Grievances Concerning Employee Conduct Sample Clauses

Grievances Concerning Employee Conduct. A. Filing of Grievance/Complaint with Human Resources Disputes concerning the application of the Principles of Employee Conduct are subject to the grievance procedure outlined in Article 7, provided that any grievance initiated under the policy shall be filed immediately at Step 2 and that, prior to any hearing, the matter shall be referred to the Division/Department of Human Resources. Within thirty (30) days of the receipt of the grievance, Human Resources will determine whether it is appropriate to attempt to resolve the dispute informally. If Human Resources cannot resolve the matter informally, then it shall conduct a formal investigation into the allegations and determine if an employee has violated this policy.
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Grievances Concerning Employee Conduct. Filing of Grievance/Complaint with Human Resources Disputes concerning the application of the Principles of Employee Conduct are subject to the grievance procedure outlined in Article 7, provided that any grievance initiated under the policy shall be filed immediately at Step 2 and that, prior to any hearing, the matter shall be referred to the Division/Department of Human Resources. Within thirty (30) days of the receipt of the grievance, Human Resources will determine whether it is appropriate to attempt to resolve the dispute informally. If Human Resources cannot resolve the matter informally, then it shall conduct a formal investigation into the allegations and determine if an employee has violated this policy. Informal Resolution If Human Resources determines that it is appropriate to attempt to resolve the dispute informally, then it has sixty (60) days to attempt to reach a conclusion that is acceptable to the complainant, the respondent and Human Resources. Upon the request of a bargaining unit member who is either the complainant or respondent, a union representative shall be included in the attempt to resolve the dispute. Resolutions may include: continued informal facilitation or mediation; formal facilitation or mediation with use of an outside facilitator or mediator; required supervisory or other training; mandatory training for the employee(s) involved in the violation of these Principles; transfer of the employee(s) involved pursuant to Article 14.7; or other appropriate action. The informal dispute resolution process can only be extended beyond sixty (60) days with the agreement of Human Resources and the complainant. If the parties cannot reach an informal resolution within sixty (60) days then Human Resources will initiate a formal investigation. Formal Investigation During the investigation, a union representative shall be present at any investigatory meeting when so requested by a bargaining unit member. HR will complete the investigation and issue findings within 120 days of its initiation. A summary of the investigator’s findings will be shared with the complainant and the respondent. The complainant, at his/her discretion, may share the summary of findings with his/her union representative. If Human Resources determines the respondent did violate T96-136, then the summary of the findings will also be shared with the respondent’s supervisor and/or Department Head. Ability to Grieve If, following the completion of the investigation pr...
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Grievances Concerning Employee Conduct 
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Related to Grievances Concerning Employee Conduct

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION [Not applicable in School District No. 62 (Sooke)]

  • Employee Conduct Employee covenants, warrants and represents that during the period of Employee’s employment with the Company, Employee shall at all times comply with the Company’s written policy as in effect from time to time on the acceptance of gifts and gratuities from customers, vendors, suppliers, or other persons doing business with the Company. Employee represents and understands that acceptance or encouragement of any gift or gratuity not in compliance with such policy may create a perceived financial obligation and/or conflict of interest for the Company and shall not be permitted as a means to influence business decisions, transactions or service. In this situation, as in all other areas of employment, Employee is expected to conduct himself or herself using the highest ethical standard.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Policy Grievances ‌ Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Executive Director or designate or the President of the Union within 14 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

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