GUIDELINES FOR EFFECTIVE PROCESSING Sample Clauses

GUIDELINES FOR EFFECTIVE PROCESSING. A. For purposes of the Grievance Procedure, a "workday" is any weekday except Sunday, Saturday or a fixed date holiday, as recognized by this Agreement. B. All written grievances and responses shall be dated and signed by the appropriate Union or City representative. C. A grievance not filed or advanced to the next higher level within the time limit provided in this Agreement shall be deemed permanently withdrawn. A grievance not responded to within the time limit provided in this Agreement shall be considered as having been denied and may be advanced to the next step of the grievance procedure. D. No grievance award shall be made to a person other than the specific individual so entitled as eligible under appropriate section(s) of the agreement. E. A grievance may be entertained in or advanced to any step in the Grievance Procedure, if the Parties jointly so agree.
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GUIDELINES FOR EFFECTIVE PROCESSING. A weekday shall mean Monday through Friday exclusive of fixed-date City holidays. All written grievances and responses shall be dated and signed by the appropriate Union or City representative. In the absence of the Union Representative or either party to the Grievance Procedure, the party whom he or she represents may designate an alternate to act in his or her place. Both City and Union representatives will acknowledge receipt of a grievance or management response in writing. Such acknowledgment will be properly signed and dated. A grievance not filed or advanced to the next higher level within the time limit provided in this Agreement shall be deemed permanently withdrawn. A grievance not responded to within the time limit provided in this Agreement shall automatically move to the next step upon expiration of the response period. In no event shall an employee or Union representative leave his or her work for grievance purposes without first notifying and obtaining the approval of his or her immediate supervisor. The Supervisor in turn shall make every effort to provide for the relief of the employee, if such is required. No grievance award shall be made to a person other than the specific individual so entitled as eligible under appropriate section(s) of the agreement. The Union and Management recognize the value of early involvement of the parties in the processing of grievances. Accordingly, the Municipality will afford the International Business Representative the right to visit a plant facility with advance notification to plant management for the purpose of gathering data and facts. Meeting spaces to accommodate private discussions with the Shop Xxxxxxx will be provided. Visiting rights are not intended to give rise to employee meetings or interfere with the operations of the facility. An employee may be released for such discussions only with prior approval of management. This provision shall not substitute for nor be used in lieu of any existing step in the Grievance Procedure. The sole intent is to facilitate fact-finding in conjunction with the processing of grievances.
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GUIDELINES FOR EFFECTIVE PROCESSING. All written grievance and responses shall be dated and signed by the appropriate Union or City representative.
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GUIDELINES FOR EFFECTIVE PROCESSING. A. All written grievance and responses shall be dated and signed by the appropriate Union or City representative. B. Both City and Union representatives will acknowledge receipt of a grievance or management response in writing. Such acknowledgement will be properly signed and dated. C. A grievance not advanced to the next higher level within the time limit provided shall be deemed to be permanently withdrawn. A grievance not answered within the time limit provided shall be considered as resolved with the awarding of the grievance request. D. In no event shall an employee leave his or her work for grievance purposes without first notifying and obtaining the approval of his or her immediate supervisor. The supervisor in turn shall make every effort to provide for the relief of the employee, if such is required. E. In cases where a grievance is settled in favor of the aggrieved, any monetary adjustment agreed upon will be made no later than the second pay period following the date of settlement. Any physical adjustments will be carried out as expeditiously as possible. F. For purposes of clarification, the issue grieved by an employee subject to this Agreement must relate to a specific provision contained therein. Thus, a “grievance” filed by an employee subject to the Agreement on an issue not contained within the scope of the Agreement is not in fact a grievance. G. The Union may initiate a grievance on behalf of a class of affected employees. Such grievance shall bear the signature of all employees wishing to be included in the affected class. A “class” grievance shall be submitted initially for consideration at the third (Director’s) step of the grievance process. At any hearing on a class grievance, the Union shall be represented by the Local president or his or her designee, one (1) additional representative of the Local, and a representative of Ohio Council 8. H. Final determination of a disciplinary grievance made at Step 4 shall be based on information known at the time of the hearing. If the City obtains information relevant to the grievance prior to final determination of a Step 4 disciplinary grievance, the City will notify the Union of the new information, the Union will have three (3) working days to respond to the information, and the City Manager or his or her designee shall submit his or her written determination within fifteen (15) working days of the Union’s response.
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