Informal Step. A grievance shall, whenever possible, be discussed informally between the Employee and the immediate supervisor within the twenty (20) working day limitation provided for in paragraph A. above. In such event, the Employee shall identify the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply within seven (7) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance to the next step. Step 1. If the Employee is not satisfied with the result of the informal conference, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within seven (7) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.
Appears in 3 contracts
Samples: Unit Contract, Unit Contract, Unit Agreement
Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within 15 working days after the employee became aware or ought reasonably to have become aware of the circumstances giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resources Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resources Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, then within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate supervisor shall reply also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give their decision in writing to the next step.
Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resources person, who shall forward a written statement of the grievance copy to the department head Principal, Xxxx, Division Head, Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three (3) within seven ten (710) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified Step One decision in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is receivedwriting. The department head Principal, Xxxx, Division Head, Executive Director, Labour Relations or designee shall submit a written answer to the Employee or the Union designate shall, within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.ten
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
Informal Step. A grievance shallIf a dispute should arise, whenever possible, be discussed the employee shall first informally between discuss the Employee and the problem with his immediate supervisor within the twenty ten (2010) working day limitation provided for in paragraph A. abovedays of the occurrence or when the employee should have had knowledge of the incident giving rise to the dispute. In If a complaint is not resolved within ten (10) working days following such eventinformal discussion, the Employee shall identify the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply employee may, within seven ten (710) working days. In the event the immediate supervisor does not respond within the time limits prescribed hereindays thereafter, the Employee or the Union may pursue the grievance to the next step.
Step 1initiate a formal grievance. If the Employee is grievant does not satisfied with file a grievance within ten (10) working days after the result resolution of the informal conferencediscussion period, the Employee or right to proceed with this grievance for this incident is waived by all parties. The formal grievance should be filed with the Union may submit a appropriate Step One Management Representative as designated in the chart. Recipients at other levels are also indicated. A written statement of the grievance signed by the employee shall be submitted on the provided form to the department head Step One Management Representative setting forth the alleged facts on which the grievance is based, the specific article or department head’s designee within seven (7) working days after receiving section of the answer Agreement allegedly violated, and the relief requested. The original grievance is filed with the Step One Management Representative, and a copy shall be forwarded by the employee to the informal complaint; or if the immediate supervisor does not reply Union. Forms for Steps Two (2) and Three (3) and requests for arbitration should be forwarded to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A abovesame people. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within Within seven (7) working days after the written filing of a grievance, the Step One Management Representative will meet the grievant and his/her representative, if he/she requests one, and formally discuss the grievance is receivedand examine any supporting evidence available so that a formal resolution of the dispute may be found between the two parties. The department head or designee management decision shall submit be entered in a written answer statement that is to be signed by both parties within five (5) working days of the meeting. Signature of the grievant indicates only receipt of the decision. Forms B and C are handled the same way. Copies of this statement will be made a part of the original grievance form by attachment and forwarded to the Employee or recipients of the Union original grievance. If the grievant is not satisfied with the decision at Step One, he/she may submit grievance appeal Form B to the appropriate person. This must be done within seven (7) working days after of receipt of the meetingLevel One management decision. Within seven (7) working days of the receipt of the grievance appeal, the management representative shall review the appeal and shall render a decision within seven (7) working days of said review. The department head Step Two management representative may hold a meeting to discuss the grievance. A copy of this decision shall be supplied to the grievant and to the parties receiving the original grievance. If the grievant is not satisfied with the decision at Step Two, he/she may submit Grievance Form C to the appropriate person within seven (7) working days of the receipt of the Step Two management decision. Within ten (10) working days of the receipt of appeal, the Superintendent or department head’s his/her designee shall use meet with the conditions prescribed in §76-41(b)grievant and his/her representative to hear the appeal. Within five (5) working days of said date, HRS, in reaching a decision, provided that only conditions 1 through 6 the Superintendent or his/her designee shall render his/her written decision based on the materials presented. Copies shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employeedistributed as above.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, then within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within forty (40) working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give their decision in writing to the next step.
Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, Xxxx, Division Head, Senior Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified Step One decision in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is receivedwriting. The department head Principal, Xxxx, Division Head, Senior Executive Director, Labour Relations or designee shall submit a written answer to the Employee or the Union designate, shall, within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.ten
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, than within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give his/her decision in writing to the next step.
Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, Xxxx, Division Head, Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer Step One decision in writing. The Principal, Xxxx, Division Head, Executive Director, Labour Relations or designate, shall, within ten (10) working days, meet with the Union Grievance Committee (not to exceed two (2) in number) in a further attempt to resolve the grievance. The Department Head or designate shall, within a further ten (10) working days, give his/her decision in writing to the informal complaint; or if Union. If the immediate supervisor does not reply grievance remains unsettled at the conclusion of Step Two, the written grievance may be advanced by notifying the local Human Resources person who shall forward a copy to the informal complaint Vice-President, Human Resources and Equity or designate within five (5) working days after receiving the Step Two decision in writing. The Vice-President, Human Resources and Equity or designate shall, within seven (7) working days, the Employee or hold a meeting with the Union may submit Grievance Committee (not to exceed two (2) in number), the Local Union President, and a written statement staff representative of the grievance Union, or his/her designate, in a further attempt to resolve the department head grievance. The Vice-President, Human Resources and Equity or department head’s designee designate shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give his/her decision, in writing, to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor Supervisor an opportunity to adjust a complaint before any grievance may be filed. This step may also be satisfied by the Union raising the complaint with the immediate Supervisor on behalf of the employee or group of employees, in which case the Human Resources Director or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the Human Resources Director. Failing a satisfactory settlement within the twenty ten (2010) working day limitation provided for in paragraph A. above. In such eventdays, the Employee shall identify the discussion a complaint may be taken up as a grievance at in the informal stepfollowing manner: The grievance shall be submitted, in writing, to the designated Human Resources Director, along with the name of the immediate Supervisor, by the employee(s) or the Union. The Employee may nature of the grievance, the relevant provisions of the Agreement, a general statement of relevant facts and the remedy sought shall be assisted by a Union representativeset out in the grievance. The immediate supervisor shall reply within seven Within five (75) working days, the Human Resources Director shall meet with the Union Representative who submitted the grievance in an attempt to resolve the grievance. In the event The Human Resources Director may determine that the immediate supervisor does not respond Supervisor shall also attend this meeting. The Human Resource Director shall, within the time limits prescribed hereina further five (5) working days, the Employee or the Union may pursue the grievance give their decision in writing to the next step.
Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit Human Resources Director, who shall forward a written statement of the grievance copy to the department head or department head’s designee Principal within seven five (75) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint Step One decision in writing. The Principal shall, within seven (7) working days, the Employee or meet with the Union may submit Xxxxxxx, the Unit President, and a written statement staff representative of the grievance Union, or their designate, in a further attempt to resolve the department head or department head’s designee grievance. The Principal shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give their decision in writing to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.
Appears in 1 contract
Samples: Collective Agreement
Informal Step. A grievance shall, whenever possible, be discussed informally between the Employee and the immediate supervisor within the twenty (20) working day limitation provided for in paragraph A. A above. In such event, the Employee shall identify the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply within seven (7) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance to the next step.
Step 1. If the Employee is not satisfied with the result of the informal conference, the Employee or the Union may submit a written statement of the grievance to (a) the department head Xxxx in the case of the University of Hawaii at Manoa (UHM) and University of Hawaii at Hilo (UHH): (b) the applicable Vice Chancellor for the University of Hawaii at West Oahu (UHWO): (c) Chancellor in the case of the Community Colleges: or department (d) such directors as may be designated by the Manoa Xxxxxxx or Chancellors with respect to other administrative or program units (hereinafter "division head’s designee ") within seven (7) working days after receiving the answer to the informal complaint; : or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department division head or department head’s the designee within fourteen (14) working days from the initial submission of the informal complaint; : or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department division head or department head’s the designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department division head or the department head’s designee within seven (7) working days after the written grievance is received. The department division head or the designee shall submit a written answer to the Employee or the Union within seven (7) working days after the meeting. The department division head or department head’s the designee shall use the conditions prescribed in §76-41(b), HRS, below in reaching a decision. The conditions are:
1) The evaluation process and its consequences were discussed with the Employee;
2) The Employee was made aware of the Employee's current job description and job-related performance requirements;
3) The evaluation procedures were observed, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for including providing the Employee the opportunity to meet, discuss, and rebut the performance evaluation and apprising the Employee of the consequences of failure to meet performance requirements concerning a covered exempt Employeerequirements;
4) The evaluation was fair and objective;
5) The Employee was provided performance feedback during the evaluation period and, as appropriate, the Employee was offered in-service remedial training in order for the Employee to improve and meet performance requirements;
6) The Evaluation was applied without discrimination; and
7) Prior to the end of the evaluation period that the Employee is being considered for discharge due to failure to meet performance requirements, the feasibility of transferring or demoting the Employee to another position for which the Employee qualifies for was considered.
Appears in 1 contract
Samples: Unit 8 Contract
Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, than within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give his/her decision in writing to the next step.
Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, Xxxx, Division Head, Director of Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer Step One decision in writing. The Principal, Xxxx, Division Head, Director of Labour Relations or designate, shall, within ten (10) working days, meet with the Union Grievance Committee (not to exceed two (2) in number) in a further attempt to resolve the grievance. The Department Head or designate shall, within a further ten (10) working days, give his/her decision in writing to the informal complaint; or if Union. If the immediate supervisor does not reply grievance remains unsettled at the conclusion of Step Two, the written grievance may be advanced by notifying the local Human Resources person who shall forward a copy to the informal complaint Vice-President Human Resources and Equity or designate within five (5) working days after receiving the Step Two decision in writing. The Vice-President Human Resources and Equity or designate shall, within seven (7) working days, the Employee or hold a meeting with the Union may submit Grievance Committee (not to exceed two (2) in number), the Local Union President, and a written statement staff representative of the grievance Union, or his/her designate, in a further attempt to resolve the department head grievance. The Vice-President-Human Resources and Equity or department head’s designee designate shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give his/her decision, in writing, to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.
Appears in 1 contract
Samples: Collective Agreement
