Grievances and Discipline. The xxxxxxx (or the alternate, in the absence of the xxxxxxx) may assist in the investigation; presentation and settling of grievances and in representation of a bargaining unit member in a disciplinary matter, provided the xxxxxxx is doing so outside his/her regularly scheduled work hours. However, in the event that a grievance or disciplinary meetings or hearings are scheduled during the xxxxxxx’x (or alternate’s, as applicable) regularly scheduled work hours by the administration, the xxxxxxx (or alternate, as applicable) shall be excused from work without loss of pay to attend.
Grievances and Discipline. The xxxxxxx (or the alternate, in the absence of the xxxxxxx) may assist in the investigation, presentation and settling of grievances in his/her assigned building and in representation of a bargaining unit member in a disciplinary matter in his/her assigned building, provided the xxxxxxx is doing so outside his/her regularly scheduled work hours. However, in the event that a grievance or disciplinary meetings or hearings are scheduled during the xxxxxxx’x (or alternate’s, as applicable) regularly scheduled work hours by the administration, the xxxxxxx (or alternate, as applicable) shall be excused from work without loss of pay to attend, so long as it related to a grievance or disciplinary matter in his/her assigned building.
Grievances and Discipline. (a) If the Officer wishes to obtain redress of any grievance relating to his employment he should apply in writing to the Chairman of the Board setting out the nature and details of any such grievance. If the matter is not then resolved the Officer shall present his grievance to the full Board in writing who will grant the Officer the opportunity of a hearing within a reasonable time. The decision of the Board on such grievance shall be final and binding on the Officer and the Company. Likewise, if the Board, Chairman or Chief Executive shall be dissatisfied with the conduct of the Officer and such conduct is not such as to entitle the Company to apply the provisions of Clause 19 hereof, written details of such dissatisfaction shall be given to the Officer and the provisions of this clause shall apply mutatis mutandis.
(b) The Officer shall be notified by the Board of any disciplinary rules and code of conduct of the Company applicable to the Officer.
Grievances and Discipline. The Chief Xxxxxxx or Xxxxxxx (or the alternate, in the absence of the Xxxxxxx) may assist the Union Business Representative in the investigation, presentation and settling of grievances and in representation of a bargaining unit member in a disciplinary matter. The Chief Xxxxxxx and Xxxxxxx for the area involved (or alternate, as applicable) shall be excused for said meeting from work without loss of pay to attend. If the Xxxxxxx is in the employee's building, the appropriate supervisor will discuss and identify times during the Xxxxxxx'x workday where up to fifteen (15) minutes of investigation time will not disrupt or interfere with school district operations or supervision or responsibility for students. If the Xxxxxxx or an alternate is not in the employee's building, or if the Xxxxxxx anticipates he/she will spend more than fifteen (15) minutes of his/her or an employee's paid time in a work day investigating an issue, he or she must use time from the ninety (90) hours of Union leave pursuant to Section 5.4 below.
Grievances and Discipline. 8.1 The Organisation recognises the Union’s right to represent the interests of all or any of its members at all stages during grievance and disciplinary procedures and to call in Union representatives who are not employees of the Organisation wherever this is considered appropriate.
8.2 The Organisation undertakes to inform the Union representatives immediately of the name of any UNISON staff member faced with disciplinary action to enable the Union to make appropriate arrangements for representation. This information will be limited to the name of the member only.
8.3 Union representatives will be permitted to spend reasonable paid time inside working hours to discuss grievance or disciplinary matters with affected employees, and to prepare their case, in accordance with 6.5 above.
8.4 In order to resolve collective disputes arising from a failure to agree in the negotiating forum, there shall be a timetable of meetings, involving representatives of the management committee, to seek to resolve any dispute. Both the Organisation and the Union will be entitled to have advisors at any dispute meeting, subject to the agreement of both sides.
Grievances and Discipline. 17.1 Harrow Council recognises the Union’s right to represent the interests of all or any of its members at all stages during grievance and disciplinary procedures and to call in Union officials who are not employees of Harrow Council wherever this is considered appropriate.
17.2 Union representatives will be permitted to spend reasonable paid time inside working hours to discuss grievance or disciplinary matters with affected employees, and to prepare their case.
17.3 Harrow Council undertakes to inform the Union Regional Officer or Branch Secretary immediately of the name of any union representative faced with disciplinary action to enable the Union to make appropriate arrangements for representation.
Grievances and Discipline. 7.1 The Employer recognises the Union’s right to represent the interests of all or any of its members at all stages during grievance and disciplinary procedures and to call in Union representatives who are not employees of the Employer wherever this is considered appropriate.
7.2 The Employer undertakes to inform the Union representatives immediately of the name of any Union member of Staff faced with disciplinary action to enable the Union to make appropriate arrangements for representation. This information will be limited to the name of the member only.
7.3 Union representatives will be permitted to spend reasonable paid time inside working hours to discuss grievance or disciplinary matters with affected employees, and to prepare their case, in accordance with [either] 5.6 above [or you could make reference to your ‘time off and facilities agreement’ if negotiated within your workplace. Detailed advice on negotiating time off for trade union duties is available in:
Grievances and Discipline. 22.2.5.1 “Investigation of grievances” shall be defined as those procedures related to the interview of witnesses who may have some knowledge of the facts relating to the potential grievance. It shall also include time necessary for phone calls or meetings with said witnesses.
22.2.5.2 When the Association has reason to believe that a potential grievance may exist, the Association president, chief job xxxxxxx or their appointed designee shall identify any and all witnesses who need to be interviewed in order to find out whether an actual grievance exists. The Association president, chief job xxxxxxx or an appointed designee shall then inform his or her immediate supervisor of the need to obtain release time to interview a witness regarding a potential grievance. The Association president, chief job xxxxxxx or an appointed designee shall also inform the immediate supervisor of the employee sought to be interviewed regarding the need to obtain release time for said employee to be interviewed regarding the potential grievance. The supervisors shall grant reasonable release time for this purpose unless doing so would be disruptive to District operations. Release time for this purpose shall not be unreasonably denied. The Association president, chief job xxxxxxx or their appointed designee shall also send an e-mail to the Vice President of Human Resources in order to notify the Vice President of the potential grievance.
22.2.5.3 The Association president, chief job xxxxxxx or an appointed designee shall provide notice as provided in 22.2.1.2 above to his/her immediate supervisor regarding the need to obtain release time to investigate a potential grievance so that an adequate substitute may be attained.
22.2.5.4 Reasonable release time shall also be granted for the purpose of allowing the Association president, chief job xxxxxxx or their appointed designee, time for representation of a unit member in a disciplinary or grievance related meeting with a management person. Release time shall not be used for preparing a presentation relating to the meeting.
22.2.5.5 All Association business, discussion and activities (other than the investigation of grievances as outlined above) will be conducted by unit members, or Association officials, outside established work hours and in places other than District property except when permission is obtained from the superintendent/president or designee. Use of the facilities shall not interfere with school operations.
Grievances and Discipline. 7.1 The Employer recognises the Union’s right to represent the interests of all or any of its members at all stages during grievance and disciplinary procedures and to call in Union representatives who are not employees of the Employer wherever this is considered appropriate.
7.2 Union representatives will be permitted to spend reasonable paid time inside working hours to discuss grievance or disciplinary matters with affected employees, and to prepare their case, in accordance with [either] 5.6 above [or you could make reference to your ‘time off and facilities agreement’ if negotiated within your workplace. Detailed advice on negotiating time off for trade union duties is available in:
Grievances and Discipline.
12.1 The University recognises the Trade Unions’ right to represent the interests of all or any of their members at all stages during grievance and disciplinary procedures and to call in Union representatives who are not employees of the University wherever this is considered appropriate, for example, Full Time Officials.
12.2 The University undertakes to inform the Trade Union representatives immediately of the name of any trade union officer faced with disciplinary action to enable the Union to make appropriate arrangements for representation. This information will be limited to the name of the officer only and only upon the University obtaining that individual’s consent.
12.3 Trade Union representatives will be permitted to spend reasonable paid time inside working hours to discuss grievance, disciplinary or sickness absence matters with affected employees, and to prepare their case, in accordance with ACAS Code of Practice.
