Grievance Review Committee Sample Clauses

Grievance Review Committee. A grievance review committee consisting of two (2) C.U.T.A. members appointed by the C.U.T.A. president and one administrator, who cannot be the administrator involved in the grievance.
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Grievance Review Committee. The Grievance Review Committee shall be composed of one representative appointed by the Union, one representative appointed by the City, and one representative appointed by the parties. Any costs of the jointly appointed representative shall be equally divided by the Union and the City.
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Grievance Review Committee. If the grievance is not resolved at the formal level, the grievant may, within ten (10) days of receipt of the written response from Step 1, request the grievance be heard by the Grievance Review Committee (GRC). The (GRC) will meet within 30 days to review the grievance. 1. Date of Appeal to the GRC: 2. Date of GRC response:
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Grievance Review Committee. The Grievance Review Committee will consist of three bargaining unit faculty representing at least two different departments and two divisions. Each committee member will serve a term of one academic semester. The committee members will be established in the following manner: • At the beginning of the academic year, one bargaining unit faculty member will be chosen by the Union and one will be chosen by the Xxxxxxx and Xxxx of the Faculty or their explicitly authorized designee. • These two individuals will choose the third member. • Committee members will elect a Chair from amongst themselves. Vacancies will be filled according to the guidelines set forth above (if, for example, a committee member chosen by the Union left the College, the Union would select that individual’s replacement on the committee). At the beginning of the semester, the committee will designate a once a month session for no less than three (3) hours that the committee will meet that semester. If there are no Step 3 grievances to hear during that period, the committee may elect to cancel the monthly meeting.
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Grievance Review Committee. A. The Union shall establish a Grievance Review Committee (“GRC”) to review potential grievances and make recommendations to grievants. B. Prior to pursuing a grievance under the implementation Steps set forth in Section 5, below, a grievant shall file a copy of the proposed grievance with the GRC for review and comment. (The Union President or the President’s designee shall be the person(s) authorized to accept such filing.) C. Within seven (7) days of receipt of the proposed grievance, the GRC shall review the grievance and submit a written recommendation to the grievant on the merits of the grievance. The GRC shall have no authority to resolve or otherwise respond to the proposed grievance on behalf of management. Rather, the role of the GRC is limited to advising the grievant on the merits of the proposed grievance; providing assistance in processing the proposed grievance, if requested; and informing the grievant whether or not the Union would be inclined to arbitrate the
Sample 1
Grievance Review Committee. A. A Grievance Review Committee is hereby established for the purpose of reviewing and attempting to resolve all grievances prior to submission to the System Board of Adjustment. B. The Committee will consist of four (4) members, two (2) selected by the Company and two (2) selected by the Association. All members of the Committee must be employees of the Company and receive grievance mediation training offered by the National Mediation Board or other appropriate sources as mutually agreed to by the Company and Association. C. The Committee will meet on Tuesday and Wednesday in the second week of each month to review and attempt to resolve all pending grievances. D. The jurisdiction of the Committee shall not extend to proposed changes in hours of employment, rates of compensation or working conditions covered by existing agreements between the parties. E. The resolution of the grievance by the Committee shall be final and binding upon the parties. The Committee shall distribute its written resolution to all interested parties and monitor the implementation of the resolution.
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Grievance Review Committee. There shall be a Committee known as the Grievance Review Committee comprised of two (2) Employer Representatives and two (2)
Sample 1
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Grievance Review Committee. There shall be a committee known as the Grievance Review Committee composed of two (2) COMPANY representatives and two (2) UNION representatives. It is understood that no UNION representative or COMPANY representative shall have been directly or indirectly participants in the previous steps. The Committee shall meet at a mutually agreeable time and place. The Grievance Committee shall review the cases presented to it, investigate the circumstances and facts, hear testimony and question witnesses. The decision of the majority of the Grievance Review Committee shall be final and binding on the COMPANY and the UNION, such decision shall be within the scope and terms of this AGREEMENT but shall not add to, subtract from, alter, or change the scope and terms. The decision shall be rendered in writing within ten (10) days from the time of presentation to the Grievance Review Committee and shall specify the effective date of the decision. In the event the Grievance Review Committee cannot reach a majority decision or fails to render a written decision within the above set time limit, the plaintiff may appeal to Step 5, Arbitration. Such appeal shall be made in writing within five (5) working days.
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Related to Grievance Review Committee

  • 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.

  • Review Committee A Committee of six members, three each from the Guild and shall be named. Any disputes arising under this Agreement shall be put before this Committee for resolution. When the Committee is unable to resolve an issue it is agreed that a third party will be named by mutual agreement of the parties to provide Arbitration for binding resolution. Failing such an appointment by the Committee either party may refer it to arbitration under Article of the Collective Agreement.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

  • LABOR/MANAGEMENT COMMITTEES A. Statewide

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • Claims Review Population A description of the Population subject to the Claims Review.

  • Claims Review The IRO shall perform the Claims Review annually to cover each of the five Reporting Periods. The IRO shall perform all components of each Claims Review.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

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