Informal Problem Solving. Section 1. The Parties recognize that the traditional methods of dispute resolution (e.g. grievance/arbitration and unfair labor practice charges) are not always the most efficient means of problem resolution. The Parties also recognize that early, open exchange regarding any complaint/problem/concern at the earliest stages reduces the use of and need for traditional and more cumbersome, adversarial dispute resolution procedures. Therefore, the Parties agree to use the provision of this Article to the fullest extent possible before resorting to other avenues of dispute resolution.
Informal Problem Solving. 47.1.1 Individuals, with or without advice and representation from MSA or Human Resources, shall first attempt to resolve disputes through discussion with the person(s) with whom there is a dispute, within twenty (20) working days of when the affected individual(s) first became aware of, or reasonably should have become aware of, the concern giving rise to the dispute.
Informal Problem Solving. 54 Nothing contained herein shall be construed to prevent any individual administrator from presenting a problem and having the problem informally considered and/or adjusted without intervention of XXX, and without resort to the grievance procedure, if the adjustment is not inconsistent with the terms of this agreement.
Informal Problem Solving. 8 14.1.2.1 Within ten (10) days after a grievant (See Appendix B) knew, or should have 9 known, of the act or condition upon which a problem is based, the grievant shall 10 discuss the matter in an informal conference with the immediate supervisor (See 11 Appendix B) in an attempt to resolve the problem. However, resolution of 12 problems in such informal conferences shall not be binding upon the parties in 13 subsequent grievances.
Informal Problem Solving. 13.3.1 Within twenty (20) days after an act or condition occurs that may be a violation
Informal Problem Solving. An attempt shall be made to resolve any grievance in informal, verbal discussions between the faculty member and the relevant administrator. To utilize the Informal Problem Solving option fully, the faculty member is encouraged to reach out to the administrator and begin discussions as soon as possible after the occurrence giving rise to the grievance. Where more than one administrator is concerned in the matter at issue, all shall be party to such Informal Problem Solving discussions. Either party may discontinue these Informal Problem Solving discussions by so notifying the other party in writing.
Informal Problem Solving. Nothing contained herein shall be construed to prevent any individual Executive Secretary or the Union from presenting a problem and having the problem informally considered and/or adjusted by an immediate supervisor, the Superintendent or designee if the adjustment is not inconsistent with the terms of this Agreement
Informal Problem Solving. Provides general input on employee’s performance to higher level manager / supervisor. Reports observed behavior of employees they lead whether favorable or unfavorable, submit incidents reports to supervisors. • Refers and provides information to higher lever manager / supervisor regarding issues or concerns which may result in a disciplinary action on an employee assigned to their project. • Leads may work with an individual employee to train or enhance work performance. They may provide input to the supervisors for evaluations. The Lead Worker does not have full authority or exercise full decision-making authority in the following areas: Leads may attend management planning meetings as the supervisor feels appropriate, but it should be made clear to the staff that the lead is not a member of management.
Informal Problem Solving. Section 1. The Parties recognize that the traditional methods of dispute resolution (e.g. grievance/arbitration and unfair labor practice charges) are not always the most efficient means of problem resolution. The Parties also recognize that early, open exchange regarding any complaint/problem/concern at the earliest stages reduces the use of and need for traditional and more cumbersome, adversarial dispute resolution procedures. Therefore, the Parties agree to use the provision of this Article to the fullest extent possible before resorting to other avenues of dispute resolution. Section 2. The following procedure shall apply to informal problem solving: When a complaint/problem/concern arises, the employee, Union or Employer may notify the other affected Party of the complaint, problem or concern within ten (10) days of the event or discovery of the event giving rise to the complaint/problem/concern and try to resolve the complaint/problem/concern informally by mutual agreement. A meeting will be held as soon as practicable, but no later than ten (10) days, to discuss the issue. Those in attendance will include the affected employee, the Union Facility Representative or designee, the Facility Manager or, if the Facility Manager so desires, the Employer’s Area Manager and/or designee. The purpose of the discussion is to allow the employee, the Union and the Employer to freely present, receive and/or exchange information and their views on the situation.
Informal Problem Solving. The Parties encourage employees and their supervisors to attempt to resolve problems through free and informal communications prior to filing formal grievances. Once a grievance is filed, the Parties may resolve the grievance at any step in the process.
