Common use of Health and Safety Grievances Clause in Contracts

Health and Safety Grievances. When an employee and CWA reasonably believe that an employee or employees are being required to work in an unsafe environment, the supervisor shall be notified during the shift in which the alleged violation is discovered. The supervisor will notify the Communications Director and Safety Officer immediately and investigate the situation. The supervisor shall direct the employee to temporarily perform other tasks until such time as the situation is deemed safe by the Safety Officer. If CWA and the affected employee(s) still believe the unsafe condition exists, CWA and the affected employee(s) may exercise their rights under Section 8 of the grievance procedure. For Health and Safety grievances, the immediate supervisor must respond to CWA and the affected employee(s) within one (1) working day of filing the informal grievance. If CWA and the affected employee(s) are not satisfied with the decision of the immediate supervisor, a formal grievance shall be filed in accordance with Step 1, “Formal Grievance Procedure.” The Communications Director shall respond to CWA and the affected employee(s) within three working days. County Fire will provide identification cards to all employees. Such cards will include the employee’s name, employee number, and department. Employees shall carry such cards at all times while engaged in County Fire business and in connection with such business shall produce cards for inspection to any County Fire official. Employees shall surrender such cards upon termination from County Fire employment. This Memorandum of Understanding constitutes a mutual agreement by all negotiating team members of the parties to be jointly submitted to the Board of Supervisors for approval. It is agreed that this Memorandum of Understanding shall not be binding upon the parties either in whole or in part unless and until approved by the Board of Supervisors. Any changes to this agreement which do not have specific effective dates, become effective the beginning of the pay period following Board of Supervisors approval.

Health and Safety Grievances. a) When an employee and CWA reasonably believe that an employee or employees are being required to work in an unsafe environment, the supervisor shall be notified during the shift in which the alleged violation is discovered. The supervisor will notify the Communications Director and Safety Officer immediately and investigate the situation. The supervisor shall direct the employee to temporarily perform other tasks until such time as the situation is deemed safe by the Safety Officer. . b) If CWA and the affected employee(s) still believe the unsafe condition exists, CWA and the affected employee(s) may exercise their rights under Section 8 of the grievance procedure. For Health and Safety grievances, the immediate supervisor must respond to CWA and the affected employee(s) within one (1) working day of filing the informal grievance. If CWA and the affected employee(s) are not satisfied with the decision of the immediate supervisor, a formal grievance shall be filed in accordance with Step 1, “Formal Grievance Procedure.” The Communications Director shall respond to CWA and the affected employee(s) within three working days. County Fire will provide identification and/or access cards to all employees. Such cards will include the employee’s name, photograph, employee number, and department. Employees shall carry such cards at all times while engaged in County Fire business and in connection with such business shall produce cards for inspection to any County Fire official. Employees shall surrender such cards upon termination separation from County Fire employment. This Memorandum of Understanding Agreement constitutes a mutual agreement by all negotiating team members of the parties to be jointly submitted to the Board of Supervisors for approval. It is agreed that this Memorandum of Understanding Agreement shall not be binding upon the parties either in whole or in part unless and until approved by the Board of Supervisors. Any changes to this agreement which do not have specific effective dates, become effective the beginning of the pay period following Board of Supervisors approval.

Health and Safety Grievances. When an employee and CWA reasonably believe that an employee or employees are being required to work in an unsafe environment, the supervisor shall be notified during the shift in which the alleged violation is discovered. The supervisor will notify the Communications Director and Safety Officer immediately and investigate the situation. The supervisor shall direct the employee to temporarily perform other tasks until such time as the situation is deemed safe by the Safety Officer. If CWA and the affected employee(s) still believe the unsafe condition exists, CWA and the affected employee(s) may exercise their rights under Section 8 of the grievance procedure. For Health and Safety grievances, the immediate supervisor must respond to CWA and the affected employee(s) within one (1) working day of filing the informal grievance. If CWA and the affected employee(s) are not satisfied with the decision of the immediate supervisor, a formal grievance shall be filed in accordance with Step 1, “Formal Grievance Procedure.” The Communications Director shall respond to CWA and the affected employee(s) within three working days. County Fire will provide identification cards to all employees. Such cards will include the employee’s name, employee number, and department. Employees shall carry such cards at all times while engaged in County Fire business and in connection with such business shall produce cards for inspection to any County Fire official. Employees shall surrender such cards upon termination from County Fire employment. This Memorandum of Understanding constitutes a mutual agreement by all negotiating team members of the parties to be jointly submitted to the Board of Supervisors for approval. It is agreed that this Memorandum of Understanding shall not be binding upon the parties either in whole or in part unless and until approved by the Board of Supervisors. Any changes to this agreement which do not have specific effective dates, dates become effective on the beginning date of the pay period following Board of Supervisors approval.