In the case of a Windsor employee. (a) If the decision of the supervisor is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee, with the superintendent having jurisdiction within three (3) regular working days of delivery of the decision. (b) The superintendent shall deal with the appeal and deliver his/her decision in writing not later than the 3rd regular working day next following the day upon which the appeal is received (step two). (a) If the decision of the supervisor or the superintendent is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee with the human resources manager within three (3) regular working days of the delivery of the decision. If the decision of the supervisor or superintendent is not delivered within the time limits herein provided, the grievance may be appealed directly to step three of the grievance procedure. (b) Thereupon the appeal shall be placed upon an agenda for consideration at the conference next following between the human resources manager and the local negotiating committee of the appropriate local. A conference shall be arranged, not more often than once per calendar week, between the human resources manager and the local negotiating committee of the appropriate local for the consideration of appeals so appearing on the agenda for that conference, providing there is an agenda. The agenda, if any, shall be supplied by the appropriate local to the human resources manager at least two (2) regular working days before the day of the conference at which the appeals listed thereon are to be discussed. (c) Management's decision on appeals taken up at a conference shall be in writing, and shall be delivered to the appropriate chairperson not later than the 3rd regular working day following the day upon which the conference is held (step three). A copy of such decisions shall be delivered to the president of the appropriate local. (a) If management's decision is not satisfactory to the employee concerned, written notice of appeal signed by the employee may be served on the appropriate human resources manager within thirty (30) calendar days of the delivery of the decision, appealing therefrom to the umpire (step four). (b) Not less frequently than once every three (3) months, unless otherwise arranged by the parties, the appropriate local and the company shall review the grievances on appeal at step four. In the course of this review, the parties shall endeavour to resolve those grievances which can be settled without resorting to the umpire. (c) Prior to settling a list of appeals to be allocated to the umpire, the appropriate local and the company shall request a further review by the national union and the central labour affairs staff of the company of the grievances which have not been resolved in the course of the review described in section 11.07 (b). The president of the appropriate local and the chairperson concerned with the grievances under review, along with the human resources manager and the labour relations supervisor concerned may participate in this review. (d) From time to time the appropriate local and the company shall settle lists of appeals to be allocated to the umpire as provided in appendix 'E' by selecting appeals from the grievances remaining unresolved following the review described in section 11.07 (c). (a) The impartial umpire shall be a person jointly selected by the parties and shall continue to serve only so long as he/she continues to be acceptable to both parties. (b) The parties have agreed on rules of procedure to govern appeals to the umpire. The rules are set out in appendix 'E' to this agreement. (c) It shall be the obligation of the umpire to the company and the union to rule on cases heard by him/her within thirty (30) days after the hearing. Priority shall be given to deciding discharge cases. If, for good and proper reasons additional time is required, the umpire may request an extension of the time limits set forth above by the parties and a reasonable extension thereof shall be granted.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
In the case of a Windsor employee. (a) If the decision of the supervisor is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee, with the superintendent having jurisdiction within three (3) regular working days of delivery of the decision.
(b) The superintendent shall deal with the appeal and deliver his/her decision in writing not later than the 3rd regular working day next following the day upon which the appeal is received (step two).
(a) If the decision of the supervisor or the superintendent is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee with the human resources manager within three (3) regular working days of the delivery of the decision. If the decision of the supervisor or superintendent is not delivered within the time limits herein provided, the grievance may be appealed directly to step three of the grievance procedure.
(b) Thereupon the appeal shall be placed upon an agenda for consideration at the conference next following between the human resources manager and the local negotiating committee of the appropriate local. A conference shall be arranged, not more often than once per calendar week, between the human resources manager and the local negotiating committee of the appropriate local for the consideration of appeals so appearing on the agenda for that conference, providing there is an agenda. The agenda, if any, shall be supplied by the appropriate local to the human resources manager at least two (2) regular working days before the day of the conference at which the appeals listed thereon are to be discussed.
(c) Management's decision on appeals taken up at a conference shall be in writing, and shall be delivered to the appropriate chairperson not later than the 3rd regular working day following the day upon which the conference is held (step three). A copy of such decisions shall be delivered to the president of the appropriate local.
(a) If management's decision is not satisfactory to the employee concerned, written notice of appeal signed by the employee may be served on the appropriate human resources manager within thirty (30) calendar days of the delivery of the decision, appealing therefrom to the umpire (step four).
(b) Not less frequently than once every three (3) months, unless otherwise arranged by the parties, the appropriate local and the company shall review the grievances on appeal at step four. In the course of this review, the parties shall endeavour to resolve those grievances which can be settled without resorting to the umpire.
(c) Prior to settling a list of appeals to be allocated to the umpire, the appropriate local and the company shall request a further review by the national union and the central labour affairs staff of the company of the grievances which have not been resolved in the course of the review described in section 11.07 (b). The president of the appropriate local and the chairperson concerned with the grievances under review, along with the human resources manager and the labour relations supervisor concerned may participate in this review.
(d) From time to time the appropriate local and the company shall settle lists of appeals to be allocated to the umpire as provided in appendix 'E' by selecting appeals from the grievances remaining unresolved following the review described in section 11.07 (c).
(a) The impartial umpire shall be a person jointly selected by the parties and shall continue to serve only so long as he/she continues to be acceptable to both parties. For employees in the province of Alberta, in the event that the parties are unable to agree on the person to be selected as Umpire within the period of five days after either party has proposed a person to act as Umpire, the Minister of Labour for Alberta will be requested to designate the Umpire. The Umpire so designated shall be a jurist of repute in that province. If at any time either party desires to terminate the service of the umpire, it shall give notice in writing to that effect, specifying the date of termination, and sending one copy to the umpire and one copy to the other party. The party terminating the umpire's services shall specify in its notice whether or not it is agreeable to have said umpire render decisions in all cases pending before him/her up to the date of said termination, and if it determines that the umpire may decide such pending cases, the umpire shall render decisions thereon not later than thirty (30) days from the date of said notice. If the party terminating the services of the umpire elects not to have the cases pending before him/her decided by that umpire, he/she shall render no further decisions subsequent to the time fixed in the notice, and all cases then pending before him/her shall be referred to his/her successor or to any other person the parties may agree upon. Pending the selection of a new umpire, the parties shall, if necessary, forthwith request the Minister of Labour for Ontario to designate a sole umpire to hear and determine appeals in the interim.
(b) The parties have agreed on rules of procedure to govern appeals to the umpire. The rules are set out in appendix 'E' to this agreement.
(c) It shall be the obligation of the umpire to the company and the union to rule on cases heard by him/her within thirty (30) days after the hearing. Priority shall be given to deciding discharge cases. If, for good and proper reasons additional time is required, the umpire may request an extension of the time limits set forth above by the parties and a reasonable extension thereof shall be granted.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
In the case of a Windsor employee. (a) If the decision of the supervisor is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee, with the superintendent having jurisdiction within three (3) regular working days of delivery of the decision.
(b) The superintendent shall deal with the appeal and deliver his/her decision in writing not later than the 3rd regular working day next following the day upon which the appeal is received (step two).
(a) If the decision of the supervisor or the superintendent is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee with the human resources manager within three (3) regular working days of the delivery of the decision. If the decision of the supervisor or superintendent is not delivered within the time limits herein provided, the grievance may be appealed directly to step three of the grievance procedure.time
(b) Thereupon the appeal shall be placed upon an agenda for consideration at the conference next following between the human resources manager and the local negotiating committee of the appropriate local. A conference shall be arranged, not more often than once per calendar week, between the human resources manager and the local negotiating committee of the appropriate local for the consideration of appeals so appearing on the agenda for that conference, providing there is an agenda. The agenda, if any, shall be supplied by the appropriate local to the human resources manager at least two (2) regular working days before the day of the conference at which the appeals listed thereon are to be discussed.
(c) Management's decision on appeals taken up at a conference shall be in writing, and shall be delivered to the appropriate chairperson not later than the 3rd regular working day following the day upon which the conference is held (step three). A copy of such decisions shall be delivered to the president of the appropriate local.
(a) If management's decision is not satisfactory to the employee concerned, written notice of appeal signed by the employee may be served on the appropriate human resources manager within thirty (30) calendar days of the delivery of the decision, appealing therefrom to the umpire (step four).
(b) Not less frequently than once every three (3) months, unless otherwise arranged by the parties, the appropriate local and the company shall review the grievances on appeal at step four. In the course of this review, the parties shall endeavour to resolve those grievances which can be settled without resorting to the umpire.
(c) Prior to settling a list of appeals to be allocated to the umpire, the appropriate local and the company shall request a further review by the national union and the central labour affairs staff of the company of the grievances which have not been resolved in the course of the review described in section 11.07 (b). The president of the appropriate local and the chairperson concerned with the grievances under review, along with the human resources manager and the labour relations supervisor concerned may participate in this review.
(d) From time to time the appropriate local and the company shall settle lists of appeals to be allocated to the umpire as provided in appendix 'E' by selecting appeals from the grievances remaining unresolved following the review described in section 11.07 (c).
(a) The impartial umpire shall be a person jointly selected by the parties and shall continue to serve only so long as he/she continues to be acceptable to both parties.
(b) The parties have agreed on rules of procedure to govern appeals to the umpire. The rules are set out in appendix 'E' to this agreement.to
(c) It shall be the obligation of the umpire to the company and the union to rule on cases heard by him/her within thirty (30) days after the hearing. Priority shall be given to deciding discharge cases. If, for good and proper reasons additional time is required, the umpire may request an extension of the time limits set forth above by the parties and a reasonable extension thereof shall be granted.
Appears in 1 contract
Samples: Collective Bargaining Agreement
In the case of a Windsor employee. (a) If the decision of the supervisor is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee, with the superintendent having jurisdiction within three (3) regular working days of delivery of the decision.
(b) The superintendent shall deal with the appeal and deliver his/her decision in writing not later than the 3rd regular working day next following the day upon which the appeal is received (step two).
(a) If the decision of the supervisor or the superintendent is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee with the human resources manager within three (3) regular working days of the delivery of the decision. If the decision of the supervisor or superintendent is not delivered within the time limits herein provided, the grievance may be appealed directly to step three of the grievance procedure.
(b) Thereupon the appeal shall be placed upon an agenda for consideration at the conference next following between the human resources manager and the local negotiating committee of the appropriate local. A conference shall be arranged, not more often than once per calendar week, between the human resources manager and the local negotiating committee of the appropriate local for the consideration of appeals so appearing on the agenda for that conference, providing there is an agenda. The agenda, if any, shall be supplied by the appropriate local to the human resources manager at least two (2) regular working days before the day of the conference at which the appeals listed thereon are to be discussed.
(c) Management's decision on appeals taken up at a conference shall be in writing, and shall be delivered to the appropriate chairperson not later than the 3rd regular working day following the day upon which the conference is held (step three). A copy of such decisions shall be delivered to the president of the appropriate local.
(a) If management's decision is not satisfactory to the employee concerned, written notice of appeal signed by the employee may be served on the appropriate human resources manager within thirty (30) calendar days of the delivery of the decision, appealing therefrom to the umpire (step four).
(b) Not less frequently than once every three (3) months, unless otherwise arranged by the parties, the appropriate local and the company shall review the grievances on appeal at step four. In the course of this review, the parties shall endeavour to resolve those grievances which can be settled without resorting to the umpire.at
(c) Prior to settling a list of appeals to be allocated to the umpire, the appropriate local and the company shall request a further review by the national union and the central labour affairs staff of the company of the grievances which have not been resolved in the course of the review described in section 11.07 (b). The president of the appropriate local and the chairperson concerned with the grievances under review, along with the human resources manager and the labour relations supervisor concerned may participate in this review.
(d) From time to time the appropriate local and the company shall settle lists of appeals to be allocated to the umpire as provided in appendix 'E' by selecting appeals from the grievances remaining unresolved following the review described in section 11.07 (c).
(a) The impartial umpire shall be a person jointly selected by the parties and shall continue to serve only so long as he/she continues to be acceptable to both parties.
(b) The parties have agreed on rules of procedure to govern appeals to the umpire. The rules are set out in appendix 'E' to this agreement.
(c) It shall be the obligation of the umpire to the company and the union to rule on cases heard by him/her within thirty (30) days after the hearing. Priority shall be given to deciding discharge cases. If, for good and proper reasons additional time is required, the umpire may request an extension of the time limits set forth above by the parties and a reasonable extension thereof shall be granted.deciding
Appears in 1 contract
Samples: Collective Bargaining Agreement
In the case of a Windsor employee. (a) If the decision of the supervisor is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee, with the superintendent having jurisdiction within three (3) regular working days of delivery of the decision.
(b) The superintendent shall deal with the appeal and deliver his/her decision in writing not later than the 3rd regular working day next following the day upon which the appeal is received (step two).
(a) If the decision of the supervisor or the superintendent is not satisfactory to the employee concerned, an appeal therefrom may be lodged in writing and signed by the employee with the human resources manager within three (3) regular working days of the delivery of the decision. If the decision of the supervisor or superintendent is not delivered within the time limits herein provided, the grievance may be appealed directly to step three of the grievance procedure.
(b) Thereupon the appeal shall be placed upon an agenda for consideration at the conference next following between the human resources manager and the local negotiating committee of the appropriate local. A conference shall be arranged, not more often than once per calendar week, between the human resources manager and the local negotiating committee of the appropriate local for the consideration of appeals so appearing on the agenda for that conference, providing there is an agenda. The agenda, if any, shall be supplied by the appropriate local to the human resources manager at least two (2) regular working days before the day of the conference at which the appeals listed thereon are to be discussed.
(c) Management's decision on appeals taken up at a conference shall be in writing, and shall be delivered to the appropriate chairperson not later than the 3rd regular working day following the day upon which the conference is held (step three). A copy of such decisions shall be delivered to the president of the appropriate local.
(a) If management's decision is not satisfactory to the employee concerned, written notice of appeal signed by the employee may be served on the appropriate human resources manager within thirty (30) calendar days of the delivery of the decision, appealing therefrom to the umpire (step four).
(b) Not less frequently than once every three (3) months, unless otherwise arranged by the parties, the appropriate local and the company shall review the grievances on appeal at step four. In the course of this review, the parties shall endeavour to resolve those grievances which can be settled without resorting to the umpire.
(c) Prior to settling a list of appeals to be allocated to the umpire, the appropriate local and the company shall request a further review by the national union and the central labour affairs staff of the company of the grievances which have not been resolved in the course of the review described in section 11.07 (b). The president of the appropriate local and the chairperson concerned with the grievances under review, along with the human resources manager and the labour relations supervisor concerned may participate in this review.
(d) From time to time the appropriate local and the company shall settle lists of appeals to be allocated to the umpire as provided in appendix 'E' by selecting appeals from the grievances remaining unresolved following the review described in section 11.07 (c).
(a) The impartial umpire shall be a person jointly selected by the parties and shall continue to serve only so long as he/she continues to be acceptable to both parties.
(b) The parties have agreed on rules of procedure to govern appeals to the umpire. The rules are set out in appendix 'E' to this agreement.
(c) It shall be the obligation of the umpire to the company and the union to rule on cases heard by him/her within thirty (30) days after the hearing. Priority shall be given to deciding discharge cases. If, for good and proper reasons additional time is required, the umpire may request an extension of the time limits set forth above by the parties and a reasonable extension thereof shall be granted.at
Appears in 1 contract
Samples: Collective Bargaining Agreement
