Handling of Grievances. The Union shall designate a reasonable number of Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify Employee Relations in writing of the individuals so designated. Alternates may be designated to perform Xxxxxxx functions during the absence or unavailability of the Stewards. Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other workers within the same work area or representation unit, including participating in Steps 1-4 of the grievance process as described in Section 38.2. Requests for release time shall not be unreasonably denied. Stewards shall promptly report to the Union any grievances which arise and cannot be adjusted on the job. Supervisory workers shall not represent non-supervisory workers in a grievance procedure where such activity might result in a conflict of interest. Neither Stewards nor the Union shall order changes, and no change shall be made except with the consent of the appropriate department heads.
Handling of Grievances. The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform xxxxxxx functions only during the absence or unavailability of the stewards except by mutual agreement of the parties. Extra-help stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same representation unit. Requests for release time shall not be denied unreasonably. Extra-help stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory extra-help employees shall not represent non-supervisory extra-help employees in a grievance procedure where such activity might result in a conflict of interest. If an extra-help xxxxxxx is relieved from their duties to investigate and process a grievance, other stewards shall not be released for that grievance. Whenever an extra-help employee is required to meet with a supervisor and the extra-help employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they shall be entitled to have a xxxxxxx present if they so request. Only one (1) xxxxxxx may attend such meetings. It is not the intention of this provision to allow the presence of a xxxxxxx during the initial discussion(s) of an extra-help employee's performance evaluation.
Handling of Grievances. CNA shall designate a reasonable number of Nurse Representatives to assist in resolving grievances and notify Employee Relations in writing of the designated individuals. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. Alternates may be designated to perform Nurse Representative functions during the absence or unavailability of Nurse Representatives. Nurse Representatives may be relieved from their assigned work duties by their supervisor to investigate and process grievances initiated by nurses within the same work area or representation unit. Requests for release time shall not be denied unreasonably. Nurse Representatives shall promptly report to CNA any grievances which may arise and cannot be adjusted on the job. Supervisory nurses shall not represent non-supervisory nurses in a grievance procedure where such activity might result in a conflict of interest. Neither a Nurse Representative nor CNA shall order any changes, and no change shall be made except with the consent of the appropriate department heads. Whenever a nurse is required to meet with a supervisor and the nurse reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall be entitled to have a Nurse Representative present if he/she so requests. It is not the intention of this provision to allow the presence of a Nurse Representative during the initial discussion(s) of a nurse's performance evaluation.
Handling of Grievances. The Union shall designate a reasonable number of Stewards and alternates to assist in resolving grievances. Supervisors may relieve Xxxxxxxx from assigned work duties to investigate and process grievances. Requests for release time shall not be unreasonably denied. Stewards shall promptly report to the Union grievances which cannot be adjusted on the job. Supervisors shall not represent non-supervisors in grievances where a conflict of interest might result. Neither Stewards nor the Union shall order any changes to the xxxxxxx assignment, and no change shall be made except with the department head's consent. Whenever an employee is required to meet with a supervisor, and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall be entitled to have a Xxxxxxx present if he/she so requests. It is not the intention of this provision to allow the presence of a Xxxxxxx during the initial discussion(s) of an employee's performance evaluation.
Handling of Grievances. PDA shall designate a reasonable number of representatives to assist in resolving grievances depending on geographical locations, hours of employment, and departmental organizational structure, notifying Employee Relations of the individuals designated. Alternates may be designated to perform such functions during the absence or unavailability of the designees. Representatives may be relieved from work duties by their supervisors to investigate and process grievances initiated by other employees within the same work area or representation unit. Release time requests shall not be denied unreasonably. Representatives shall promptly report to PDA any grievances which may arise and cannot be adjusted on the job. Supervisory employees shall not represent non-supervisory employees in grievances. Neither a representative nor PDA shall order any changes, and no change shall be made except with the consent of the department head.
Handling of Grievances. Section 1 Nothing in this section shall prohibit the informal discussion and settlement of grievances between an individual employee and his supervisor. If so requested by the employee, a representative of the Union, who may be an officer or xxxxxxx, may be present at such informal discussions. The formal grievance procedure shall be as follows: The grievance will be reduced to the writing (on a form supplied by the Company) and shall state clearly, contract violations or causes. The Company will respond in writing at all steps.
Step 1 If the complaint is not settled informally, it may be submitted to his Maintenance Supervisor or his designee by the aggrieved employee and/or his Union Representative within 10 days excluding Saturday, Sunday and Holidays, of the aggrieved act. The supervisor will give his answer within five days excluding Saturday, Sunday and Holidays. Grievances settled in step 1 shall be on a non-precedent setting basis.
Step 2 If the grievance is not settled in Step 1, the grievance may be referred within ten days, (following receipt of the Supervisor’s answer in Step 1) to the Maintenance Manager or his designee. Maintenance Manager or his designee will meet with the shop xxxxxxx for the discussion of the grievance and after meeting with the shop xxxxxxx the Maintenance Manager or his designee will give his answer within seven days, excluding Saturday, Sunday and Holidays.
Step 3 If the grievance is not settled in Step 2, the grievance may be referred within ten days, excluding Saturday, Sunday and Holidays (following receipt of the Maintenance Manager or his designee’s answer in Step 2) to the General Manager who will meet with the Union Officers and the International or District Lodge Representative after the meeting with the Union Officers/DBR the Company will answer within ten days, excluding Saturday, Sunday and Holidays.
a) If the grievance is not settled in Step 3, the grievance may be referred within 30 days, excluding Saturday, Sunday and Holidays, (following receipt of the Company’s answer in Step 3) to arbitration. If agreeable to both parties, mediation may be used prior to arbitration to resolve the grievance.
Handling of Grievances. 193
8.2.5 Notice of Resolution of a Grievance. 194
Handling of Grievances. The Union shall designate up to six (6) employee representatives to assist in resolving grievances within departments or geographical work areas. The Union shall notify Agency/Department Heads and the Office of Labor Relations in writing of the individuals so designated. Alternates may be designated to perform employee representative functions during the absence or unavailability of the representative. Employee representatives may be released from their assigned work duties by their supervisors for short periods of time to investigate and process grievances initiated by other employees within the same work area or representation unit. Request for release time shall not be denied unreasonably. Employee representatives shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job.
Handling of Grievances. The Council shall designate a reasonable number of representatives to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment and departmental organizational structure. The Council shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may only be designated to perform representative functions during the absence or unavailability of all of the designated representatives. Representatives may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other employees within the same work area or bargaining unit. Requests for release time shall not be unreasonably denied. Representatives shall promptly report to the Council any grievances that may arise and cannot be adjusted on the job. Supervisory employees shall not represent non-supervisory employees in a grievance procedure where such activity might result in a conflict of interest. Whenever an employee is required to meet with a supervisor and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall be entitled to have a representative present if he/she so requests. It is not the intention of this provision to allow the presence of a representative during the initial discussion(s) of an employee's performance evaluation.
Handling of Grievances. The Union shall designate a reasonable number of Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment and departmental organizational structure. The Union shall notify the Employee and Public Services Director in writing of the individuals so designated. Alternates may be designated to perform Xxxxxxx functions during the absence or unavailability of the Stewards. Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other unit members within the same work area or representation unit. Requests for released time shall not be denied unreasonably. Stewards shall promptly report to the Union any grievances which may arise and cannot be adjusted on the job. Supervisory unit members shall not represent non-supervisory unit members in a grievance procedure. Neither a Xxxxxxx nor the Union shall order any changes, and no change shall be made except with the consent of the appropriate department heads.
