Grievance Review Board Sample Clauses

Grievance Review Board. The Grievance Review Board shall consist of two (2) Union representatives (at a high level) and two (2) Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance. Grievance Review Board meetings are to be scheduled regularly as agreed to by the parties or ordered by the Chief Arbitrator in all work locations. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration.
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Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (Chief Stewards) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance, save and except the following types of grievances, which shall go directly to mediation or arbitration, as the parties may agree, or the Chief Arbitrator so determines: i. Grievances requiring medical disclosure; ii. Policy grievances; iii. Terminations; iv. Cases where the parties have agreed that facts should only be disclosed to those directly involved and the appropriate counsel acting on behalf of the parties for final resolution. Grievance Review Board meetings are to be scheduled regularly as agreed to by the parties or ordered by the Chief Arbitrator in all work locations. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration. Unless the parties agree to regular arbitration, or the Arbitrator so orders, all grievances shall be submitted to Expedited Arbitration.
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Grievance Review Board. The Grievance Review Board shall consist of two Kinectrics’ Union representatives and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration. Unless the parties agree to regular arbitration, all grievances shall be submitted to expedited arbitration. The parties will select mutually agreeable arbitrators as required. If the parties fail to agree upon an arbitrator after a reasonable period of time, the parties shall request the Ministry of Labour to nominate an arbitrator.
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Grievance Review Board. 1. A Grievance Review process will be implemented. This process will be used on an as-needed basis at the request of either party, but at least three (3) times per year unless mutually agreed otherwise. The GRB discuss grievances filed and processed forward during the preceding four months or as agreed by the parties. The Grievance Review Board will consist of a combination of two representatives of the IAM District Office (consisting of a General Chair and designee) and two Company representatives.
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Grievance Review Board. The PWU and the ESA are obligated to hold Grievance Review Board Meetings (GRB). The GRB shall be held monthly at the Joint Union/Management meetings. The GRB consists of at least two (2) PWU and at least two (2) Management Representatives. The PWU would consist of both Chief Xxxxxxx’x (or delegate) presenting their case to the GRB. ESA Management would have People and Culture and the appropriate Senior Manager presenting their case. The GRB once the arguments were presented would attempt to reach agreement on the grievance or refer it to arbitration. One week prior to the GRB meeting, the parties agree to exchange information on the grievance and determine where they agree or disagree on the facts. If information is not exchanged, then the grievance will be postponed until the next GRB meeting. For grievances not resolved within 90 days of being filed, the parties will, within the next 30-day period agree to an arbitrator and have dates established. It is agreed that the parties may extend this timeframe through mutual agreement for the purpose of reaching resolution. The parties agree to exchange briefs seven (7) days prior to the arbitration date.
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Grievance Review Board. Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator.
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Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (Chief Stewards) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance, save and except the following types of grievances, which shall go directly to mediation or arbitration, as the parties may agree, or the Chief Arbitrator so determines: i. Grievances requiring medical disclosure; ii. Policy grievances; iii. Terminations; iv. Cases where the parties have agreed that facts should only be disclosed to those directly involved and the appropriate counsel acting on behalf of the parties for final resolution.
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Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (at a high level) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance. Grievance Review Board meetings are to be scheduled regularly as agreed to by the parties or ordered by the Chief Arbitrator in all work locations. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step of the grievance process. The Company provide the Union and any employees who be disciplined three days’ notice of the Interview, The Interview shall take place between the Company, the Union and the accused individual. The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. The minutes of the meeting be provided to the Union and the accused within seven (7) days of the Interview. The Union and the accused shall forward a written reply to the minutes, if any, within seven days of receipt of the minutes. Should the Company choose to impose discipline, the Union has ten days to file a grievance commencing at Step Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters. The Company shall provide the necessary facilities for all meetings in the grievance process. Maintenance of earnings and payment of expenses shall be provided by the Company for all Union representatives on grievance committee. The fees of all arbitrators and costs associated with arbitration hearings shall be shared equally by the parties, subject to current practices. Dispute Resolution Article Plan B and Any Article Plan or disputes shall be resolved on an expedited basis as set out below: The Union shall commence this dispute resolution process by filing a grievance with the relevant contact supervisor. The parties shall meet within s...
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Related to Grievance Review Board

  • Grievance Mediation Nothing in this Article precludes the Parties from mutually agreeing to grievance mediation during any stage of the grievance procedure. The agreement shall be made in writing and stipulate the name of the person and the time line for grievance mediation to occur.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual nursing homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.

  • 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.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • 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.

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