Informal Process. The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.
Informal Process. A unit member with a grievance will first discuss it with his/her principal or immediate supervisor. The objective of this first meeting will be the informal resolution of the matter. An Association representative may be present at this informal level of the procedure and if chosen as his/her representative under Article 5, Section C.3, shall represent the grievant.
Informal Process. A unit member will first discuss his/her claim that there is a violation of the Agreement with his/her immediate supervisor. Both parties will make efforts to resolve the issue at this informal level.
Informal Process. 11 The District and the Association encourages the use of the interest-based problem- 12 solving model. However, the use of the informal process is not a prerequisite to the 13 formal process. Both groups recognize that the success of the interest-based problem- 14 solving model is dependent upon open communication between all parties and a 15 willingness to objectively discuss the issue(s) or concern(s) and work together toward a 16 viable solution.
Informal Process. Nothing contained herein shall prevent an employee from discussing a potential grievance with his/her supervisor and having the matter remedied in an informal procedure provided that the remedy is consistent with the terms of this Agreement.
Informal Process. The initial concern regarding a dispute, disagreement or difference shall be handled by direct contact between the employee, either by him/herself or in the company of a Union representative, and the employee’s immediate supervisor.
Informal Process. It is the goal of the College to identify inappropriate performance/conduct by faculty members as soon as practicable and utilize informal corrective counseling and early resolution where appropriate. While the Chairperson and the faculty member are encouraged to resolve issues by themselves, they may seek advice and assistance from the Human Resources Department (also identified as HR) and the Association. All resolutions derived through this informal process shall be subject to the approval of HR and the Association. Resolutions derived through this informal process may be recorded in the member’s personnel files if agreed to by the parties.
Informal Process. No matter shall be submitted under the grievance procedure unless it has first been discussed by the Employee with the Employee’s immediate supervisor in an attempt to resolve the matter informally. If the grievance is not resolved, the grievant may request that an in-house committee hear the concern. The College will, within ten (10) working days of the receipt of said request, provide names of three employees who will represent their side of the Committee; the Union will also provide the names of three employees within that time frame. Anyone who has taken a major role in the grievance thus far will not be chosen for the Committee. After the names have been exchanged, the Committee shall have 10 working days to hold a hearing and receive testimony from both sides. Upon completion of the hearing, the Committee shall meet and attempt to reach consensus on a resolution to recommend to the President. If a consensus is not reached, the grievance may be advanced to the formal process.
Informal Process. The initial concern regarding a dispute, disagreement or difference shall be handled by direct contact between the teacher, either by him/herself or in the company of a Union representative, and the teacher’s immediate supervisor.
Informal Process. 1) A member of the University community who feels he or she has been harassed or discriminated against should promptly contact the Harassment and Discrimination Coordinator.
2) In complaints in which the respondent(s) are unknown to the complainant or in situations in which the complaint is of a systemic nature, the complainant should consult with the Harassment and Discrimination Coordinator to seek a remedy through the informal process.
3) The Coordinator will meet with a complainant as soon as possible and do the following:
a) identify options available to the individual;
b) advise the complainant of his/her representation rights, including but not limited to, union representation and collective agreements;
c) review informal means of resolving the problem including speaking or writing to the alleged respondent and/or requesting arrangements be made for a third party to facilitate an informal resolution;
d) provide information on formal means of resolution;
e) determine whether the individual should be encouraged to contact an appropriate body or individual such as the police, counselling services, sexual assault crisis centre;
f) with the permission of the complainant, seek advice from appropriate University personnel without identifying the complainant or alleged respondent. If the complainant decides to move forward with a complaint the Harassment and Discrimination Coordinator will meet with the respondent(s) as soon as possible and do the following:
a) identify options available to the individual respondent(s);
b) review informal means of resolving the problem including arrangements to have a third party facilitate an informal resolution;
c) advise the respondent(s)concerning his/her rights and responsibilities under this policy;
d) assist the respondent(s) in understanding the complaint;
e) advise the respondent of his/her representation rights including, but not limited to, union representatives and collective agreements.
