Informal Resolution of Grievances. Any member or group of members of the bargaining unit may present an informal complaint with the appropriate administrator, usually the grievant's division Xxxx. Any informal resolution of a complaint shall be consistent with the provisions of this collective bargaining Agreement. Nothing shall be construed as limiting the right of the grievant or of the AAUP to present a formal grievance within the 30-day timelines as specified in D(3) of this article. When advancing a grievance to the first formal step at D(3) of this article, the AAUP shall document that an attempt was made to resolve the issue at the lowest appropriate administrative level.
Informal Resolution of Grievances. 12.1.1 The Manager recognises that misunderstandings or grievances may sometimes occur. It is most important that these grievances are brought out into the open and resolved as fairly, consistently and speedily as possible. In most cases this can be done on an entirely informal basis.
12.1.2 Any grievance should, in the first instance, be raised with the Musician’s head of department/relevant Manager/Contractor (or, where that person is the subject of the grievance, that person’s line manager) who should discuss the matter with the Musician informally within two working days of it being raised.
Informal Resolution of Grievances a) Nothing in this Collective Agreement shall prevent the Parties from the use of informal means to settle grievances.
b) The use of informal means to settle grievances shall not affect the right of a Member to initiate or proceed with a grievance filed pursuant to the provisions of this Article.
Informal Resolution of Grievances. Prior to the formal resolution of the Grievance nothing contained herein shall be construed as limiting the right of any employee having a grievance to discuss the matter informally with his immediate supervisor and having said matter informally adjusted provided that the adjustment is not inconsistent with the terms of this Agreement. Adjustment pursuant to this section shall not create a precedent or ruling binding upon either party in future proceedings.
Informal Resolution of Grievances. The employee may raise the grievance verbally with their supervisor. If the supervisor does not have the authority to grant the remedy sought, the supervisor will refer the employee to the lowest level Management official who has the authority to grant the remedy sought. After having discussed the employee's grievance, the supervisor or other Management official may respond verbally. The employee and the supervisor or Management official may also elect to resolve the grievance informally through the RESOLVE program identified in Article 28.
Informal Resolution of Grievances. 1. The Parties encourage employees and supervisors to resolve disputes infor- mally but informal attempts will not toll the time limits for filing grievances.
2. The grievant and/or representative shall present the grievance to the lowest level Supervisor having authority to resolve the matter.
3. If resolution at this level cannot be achieved, the grievance may be presented to the next higher level of supervision as a final attempt to resolve the matter informally.
Informal Resolution of Grievances. Nothing contained within this grievance procedure shall be construed as limiting the right of any teacher or of the Association to discuss a grievable matter informally before filing a formal grievance, and of having the grievance adjusted through informal discussion. Any agreement reached as a result of informal discussion shall be consistent with the terms of this Agreement.
Informal Resolution of Grievances. The Hirer recognises that misunderstandings or grievances may sometimes occur. It is most important that these grievances are brought out into the open and resolved as fairly, consistently and speedily as possible. In most cases this can be done on an entirely informal basis. Any grievance should, in the first instance, be raised with the Artiste’s head of department who should discuss the matter with the Artiste informally within two working days of it being raised. Where the grievance cannot be resolved informally and the Artiste has a complaint, concern or problem about action which the Hirer has taken or is contemplating taking in relation to the Artiste or the Artiste has a personal grievance or a complaint about any work-related matter which effects his efficiency at work, it should be dealt with under the 3 step formal grievance procedure below (the Standard Grievance Procedure). At all stages the Artiste will have the right to be accompanied, if he wishes, by a fellow worker or trade union official.
Informal Resolution of Grievances. The Manager recognises that misunderstandings or grievances may sometimes occur. It is most important that these grievances are brought out into the open and resolved as fairly, consistently and speedily as possible. In most cases this can be done on an entirely informal basis. Any grievance should, in the first instance, be raised with the emplooyee’s head of department (or, where that person is the subject of the grievance, that person’s line manager) who should discuss the matter with the Individual informally within two working days of it being raised.
Informal Resolution of Grievances. Every Firefighter shall have the right to present grievances in accordance with the procedures provided in this Article. The informal resolution of differences or grievances is urged and encouraged to be done at the lowest possible level of supervision.
