Grievor Sample Clauses

Grievor. Grievor shall be defined as the Party (Employer or Union) or employee(s) who initiates a grievance.
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Grievor. The grievor is the Association which initiates a grievance on behalf of a member or group of members or itself; or the University.
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Grievor. «Grievor» means the employee concerned, a group of employees, a Union Local or the National Union.
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Grievor the employee who has filed a grievance pursuant to subsection 11.01(b) or (c), or a complaint pursuant to subsection 11.01(e), or the Union or the Company which has filed a grievance pursuant to subsection 11.01(d).
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Grievor. The grievor is the Union or the Employer.
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Grievor. A person who has filed a grievance under this Agreement.
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Grievor. The grievor argues that the Arbitrator failed to properly apply the standard of proof which in cases of moral turpitude comes "perilously close" to the criminal standard of proof beyond a reasonable doubt : Xxxxx XxXxx v. College of Psychologists of B.C., Vancouver Registry No. A90383, November 1, 1991. The grievor complains that the Arbitrator failed to consider crucial pieces of evidence. Although an arbitrator does not have to advert to every piece of evidence or point of argument, a denial of a fair hearing occurs where there is a failure of a decision-maker to consider a matter directly bearing on the central matter in dispute: Selkirk Tunnel Constructors, I. R. C. No. C244/88.
Sample 1
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Grievor. The grievor is either the Union which initiates a grievance against the Employer on behalf of a Member or group of Members or itself, or the Employer which initiates a grievance against the Union, an individual Member or a group of Members; 23.02 There shall be no discrimination, harassment or coercion, of any kind practised against any persons involved in these procedures.
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Grievor. The grievor may be either the Association or the Employer. The Association may initiate a grievance on behalf of a Member or group of Members or itself. The Employer may initiate a grievance on behalf of the Employer.
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Related to Grievor

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Formal Grievance Step 1 6

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • Grievability Denial of a petition for reinstatement is grievable. The grievance may not be based on information other than that shared with the Employer at the time of the petition for reinstatement.

  • 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

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