Handling Grievances. 1. When requested by an employee, a xxxxxxx may investigate any alleged grievance in his or her assigned area and assist in its preparation and presentation. The xxxxxxx shall encourage the employee to discuss a problem informally with his/her supervisor prior to filing a formal grievance or appeal.
2. After notifying and receiving approval of his/her immediate supervisor, a xxxxxxx shall be allowed reasonable time off during working hours (without loss of time or pay) to investigate, prepare and present such grievances or appeals. The immediate supervisor will authorize the xxxxxxx to leave his or her work unless compelling circumstances require refusal of such permission, in which case, the immediate supervisor shall inform the xxxxxxx of the reasons for the denial and establish an alternate time when the xxxxxxx can reasonably be expected to be released from his or her work assignment.
3. When a xxxxxxx desires to contact an employee at his/her work location, the xxxxxxx shall first contact the immediate supervisor of that employee, advise him/her of the nature of the business, and obtain the permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee's availability, in which case the supervisor will notify the xxxxxxx when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) work day, the time limits of the grievance procedure shall be extended for the length of the delay.
4. A xxxxxxx'x interview or discussions with an employee on County time will be handled expeditiously.
Handling Grievances. 1. When an employee has a grievance, they may request that a xxxxxxx, with permission of the employee’s supervisor, investigate the grievance in their assigned work area and assist in its preparation and presentation.
2. After notifying and receiving approval of the immediate supervisor, a xxxxxxx maybe allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare, and present such grievances. The immediate supervisor will authorize the xxxxxxx to leave their work assignment unless compelling circumstances require refusal of such permission. In such case, the immediate supervisor will inform the xxxxxxx of the reasons for the denial of release time and establish an alternate time when the xxxxxxx can reasonably be expected to be released from their work assignment.
3. When a xxxxxxx needs to contact an employee at their work location, the xxxxxxx will first contact the immediate supervisor of that employee, advise the supervisor of the nature of the business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the xxxxxxx when they can reasonably expect to contact the employee within the next twenty-four hours.
4. A xxxxxxx’x interview or discussion with an employee on City time will be handled expeditiously.
5. Union may appoint a Chief Xxxxxxx or alternate who may act in instances where a job site xxxxxxx is not available.
Handling Grievances. 1. When an employee has a grievance, they may request that a Board member, with permission of their supervisor, investigate the grievance in their assigned work area and assist in its preparation and presentation. If no Board member is assigned to the employee’s work area or if the Board member assigned to the employee’s work area is not available at the time the grievant makes their request, another Board member may investigate the grievance.
2. After notifying and receiving approval of the immediate supervisor, a Board member shall be allowed reasonable time off during working hours, without loss of time or pay, to investigate, prepare and present such grievances. The immediate supervisor will authorize the Board member to leave their work assignment, unless compelling circumstances require refusal of such permission. In such case, the immediate supervisor shall inform the Board member of the reasons for the denial of release time and establish an alternate time when the Board member can reasonably be expected to be released from their work assignment.
Handling Grievances. 1. When requested by an employee, a xxxxxxx may investigate any alleged grievance in his or her assigned area and assist in its preparation and presentation. The xxxxxxx shall encourage the employee to discuss a problem informally with his/her supervisor prior to filing a formal grievance or appeal.
Handling Grievances. 1. When requested by an employee, an employee representative may investigate any alleged grievance in his or her assigned area and assist in its preparation and presentation. The employee representative shall encourage the employee to discuss a problem informally with his/her supervisor prior to filing a formal grievance.
2. After notifying and receiving approval of his/her immediate supervisor, an employee representative shall be allowed reasonable time off during working hours (without loss of time or pay) to investigate, prepare and present such grievances. The immediate supervisor will authorize the employee representative to leave his or her work unless compelling circumstances require refusal of such permission, in which case, the immediate supervisor shall inform the employee representative of the reasons for the denial and establish an alternate time when the employee representative can reasonably be expected to be released from his or her work assignment.
3. When an employee representative desires to contact an employee at his/her work location, the employee representative shall first contact the immediate supervisor of that employee, advise him/her of the nature of the business, and obtain the permission to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee's availability, in which case the supervisor will notify the employee representative when he/she can reasonably expect to contact the employee. Where this prohibition extends beyond one (1) work day, the time limits of the grievance procedure shall be extended for the length of the delay.
4. An employee representative's interview or discussions with an employee on County time will be handled expeditiously.
Handling Grievances a. When requested by an employee, a XXXXXXXX Representative with permission of his supervisor, may investigate any alleged grievance in his assigned work area and assist in its presentation.
b. After notifying and receiving approval of his immediate supervisor, a LACOAEHS Representative may be allowed reasonable time off during working hours without loss of time or pay to process such grievances. Such notification shall include the nature of his business for which time off is requested and the estimated time of his absence. The immediate supervisor will authorize the LACOAEHS Representative to leave his work to process such a grievance unless compelling circumstances require refusal of such permission, in which case the immediate supervisor shall inform the LACOAEHS Representative of the reasons for the denial and establish an alternate time when the LACOAEHS Representative can reasonably be expected to be released from his work assignment. The LACOAEHS Representative shall notify his supervisor upon his return to work.
c. When a LACOAEHS Representative desires to contact an employee at his work location, the LACOAEHS Representative shall first contact the immediate supervisor of that employee, advise him of the nature of this business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee's availability, in which case the supervisor will notify the LACOAEHS Representative when he can reasonably expect to contact the employee.
d. A LACOAEHS Representative's interview or discussion with an employee on County time will be handled expeditiously so as not to unduly interrupt work operation.
e. The time authorized for a LACOAEHS Representative to handle an employee's grievance will be recorded by the LACOAEHS Representative on forms made available by his department. The original of the form will be forwarded to the department's personnel office, and a copy retained by the LACOAEHS Representative.
Handling Grievances. 1. When an employee has a grievance, he or she may request that a Board member, with permission of his or her supervisor, investigate the grievance in his or her assigned work area and assist in its preparation and presentation. If no Board member is assigned to the employee’s work area or if the Board member assigned to the employee’s work area is not available at the time the grievant makes his or her request, another Board member may investigate the grievance.
Handling Grievances. A. When requested by an employee who has a grievance, a Xxxxxxx, with per- mission of his or her supervisor, may investigate any grievance in his or her assigned work area and assist in its preparation and presentation.
B. After notifying and receiving approval of the immediate supervisor a Xxxxxxx shall be allowed reasonable time off during working hours, without loss of time or pay to investigate, prepare and present such grievances. The immediate su- pervisor will authorize the Xxxxxxx to leave his or her work unless compelling circumstances require refusal of such permission in which case the immediate supervisor shall inform the Xxxxxxx of the reasons for the denial and establish an alternate time within 24 hours, except in case of emergency, when the Stew- ard can reasonably expect to be released from his or her work assignment.
C. When a Xxxxxxx desires to contact an employee at his or her work location, the Xxxxxxx shall first contact the immediate supervisor of that employee, advise of the nature of the business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employeeʼs availability, in which case the supervisor will notify the Xxxxxxx within 24 hours, except in case of emergency, he or she can reasonably expect to contact the employee.
D. A Stewardʼs interview or discussions with an employee on City time will be handled expeditiously.
E. A request by a Xxxxxxx to investigate and process a grievance shall not be unreasonably withheld.
Handling Grievances. 1. When an employee has a grievance, he or she has the right to request that a Xxxxxxx, with permission of the employee’s supervisor, investigate a grievance in his or her assigned work area and assist in its preparation and presentation.
2. After notifying and receiving approval of the immediate supervisor a Xxxxxxx shall be allowed reasonable time off during working hours, without loss of time or pay to investigate, prepare and present such grievances. The immediate supervisor will authorize the Xxxxxxx to leave his or her work assignment unless compelling circumstances require refusal of such permission. In such cases, the immediate supervisor shall inform the Xxxxxxx of the reasons for the denial of release time and establish an alternate time within twenty-four (24) hours, except in case of emergency, when the Xxxxxxx can reasonably expect to be released from his or her work assignment.
Handling Grievances. 1. When an employee has a grievance, he or she may request that a Board member, with permission of their supervisor, investigate the grievance in their assigned work area and assist in its preparation and presentation. If no Board member is assigned to the employee’s work area or if the Board member assigned to the employee’s work area is not available at the time the grievant makes their request, another Board member may investigate the grievance.
2. After notifying and receiving approval of the immediate supervisor, a Board member will be allowed reasonable time off during working hours, without loss of time or pay to investigate, to prepare and present the grievances. The immediate supervisor will authorize the Board member to leave their work assignment unless compelling circumstances require refusal of such permission. In that case, the immediate supervisor will inform the Board member of the reasons release time was denied and establish an alternate time when the Board member can reasonably be expected to be released from their work assignment.
3. When a Board member needs to contact an employee at their work location, the Board member will first contact the immediate supervisor of that employee, advise the supervisor of the nature of the business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the Board member when they can reasonably expect to contact the employee.
4. A Board member’s interview or discussions with an employee on City time will be handled expeditiously.
5. The Department will provide POA prior notice before a Board member is transferred or changed to a different work shift. The requirement of prior notice to POA will not be construed as limiting City in its prerogatives to transfer or change the work shift of a Board member.
