Informal Phase. In an attempt to resolve the problem, the grievant shall meet with the immediate supervisor or appropriate administrative authority and discuss the situation. The grievant will state that they are initiating a grievance. The grievant and the immediate supervisor will attempt to set an informal meeting to discuss the grievance within ten (10) days. If mutual agreement on a meeting date cannot be achieved within ten (10) days, then the grievant may move on to the Formal Phase.
Informal Phase. Appropriate Directors in concert with the Director of Human Resources shall be responsible for ensuring that all allegations of misconduct or other complaints against an employee shall be investigated. This Article applies to non-criminal complaints or allegations made externally and not from normal supervisory activities. Prior to the Formal Investigation Phase, as outlined in Paragraphs 2 through 7 of this Article, there shall be an informal period of investigation in order to determine the nature and the severity of the complaint.
Informal Phase. An Employee claiming a violation concerning the interpretation or application of this Agreement may discuss the matter with their Appointing Authority in an effort to avoid a formal administrative complaint and/or resolve any dispute. While Employees are encouraged to utilize this informal step, nothing herein shall be construed as a limitation upon the Union, respecting the filing of a formal administrative complaint at Step 1.
Informal Phase. Within ten days of the alleged grievance, the grievant shall discuss the grievance with the Immediate Supervisor, specifying that the discussion constitutes a grievance under this Article. If the grievant desires, an Association representative may be present.
Informal Phase a) If not settled by conference with the Immediate Supervisor, the grievant may, within two (2) days after said conference, discuss the grievance orally with the Building Principal. If requested by the grievant, an Association representative may be present.
b) Within twelve (12) days of the alleged grievance, the Building Principal shall respond to the grievant specifying that the discussion constitutes a grievance under this Article.
c) For members not assigned to a building, the District Assistant Superintendent for Personnel shall act as Building Principal for purposes of this Article.
d) If a grievance originates with the Association pursuant to provision B(1) of this Article, the Building Principal of the school in which the grievance originates shall be considered as the Immediate Supervisor with whom the Association is to discuss the grievance.
Informal Phase. Employee raises issue with immediate supervisor. The parties acknowledge that it is most desirable for an employee and his/her immediate supervisor to resolve problems through free and informal communications. The employee may save time at this level by stating clearly the specific section(s) of the Collective Bargaining Agreement that there has (have) been a perceived violation. Failure to achieve a satisfactory settlement at this meeting allows the employee the option, within five (5) days, to move into the formal phase. In cases of district-wide implications, the problem should be brought to the labor/management process in an attempt to find a resolution prior to implementing the Formal Phase process.
Informal Phase. 1. Court Administrators or division heads, whichever is appropriate, shall be responsible for insuring that all allegations of misconduct or other complaints shall be investigated. This Article applies to non-criminal complaints or allegations made externally and not from normal supervisory activities. Prior to the Formal Investigation Phase, as outlined in Paragraphs 2 through 7 of this Article, there shall be an informal period of investigation in order to determine the nature and the severity of the complaint.
Informal Phase. Employee raises issue with immediate supervisor
