Informal Grievance Resolution. As soon as possible, but no more than fourteen (14) days after the discovery of the event giving rise to a grievance, the grievant or representative shall present the grievance informally to the involved supervisor; except if the grievance involves the relationship with the supervisor, it shall be submitted to the involved Department Head. The grievant and supervisor have a mutual responsibility to resolve the matter at the lowest possible level. If the grievance is not resolved through discussion with the supervisor, then the grievant and/or representative shall present the grievance informally to the Department Head. The Department Head shall respond in writing to the grievant if the decision is adverse to the grievant. Utilization of these informal steps shall be necessary prior to filing a formal grievance.
Informal Grievance Resolution. The intent of any conciliation procedure is to resolve difficulties in an amicable and timely manner. Within ten (10) days of the occurrence of the issue being grieved, the grievant and/or MTFA representative should try to work out the difference with the person, department or office involved on an informal basis.
Informal Grievance Resolution. As soon as possible, but no more than fourteen (14) calendar days after the discovery of the event giving rise to a grievance, the grievant (or representative) shall present the grievance informally to the involved supervisor. If the grievance involves the relationship with the supervisor, it shall be submitted to the involved Manager. The grievant and supervisor have a mutual responsibility to resolve the matter at the lowest possible level. If the grievance is not resolved through discussion with the supervisor, then the grievant (and/or representative) shall present the grievance informally to the Manager. The Manager shall respond in writing to the grievant within fourteen (14) calendar days if the decision is adverse to the grievant. Utilization of these informal steps shall be necessary prior to filing a formal grievance.
Informal Grievance Resolution. As soon as possible, but no more than fourteen (14) days after the discovery of the event giving rise to a grievance, the grievant or representative shall present the grievance informally to the involved supervisor; except if the grievance involves the relationship with the supervisor, it shall be submitted to the involved Division Captain. The grievant and supervisor have a mutual responsibility to resolve the matter at the lowest possible level. If the grievance is not resolved through discussion with the supervisor, then the grievant and/or representative shall present the grievance informally to the Division
Informal Grievance Resolution. In most cases, it is desirable for alleged violations of this Agreement to be resolved through informal discussions between an employee and the immediately involved supervisor. An employee shall have the right to request Association assistance in resolving the differences. If, however, such informal discussions fail to rectify the dispute, the following formal grievance process is available.
Informal Grievance Resolution. The ADRC should encourage people to resolve grievances with the ADRC through the internal informal grievance resolution process. Informal internal grievance resolution shall be completed within 10 business days of the time the grievance is received.
Informal Grievance Resolution. If a matter arises, that might become a grievance, the affected employee will, if appropriate, endeavour to resolve the matter informally with their immediate supervisor. If the matter is not resolved to the employee’s, and/or the Union’s satisfaction, the employee, or the Job xxxxxxx, may file a formal grievance under Stage I of the grievance procedure. If a dispute cannot be informally resolved (as above), a grievance, shall be submitted to the applicable Department Director, or designate, by the Job Xxxxxxx on behalf of the employee, to the Employer, in writing, with a copy to the Union not later than thirty (30) calendar days from the date the employee was advised of the event leading to the grievance Within seven (7) calendar days of receipt of such Stage I grievance, the Department Director, or their designate will discuss the grievance jointly with the Job Xxxxxxx and employee. The Department Director, or their designate, will render a decision in writing to the Job Xxxxxxx with a copy to the employee, the Union, and the Executive Director, within fifteen (15) calendar days of the date of the discussion at Stage I. A grievance referred by the Union to Stage II will be in writing to the Executive Director or People & Culture Designate. The Employer and the Union may, on joint agreement in writing, depart from the foregoing procedure and time limits. Within fifteen (15) calendar days of receipt of the Union's referral to Stage II, the Executive Director, will discuss the grievance with representatives of the Union. Within fifteen (15) calendar days of the date of the discussion with the Union Representative(s), the Executive Director will submit the Society's decision to the Union in writing. Within thirty (30) calendar days of receipt of the Society's decision at Stage II, the Union may refer the grievance to arbitration as set out in Article 3.05.
Informal Grievance Resolution. As soon as possible, but no more than fourteen (14) days after the discovery of the event giving rise to a grievance, the grievant or representative shall present the grievance informally to the involved supervisor; except if the grievance involves the relationship with the supervisor, it shall be submitted to the involved Division Captain. The grievant and supervisor have a mutual responsibility to resolve the matter at the lowest possible level. If the grievance is not resolved through discussion with the supervisor, then the grievant and/or representative shall present the grievance informally to the Division Captain. The Division Captain shall respond in writing to the grievant if the decision is adverse to the grievant. Utilization of these informal steps shall be necessary prior to filing a formal grievance.
Informal Grievance Resolution a. The Agency and the Union endorse the principle of resolving grievances at the lowest possible level. The Agency, the Union, and bargaining unit employees should make reasonable efforts to resolve potential grievances prior to the filing of a formal grievance. An attempt at informal resolution should be made with the project representative and the immediate supervisor or the lowest level of management capable of resolving the issue.
b. The parties can also attempt to reach an informal resolution at any stage of the grievance process.
c. Attempts at informal resolution of grievances will not automatically extend the time limits for filing grievances.
d. In any event, if a grievant feels that his/her relationship with the immediate supervisor is such that the grievant cannot reasonably discuss the matter with their first line supervisor, the grievant may discuss it with the next level of supervision. In such a case, no retribution can be threatened nor taken by supervision because the employee bypassed the “chain of command.”
Informal Grievance Resolution. Consistent with the overall intent of Section 3.1A Grievance Procedure, the aggrieved employee (“Grievant”) will attempt to discuss the grievance with their Sergeant or immediate supervisor before filing a formal, written grievance. The employee shall have the right to participate in meetings conducted to discuss the grievance at Step 1.
