a local Union representative. The Fire Rescue Division Director or his designee shall notify the grievant of his decision no later than five (5) working days following the date of the meeting. Step 3. If the grievance is not resolved at the second step, the aggrieved employee shall present the written grievance within five (5) working days of the Step 2 decision to the Department Head. The Department Head or his designee shall investigate the facts and may conduct a hearing within five

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

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