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:
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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. 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. 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 resolvedat the Grievance Review Board, grievances move to Unless the parties agree regular or Xxxxxx or the Deputy Chief Arbitrator so order, all grievances shall be submittedto Expedited Arbitration. TABLE OF CONTENTS ARTICLES ARTICLE ARTICLE ARTICLE ARTICLE ARTICLE ARTICLE
Sample 1
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 Disciplinary Matters 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. Facilities and Costs 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 s...
Sample 1
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. If not resolved at the Grievance Review Board, grievances move to arbitration. Unless the parties agree to regular arbitration, or Mr. Xxxx Xxxxx or the Deputy Chief Arbitrator so order, all grievances shall be submitted to Expedited Arbitration.
Sample 1
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.
Sample 1
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Related to Grievance Review Board

  • Grievance Mediation a) At any stage in the grievance procedure, the parties by mutual consent in writing may elect to resolve the grievance by using grievance mediation. The parties shall agree on the individual to be the mediator and the time frame in which a resolution is to be reached.

  • Grievance Initiation 33. a. A grievance affecting more than one employee shall be filed with the departmental official having authority over all employees affected by the grievance.

  • 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:

  • Formal Grievance - Step 2 A. If the grievant is not satisfied with the decision rendered pursuant to Step 1, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the second level of appeal. If the department head or designee is the first level of appeal, the grievant may bypass Step 2.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Formal Grievance - Step 3 A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the third level of appeal. If the department head or designee is the second level of appeal, the grievant may bypass Step 3.

  • Grievance Commissioner The Employer and Union may mutually agree in writing to invoke the Commissioner Process rather than proceed to arbitration as set out in this Collective Agreement. All cases referred to arbitration where an employee has a grievance concerning discipline will only be referred to a Grievance Commissioner if the Employer and the Union agree in writing on all the facts. The parties may also agree to group grievances before a single Grievance Commissioner. A Grievance Commissioner (where more than one, acting in rotation) will set aside such time as may be requested by the Employer and the Union to consider and determine grievances referred to them. A Grievance Commissioner shall have the same powers and be subject to the same limitations as a Board of Arbitration hereunder, save and except as expressly provided in 9.18 to 9.22 hereof.

  • 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.

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