Informal Resolution of Problems. At the earliest recognition of a problem or complaint pertaining to an employee’s working conditions, employees and/or administrators are urged to informally discuss such problem or complaint with the affected party(ies).
Informal Resolution of Problems. The parties agree that all problems should be resolved, whenever possible, before the filing of a grievance and encourage open communication between the University and the Housestaff Officer so that resort to the formal grievance procedure will not normally be necessary. A Housestaff Officer may discuss a problem with his/her Program Director or designated institutional official, who may, if the circumstances warrant, arrange an informal meeting between the appropriate administrator and the Housestaff Officer. The grievant may, at his or her option, request the presence of a CIR representative during the attempts at informal resolution of grievances. Informal discussion shall not serve to extend the time within which a grievance must be filed, unless such is agreed to in writing by the University official responsible for the administration of the first formal step of the grievance procedure. Any agreements reached through informal resolution shall be reduced to writing and shall not be precedential, but shall be binding for the current matter only. Informal resolution may take place at any time during the process outlined below. Informal resolution does not modify or alter the terms of this Agreement.
Informal Resolution of Problems. The grievant wishing to proceed informally shall commence the informal procedures at the lowest level and proceed through channels. If the grievant is not satisfied with the informal resolution of the grievance at the lowest level, he/she may then proceed to the next level. However, he/she will notify the immediate supervisor that he/she is going to seek informal resolution of the grievance with the Superintendent. There shall be no right to proceed informally before the Board of Trustees. Nothing contained herein will be construed as limiting the right of any employee having a grievance to discuss the matter informally with any appropriate member of the administration, and to have the grievance adjusted without intervention by CSEA, provided that the adjustment is not inconsistent with the terms of this Agreement. If the problem is not resolved, then the following procedures may be involved:
Informal Resolution of Problems. 1. The grievant should initiate the grievance procedure as soon as possible, but in no case shall the grievance procedure be initiated more than 30 (thirty) days from the date of the occurrence giving rise to the grievance. Failure to initiate the grievance within 30 (thirty) working days from the occurrence shall result in the waiver of the right to file the grievance. By mutual agreement this timeline may be modified or extended.
Informal Resolution of Problems. 1. The grievant(s) wishing to proceed informally shall commence the informal procedure at the lowest level and proceed through channels. The informal process must include the Site Supervisor/Principal, at a scheduled meeting designated as an Informal Grievance Meeting, related to a grievance. The Grievant must have a Union Representative attend this meeting and cite the violation of the contract, remedy sought. The Grievant or Union Representative must identify this as an Informal Grievance Meeting. Refer to Grievance Flowchart at the back of the contract.
