Common use of Grievance Steps Clause in Contracts

Grievance Steps. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.

Grievance Steps. Under no circumstances may an employee who has elected to use some other appeal procedure available to the individual under law use the grievance procedure of this Agreement for the same dispute, except that it is understood this provision does not apply with specific regard to any rights an employee possesses under federal and state anti-discrimination laws. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee in writing to the appropriate Vice President/designee President or equivalent officer within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one fifteen (2115) calendar days after the Step III meeting.

Grievance Steps. 13.6.1 Step I. If 1 – Informal Resolution 13.6.1.1 It is the grievance has not been settled in desire and goal of both parties that all matters which under the informal procedure aboveAGREEMENT would be the proper subject matter for a GRIEVANCE shall be resolved, it may if at all possible, without the filing of a formal GRIEVANCE, and every reasonable effort shall be presented by used to reach a solution at thislevel. 13.6.1.2 In the Association event that an EMPLOYEE believes there is a basis for a GRIEVANCE, the EMPLOYEE shall first contact his/her immediate SUPERVISOR and request a meeting to specifically discuss the alleged GRIEVANCE with the SUPERVISOR. Such discussion shall occur within fifteen (15) working days following the date on which the EMPLOYEE or the employee in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee Union knew or the Association, through the use of reasonable diligence, should have had knowledge known of the occurrence that event or action, which gave rise to the grievancealleged GRIEVANCE. Upon request of the GRIEVANT, a UNION XXXXXXX shall be present during this discussion with the SUPERVISOR. If the matter can be resolved at this meeting, no further action isnecessary. 13.6.2 Step 2 – Formal Resolution 13.6.2.1 If the alleged GRIEVANCE is not resolved with the immediate SUPERVISOR in Step 1, then the GRIEVANT or Union may proceed to Step 2 by filing a formal grievance form in writing (U.S. Mail, Hand-Delivery, or E-Mail) with the Executive Director of Human Resources. The written formal grievance form must be received by the Executive Director of Human Resources within fifteen (15) working days following the Step 1 informal discussion with the SUPERVISOR; otherwise, the GRIEVANCE will be deemed untimely and shall set forth not proceed to a Step 2 hearing. 13.6.2.2 Within ten (10) working days of receiving the nature of the formal grievance, the facts upon which it Executive Director of Human Resources, or designee, shall schedule a Step 2 grievance hearing with a date and time that is basedmutually acceptable to the parties. At the Step 2 grievance hearing, the specific section(s) of parties shall hear and review the Agreement allegedly violated evidence provided and shall discuss information and facts relative to the relief requestedGRIEVANCE. Step II. If the grievance remains unsettled, it may 13.6.2.3 A written decision shall be presented by the Association or the employee in writing to the university President issued within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for following the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting2 hearing. Step III. If the grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.

Grievance Steps. a. Step I. If 1 The grievant (Unit Member or the IAFF-5082 on his/her behalf) shall present the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response occurrence of the Vice President/designeeevent or the knowledge of the event out of which the grievance arises to the lowest level of supervision that is appropriate to the grievance. The parties shallUnit Member may be accompanied by an IAFF-5082 representative at a meeting that may be held to attempt to adjust the grievance, such meeting to be held within ten (10) calendar days of the submission of the written grievance. The Supervisor shall give his/her answer in writing within ten (10) calendar days of a Step l meeting, or within ten (10) calendar days of receipt of the written grievance if no meeting will be held, provided that any meeting shall be scheduled within ten (10) calendar days of receipt of the grievance unless the grievant and the supervisor agree to an extension of time. b. Step 2 If the Unit Member and/or the IAFF-5082 are dissatisfied with the decision, the written grievance may be presented to the Chief of Emergency Services or other appropriate official within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed uponsuch decision. The President/designee chief or other appropriate official shall respond to meet with the Association and the employee in writing no later than fourteen Unit Member and/or IAFF-5082 representative(s) within ten (1410) calendar days after the Step II meeting. Step III. If following receipt of the grievance is still unresolved after the response of the university President/designee, it may be presented and shall render a written decision to the ChancellorUnit Member or his/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, her representative within ten (10) calendar days of the date of such meeting. Copies of the written grievance and decision shall be forwarded to the Office of Labor Relations and to IAFF-5082. c. Step 3 If the Unit Member and/or the IAFF-5082 is dissatisfied with the decision at Step 2, the written grievance may be presented in writing to the Office of Labor Relations within ten (10) calendar days of receipt of the Step 2 decision, with a copy to the Step 2 level of authority. Within ten (10) calendar days of receipt of the grievance, the Office of Labor Relations shall make contact to arrange for a meeting with the Unit Member and the IAFF-5082 representative(s). When an individual has been selected as a 3rd Step hearing officer, that person shall not meet with any of the principals in the grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond with regard to the subject matter of the grievance no later than twenty-one until the grievance hearing is formally convened. A written decision shall be rendered by the Office of Labor Relations within ten (2110) calendar days of such meeting. d. Step 4 If the IAFF-5082 is not satisfied with the decision at Step 3, the IAFF-5082 may, within ten (10) calendar days after the receipt of the written decision of the Third Step III meetingHearing Officer, submit the grievance to binding arbitration, only when such binding arbitration is not legally prohibited, with notice to the Office of Labor Relations. Rutgers and the IAFF-5082 agree that the arbitrator to be chosen jointly shall be selected by petitioning the Public Employment Relations Commission (PERC) to provide a list of ad hoc arbitrators from its panel of experts in public employment dispute settlement from which the neutral arbitrator shall be selected in accordance with the rules and procedures of the PERC. Each party shall be responsible for its costs including any expenses of its designee. Each party will pay one-half the fee(s) of the arbitrator.

Grievance Steps. Step I. 1 In case of a difference, complaint or dispute between the Cooperative and the Union or any employee(s) regarding the application, meaning or interpretation of this Agreement, the grievance shall first be presented within fifteen (15) working days of the incident or when the Union becomes aware of the incident or event to the Departmental Vice President/Manager in charge of the work or the Vice President of Human Resources. The Departmental Vice President/Manager or Vice President of Human Resources shall, within 7 working days after receipt of the grievance, discuss the same with the Union and the employee. A decision shall be rendered within 5 working days after such discussion is held and provide a copy of such answer to the Union and the employee. Step 2 If the grievance has not been settled in the informal procedure aboveis still unresolved after Step 1, it may be presented by the Association or the employee in writing Union to the appropriate Vice President/designee CEO of the Cooperative within 15 working days after receipt of the Cooperative’s response in Step 1. The President/CEO shall, within 7 working days after the grievance has been presented, discuss the same with the Union and the employee. The President/CEO shall render a written answer to the grievance within 5 working days after such discussion is held and provide a copy of such answer to the Union and to the employee. Step 3 Arbitration A. If the grievance is not adjusted in Step 2, or no answer is given within the time specified, the Union, by written notice to the Cooperative may request arbitration of the grievance by giving notice of its desire to the President/CEO, not later than thirty (30) calendar days after from the employee or the Association, through the use end of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten Two (10) calendar days after the response of the Vice President/designee2). The parties shallshall request a panel of seven (7) arbitrators from the Federal Mediation and Conciliation Service, within ten (10) calendar days and shall using the normal accepted procedures select one arbitrator from the panel for the arbitration proceedings. B. Arbitration Procedures 1. Both the parties agree to attempt to arrive at a joint stipulation of the receipt facts and issues as outlined to be submitted to the arbitrator. 2. The arbitrator shall neither amend, modify, nullify, ignore, add or subtract from the provisions of this Agreement. 3. The expenses and fees of the grievancearbitrator, arrange a grievance meetingthe panel request fees, unless another timeline for the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee cost of the hearing shall be shared equally by the parties. Nothing in writing no later than fourteen (14this Article shall preclude the parties from agreeing to appointment of a permanent arbitrator(s) calendar days after during the Step II meetingterm of this Agreement. Step III4. If Both parties may request the grievance is still unresolved after production of documents and witnesses in accordance with the response Uniform Rules of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meetingArbitration.

Grievance Steps. 9.3.1 AMICABLE, CHESTERFIELD, AND CONCERNED CITIZENS Step I. If One: The grievant, advocate and/or Union staff representative shall present a grievance orally to the grievance has not been settled in grievant’s immediate supervisor within fifteen (15) calendar days from the informal procedure abovedate of the occurrence of the facts or from the date the alleged violation first became known, it may be presented by the Association or the employee whichever is later. The supervisor shall respond in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed to both the grievant and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to forward the grievance to the next step. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the grievance, arrange a grievance meeting, unless another timeline for supervisor’s decision rendered in Step One to the Step II meeting is mutually agreed uponappropriate Program Director or his/her designated representative. The President/designee grievant or Union shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the file this written grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response his/her receipt of the Presidentsupervisor’s decision from Step One. The parties shallA meeting with the appropriate Program Director or his/her representative, within the grievant and the advocate or Union staff representative shall be held not later than ten (10) calendar days of the after receipt of the written grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee appropriate Program Director’s response shall respond be addressed to the grievance no later than twenty-one (21) calendar days after grievant and the Step III meetingUnion. The appropriate Program Director’s response shall be final and binding on the employee, the Union, and the Employers unless it is timely appealed to arbitration by the Union in accordance with this Article.

Grievance Steps. Under no circumstances may an employee who has elected to use some other appeal procedure available to him/her under law use the grievance procedure of this Agreement for the same dispute, except that this understood this provision does not apply with specific regard to any rights an employee possesses under federal and state anti-discrimination laws. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee in writing to the appropriate Vice President/designee President or equivalent officer within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice PresidentPresident or his/her designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The PresidentPresident or his/her designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university PresidentPresident or his/her designee, it may be presented to the ChancellorChancellor or his/her designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The ChancellorChancellor or his/her designee shall respond to the grievance no later than twenty-one fifteen (2115) calendar days after the Step III meeting.

Grievance Steps. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association 1. The employee or the Union, through any employee who is a xxxxxxx or a non-employee union representative, may file a grievance in writing with the immediate supervisor or designee to whom the appropriate Vice President/designee employee reports, within thirty (30) calendar days after from the occurrence or the time when the employee or the Association, through the use of reasonable diligence, should reasonably have had knowledge been aware of the occurrence that gave giving rise to the grievance. The written grievance shall set forth the nature employee’s complaint, the article(s) of this Agreement allegedly violated, and the requested remedy. A copy of the grievance should be sent to Human Resources; however, failure to do so does not constitute failure to file. The immediate supervisor or designee will meet with the employee and a Union representative, within seven (7) days of the filing of the grievance. The employee may choose to present the grievance on behalf of them self. Together, the facts upon which it is based, parties shall attempt to resolve the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designeegrievance. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The President/immediate supervisor or designee shall respond to the Association and the employee in writing no later than seven (7) days from the date of the meeting. Step 2. If the grievance is unresolved, the employee and/or the Union may appeal the grievance to the Vice President of Human Resources or designee within fourteen Step 3. If the grievance is unresolved, the employee and/or the Union may appeal the grievance to the Employer’s CEO or designee within fourteen (14) days of receiving the Step 2 response. The CEO or designee will meet with the grievant and Union representative and will respond in writing within fourteen (14) calendar days after of the date the Step II meeting3 appeal was filed. Step III4. If the grievance is still unresolved after unresolved, the response of the university President/designee, it Union may be presented provide written notice to the Chancellor/CEO or designee by of its intent to arbitrate the Association or the employee grievance. This notice must be provided within fifteen fourteen (15) calendar days after the response of the President. The parties shall, within ten (1014) calendar days of the receipt date of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting3 response.

Grievance Steps. Under no circumstances may an employee who has elected to use some other appeal procedure available to him/her under law use the grievance procedure of this Agreement for the same dispute, except that this understood this provision does not apply with specific regard to any rights an employee possesses under federal and state anti-discrimination laws. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee employee, in writing to the appropriate Vice President/designee President or equivalent officer within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth for the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. The Vice President or the equivalent officer or his/her designee shall respond in writing to the Association and the employee within fourteen (14) calendar days. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice PresidentPresident or his/her designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The PresidentPresident or his/her designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after receipt of the Step II meetingappeal. Step III. If the grievance is still unresolved after the response of the university PresidentPresident or his/her designee, it may be presented to the ChancellorChancellor or his/her designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The ChancellorChancellor or his/her designee shall respond to the grievance no later than twenty-one within fifteen (2115) calendar days after the Step III meetingdays.

Grievance Steps. Under no circumstances may an employee who has elected to use some other appeal procedure available to him/her under law use the grievance procedure of this Agreement for the same dispute, except that it is understood this provision does not apply with specific regard to any rights an employee possesses under federal and state anti-discrimination laws. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee employee, in writing to the appropriate Vice President/designee President or equivalent officer within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. The Vice President or the equivalent officer or his/her designee shall respond in writing to the Association and the employee within fourteen (14) calendar days. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice PresidentPresident or his/her designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The PresidentPresident or his/her designee shall respond to the Association and the employee in writing no later than within fourteen (14) calendar days after receipt of the Step II meetingappeal. Step III. If the grievance is still unresolved after the response of the university PresidentPresident or his/her designee, it may be presented to the ChancellorChancellor or his/her designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The ChancellorChancellor or his/her designee shall respond to the grievance no later than twenty-one within fifteen (2115) calendar days after the Step III meetingdays.

Grievance Steps. Informal Step I. If As an informal step, members are encouraged to make an xxxxxxx effort to resolve the grievance directly with the Management person to whom they reports. At their option, the member may be accompanied by a Shop Xxxxxxx at this step. When the grievance has not been settled in a general application or will affect more than one (1) member, and/or involves discipline greater than a written warning, the informal procedure abovestep shall be by-passed, it may and the grievance shall be presented submitted in writing at the appropriate step. A decision at the Informal Step shall be given by the Association or the employee in writing Company to the appropriate Vice President/designee member within thirty five (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (105) calendar days of the receipt first discussion on the issue. Step 1 Written notice of a Step 1 grievance will be filed by the grievance, arrange a grievance meeting, unless another timeline for Union with the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee in writing no later than Company within fourteen (14) calendar days after receiving a decision at the Informal Step II meeting. Step IIIor within fourteen (14) calendar days from the time the Union became aware of the alleged violation of the Agreement. If Once the grievance is still unresolved after filed, a Step 1 grievance meeting will take place (unless mutually agreed otherwise with the response of Union representative who filed the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee grievance) within fifteen seven (157) calendar days after the response of the Presidentfiling of the Step 1 grievance and this meeting shall involve the grievor, his or her Shop Xxxxxxx and the Management person to whom the member reports. The parties shall, within Company will respond in writing to the Union Representative who filed the grievance with a particularized response to each specific allegation outlined in the grievance no later than ten (10) calendar days from the date the grievance was filed. If the grievance is not resolved at this step, the grievance shall proceed to Step 2. Step 2 Written notice of the receipt of Step 2 grievance will be filed by the grievance, arrange a grievance meeting, unless another timeline for Union or the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to Company with the grievance no later than twenty-one (21) calendar days after the Step III meeting.representative designated by either Party within fourteen

Grievance Steps. 9.3.1 AMICABLE, CHESTERFIELD, AND CONCERNED CITIZENS Step I. If One: The grievant, advocate and/or Union staff representative shall present a grievance orally to the grievance has not been settled in grievant’s immediate supervisor within fifteen (15) calendar days from the informal procedure abovedate of the occurrence of the facts or from the date the alleged violation first became known, it may be presented by the Association or the employee whichever is later. The supervisor shall respond in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed to both the grievant and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to forward the grievance to the next step. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the grievance, arrange a grievance meeting, unless another timeline for supervisor’s decision rendered in Step One to the Step II meeting is mutually agreed uponappropriate Program Director or his/her designated representative. The President/designee grievant or Union shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the file this written grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response his/her receipt of the Presidentsupervisor’s decision from Step One. The parties shallA meeting with the appropriate Program Director or his/her representative, within the grievant and the advocate or Union staff representative shall be held not later than ten (10) calendar days of the after receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.written

Grievance Steps. ‌ Step I. If One: The grievant, advocate and/or Union staff representative shall present a grievance orally or in writing, to the grievance has not been settled in grievant’s immediate supervisor within fifteen (15) calendar days from the informal procedure abovedate of the occurrence of the facts or from the date the alleged violation first became known, it may be presented by the Association or the employee whichever is later. The supervisor shall respond in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed to both the grievance and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to forward the grievance to the next step. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the grievance, arrange a grievance meeting, unless another timeline for supervisor’s decision rendered in Step One to the Step II meeting is mutually agreed uponappropriate Program Director or his/her designated representative. The President/designee grievant or Union shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the file this written grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response his/her receipt of the Presidentsupervisor’s decision from Step One. The parties shallA meeting with the appropriate Program Director or his/her representative, within the grievant and the advocate or Union staff representative shall be held not later than ten (10) calendar business days of the after receipt of the written grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee appropriate Program Director’s response shall respond be addressed to the grievance no later than twenty-one grievant and the Union in writing within fourteen (2114) calendar days after from the date of the Step III 2 meeting. The Program Director’s response shall be final and binding on the employee, the Union, and the Employer unless it is timely appealed to arbitration by the Union in accordance with this Article.

Grievance Steps. Step I. If 1 - Immediate Supervisor (1) Any Employee, with or without the Union, shall submit the grievance, in writing, to the Employee's immediate supervisor who is outside the bargaining unit. (2) The written grievance has not been settled in shall contain a statement of the informal procedure abovegrievant's complaint, it may citing the specific section claimed to be presented violated by the Association or the employee in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the AssociationSupervisor and/or Employer, through the use of reasonable diligence, should have had knowledge specifics of the occurrence that gave rise to violation, and the grievancerelief sought. The written grievance shall set forth be signed by and dated by the nature grievant(s). Improper grievance form, date or section citation shall not be grounds for denial of the grievance. (3) All grievances must be presented, not later than ten (10) working days, from the facts upon which it is based, date the specific section(sgrievant(s) became aware of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettledoccurrence, it may be presented by the Association or the employee in writing giving rise to the university President complaint. A grievance involving discharge of a bargaining unit member shall be initiated within ten (10) calendar working days and shall be initiated as Step 2 of the grievance procedures. (4) The immediate Supervisor shall render a written response to the grievance within five (5) working days after the response of grievance is presented. Step 2 - City Administrator (1) If the Vice President/designee. The parties shallgrievance is not resolved at Step 1, the Union may modify and present the grievance to the City Administrator, within ten (10) calendar working days from the Step 1 response or the date the response was due, whichever is earlier. (2) Within ten (10) working days of the receipt of the written grievance, arrange a grievance meetingthe parties shall meet and hold discussion, in an attempt to resolve the grievance, unless another timeline for the Step II meeting is parties mutually agreed upon. agree otherwise. (3) The President/designee City Administrator shall respond give the written response, to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shallUnion, within ten (10) calendar days of working days, following the receipt of meeting between the grievance, arrange a grievance meeting, unless another timeline for the parties. Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.3 - Arbitration

Grievance Steps. Under no circumstances may an employee who has elected to use some other appeal procedure available to him/her under law use the grievance procedure of this Agreement for the same dispute, except that this understood this provision does not apply with specific regard to any rights an employee possesses under federal and state anti-discrimination laws. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee employee, in writing to the appropriate Vice President/designee President or equivalent officer within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth for the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice PresidentPresident or his/her designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The PresidentPresident or his/her designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university PresidentPresident or his/her designee, it may be presented to the ChancellorChancellor or his/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.her

Grievance Steps. ‌ Step I. If One: The grievant, advocate and/or Union staff representative shall present a grievance orally to the grievance has not been settled in grievant’s immediate supervisor within fifteen (15) calendar days from the informal procedure abovedate of the occurrence of the facts or from the date the alleged violation first became known, it may be presented by the Association or the employee whichever is later. The supervisor shall respond in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed to both the grievant and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to forward the grievance to the next step. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the grievance, arrange a grievance meeting, unless another timeline for supervisor’s decision rendered in Step One to the Step II meeting is mutually agreed uponappropriate Program Director or his/her designated representative. The President/designee grievant or Union shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the file this written grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response his/her receipt of the Presidentsupervisor’s decision from Step One. The parties shallA meeting with the Program Director or his/her representative, within the grievant and the advocate or Union staff representative shall be held not later than ten (10) calendar days of the after receipt of the written grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee Program Director’s response shall respond be addressed to the grievance grievant and the Union no later than twenty-one (21) 14 calendar days after from the date of the Step III 2 meeting. The Program Director’s response shall be final and binding on the employee, the Union, and the Employer unless it is timely appealed to arbitration by the Union in accordance with this Article.

Grievance Steps. ‌ Step I. If the One: The grievant, advocate and/or Union staff representative shall present a grievance has not been settled in the informal procedure above, it may be presented by the Association or the employee in writing to the appropriate Vice President/designee grievant’s immediate supervisor within thirty fifteen (3015) calendar days after from the employee or the Association, through the use of reasonable diligence, should have had knowledge date of the subject occurrence that gave rise to or from the grievancedate the alleged violation first became known, whichever is later. The written grievance supervisor shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If the grievance remains unsettled, it may be presented by the Association or the employee respond in writing to the university President within ten (10) calendar days after the response of the Vice President/designee. The parties shall, grievance within ten (10) calendar days of the receipt presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed and sent to both the grievant and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to advance the grievance to Step Two. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the grievance, arrange a grievance meeting, unless another timeline for supervisor’s decision rendered in Step One to the Step II meeting is mutually agreed uponappropriate Program Director or his/her designated representative. The President/designee grievant or Union shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the file this written grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response his/her receipt of the Presidentsupervisor’s decision from Step One. The parties shallA meeting with the Program Director or his/her representative, within the grievant and the advocate or Union staff representative shall be held not later than ten (10) calendar days of the after receipt of the written grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee Program Director’s response shall respond be addressed to the grievance no later than twenty-one grievant and the Union. The Program Director’s response shall be final and binding on the employee, the Union, and the Employer unless it is timely appealed to arbitration by the Union in accordance with this Article. MEDIATION (21) calendar days after the Step III meeting.OPTIONAL)

Grievance Steps. Step I. If the grievance has not been settled in the informal procedure above, it may be presented by the Association 1 The employee or the Union, through any employee who is a xxxxxxx or a non- employee union representative, may file a grievance in writing with the immediate supervisor or designee to whom the appropriate Vice President/designee employee reports, within thirty (30) calendar days after from the occurrence or the time when the employee or the Association, through the use of reasonable diligence, should reasonably have had knowledge been aware of the occurrence that gave giving rise to the grievance. The written grievance shall set forth the nature employee’s complaint, the article(s) of this Agreement allegedly violated, and the requested remedy. A copy of the grievance should be sent to Human Resources; however, failure to do so does not constitute failure to file. The immediate supervisor or designee will meet with the employee and a Union Representative, within seven (7) days of the filing of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated and the relief requested. Step II. If The employee may choose to present the grievance remains unsettled, it may be presented by him or herself. Together they shall attempt to resolve the Association or the employee in writing to the university President within ten (10) calendar days after the response of the Vice President/designeegrievance. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The President/immediate supervisor or designee shall respond to the Association and the employee in writing no later than seven (7) days from the date of the meeting. Step 2 If the grievance is unresolved, the employee and/or the Union may appeal the grievance to the Vice President of Human Resources or designee within fourteen Step 3 If the grievance is unresolved, the employee and/or the Union may appeal the grievance to the Employer’s CEO or designee within fourteen (14) days of receiving the Step 2 response. The CEO or designee will meet with the grievant and union representative and will respond in writing within fourteen (14) calendar days after of the date the Step II meeting3 appeal was filed. Step III. 4 If the grievance is still unresolved after unresolved, the response of the university President/designee, it Union may be presented provide written notice to the Chancellor/CEO or designee by of its intent to arbitrate the Association or the employee grievance. This notice must be provided within fifteen fourteen (15) calendar days after the response of the President. The parties shall, within ten (1014) calendar days of the receipt date of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting3 response.

Grievance Steps. Employees and the Terminal Supervision will attempt to resolve problems informally. Upon request Union designated Representative(s) shall be present. Step I. 1: If a dispute cannot be resolved informally and the employee wishes to pursue the issue, the Union on behalf of the Employee shall submit the grievance in writing to the Terminal Manager, on a form provided by the Union, within 15 days following the day on which the incident which gave rise to the grievance occurred. The Terminal Manager and Human Resources Representative will meet with the employee and his union representative within 10 days following receipt of the grievance and will provide a written response to the grievance within 5 days following the meeting. Such written response shall be provided to the Unit President and the aggrieved Employee. Step 2: If the grievance is not resolved in Step 1, the Union may, within 10 days of receipt of the Company's written response, request a Step 2 Grievance Meeting with the Director, Operations and the Director, Human Resources. The Director, Operations and the Director, Human Resources, or their designated representatives, will meet with the Unit President and International Staff Representative of the Union or their designee, at a mutually agreed upon time and location to discuss the grievance. Within 10 days following the meeting, the Company will provide a written response to the grievance. Such written response shall be provided to the Unit President and the International Staff Representative of the Union. Step 3: Arbitration. The adjustment, settlement or appeal to arbitration of any grievance advanced to step two (2) shall be the responsibility of the International Representative of the Union or their designee. If a grievance has not been settled resolved in Step 2, the informal procedure above, Union may appeal it may to arbitration within 30 days after receipt of the 2nd Step answer. The arbitrator shall be presented mutually agreed to by the Association or the employee in writing to the appropriate Vice President/designee within thirty (30) calendar days after the employee or the Association, through the use of reasonable diligence, should have had knowledge of the occurrence that gave rise to the grievance. The written grievance shall set forth the nature of the grievance, the facts upon which it is based, the specific section(s) of the Agreement allegedly violated Company and the relief requested. Step IIUnion. If the grievance remains unsettledparties cannot agree to an arbitrator, it may the arbitrator shall be presented by the Association or the employee in writing to the university President within ten (10) calendar days after the response selected from a panel of the Vice President/designee. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step II meeting is mutually agreed upon. The President/designee shall respond to the Association and the employee in writing no later than fourteen (14) calendar days after the Step II meeting. Step III. If the grievance is still unresolved after the response of the university President/designee, it may be presented to the Chancellor/designee by the Association or the employee within fifteen (15) calendar days after the response of the President. The parties shall, within ten (10) calendar days of the receipt of the grievance, arrange a grievance meeting, unless another timeline for the Step III meeting is mutually agreed upon. The Chancellor/designee shall respond to the grievance no later than twenty-one (21) calendar days after the Step III meeting.seven