INFORMAL STEPS. 8.2.1 The usual procedure for an employee with a grievance is to discuss the matter in a conference with the individual’s immediate supervisor. If the issue is not resolved through this process, the individual may seek a conference with the Principal. It is expected that most grievances will be satisfactorily resolved through this procedure.
8.2.2 A grievance is waived and will not be considered if not initiated, at the informal level, within twenty (20) school days from when the employee should have reasonably known of the occurrence.
8.2.3 It is understood that the parties involved and witnesses will be guaranteed freedom from restraint, interference, coercion, discrimination or reprisal with respect to processing a grievance.
INFORMAL STEPS. Before filing a formal written grievance, the grievant shall attempt to resolve it orally by an informal conference with his/her immediate supervisor or the higher level administrator at which the action was taken. The grievant shall indicate to the immediate supervisor that he/she is initiating the informal step. See Appendix D for an example of grievance timelines.
INFORMAL STEPS. It is understood that Employees may have assistance from the Union during all steps in the Grievance Procedure. If a dispute arises between the Employer and an Employee, as outlined in Clause 11.01, the Employee shall discuss the matter with their immediate supervisor or designate with a view to resolving it within ten (10) days of the occurrence causing the grievance or within ten (10) days of the time the Employee first became aware of, or reasonably should have become aware that a grievance had allegedly occurred. If the dispute cannot be resolved satisfactorily, it may then be advanced to formal dispute resolution at Step I.
INFORMAL STEPS. The University encourages the maintenance of a positive employee-relations environment that includes effective communication and feedback. Attempts to resolve performance and/or workplace issues informally should occur prior to taking formal disciplinary action.
a. The Chair/Director/Supervisor or designee will meet with the Instructor to discuss relevant issues and/or concerns and provide the Instructor with an opportunity to respond.
b. If the parties agree on a resolution or a process to resolve the matter within 10 working days of the meeting, the Chair/Director/Supervisor or designee shall document the agreed resolution and provide copies to the parties. If the parties do not agree on a resolution, the University may choose to proceed with formal discipline
INFORMAL STEPS a. The Employer encourages the maintenance of a positive employee relationship that includes effective communication and feedback between bargaining unit members and between bargaining unit members and their supervisors. Informal attempts to resolve concerns should occur in most cases, where appropriate, prior to taking a formal disciplinary action. The purpose of such informal attempts is to reconcile disputes and concerns early and informally, when that is appropriate, by clarifying the issues involved, resolving misunderstandings, considering alternatives, and noting applicable policies and procedures.
b. As part of the informal step, the Chair/Director/Supervisor or designee will meet with the bargaining unit member to discuss relevant issues and/or concerns and provide the bargaining unit member with an opportunity to respond. The bargaining unit member has the right to Union representation at this meeting. If the parties agree to resolve the matter, within ten (10) working days of the meeting the Chair/Director/Supervisor or designee shall document the agreed upon resolution and provide a copy to the bargaining unit member. A copy of the resolution shall be maintained by the Chair/Director/Supervisor. If the parties do not agree to a resolution, the Employer may choose to proceed with formal disciplinary steps.
INFORMAL STEPS. As an informal step, the employee is encouraged to make an xxxxxxx effort to resolve the grievance directly with the management person to who they report. This must occur within ten (10) working days after the occurrence of the alleged grievance or of the date on which the employee first has knowledge of it. At their option, the employee may be accompanied by the Shop Xxxxxxx for the department in which the employee works. If a Shop Xxxxxxx is not available then the employee may choose an alternative representative from the Union.
INFORMAL STEPS. 8.2.1 The usual procedure for an employee with a grievance is to discuss the matter in a conference with the principal. It is expected that most grievances will be satisfactorily resolved through this procedure.
8.2.2 A grievance is waived and will not be considered if not initiated, at the informal level, within twenty (20) school days from when the employee should have reasonably known of the occurrence.
8.2.3 It is understood that the parties involved and witnesses will be guaranteed freedom from restraint, interference, coercion, discrimination or reprisal with respect to processing a grievance.
INFORMAL STEPS a. An employee who believes he/she is working out of class must raise it with the Department head in writing, specifying the duties/assignments that he/she believes are outside current classification.
b. The Department head (or designee) will respond in writing to the employee within ten working days of receiving the written notice from the employee.
c. If the Department Head does not respond or the matter is not resolved to the employee’s satisfaction, the Union may send a letter to the Department head with the specifics of the situation (a copy to be sent to the HR Department). Such letter must be submitted within ten working days of the Department’s response in step two above.
d. The Department Head may meet with the employee/Union, as necessary and will respond in writing to the Union’s letter within ten working days.
e. If the Department Head does not respond or the matter is not resolved to the employee’s satisfaction, the Union will submit a letter to Human Resources within ten working days of the response from the Department Head.
INFORMAL STEPS. A unit member must first discuss their conflict with their supervisor or school principal in an attempt to resolve the matter informally. This discussion must be identified by the unit member as addressing a POTENTIAL grievance. If within five (5) days of discussing the matter with the School Principal or supervisor, the conflict remains unresolved, or if the school principal or their supervisor has rendered no decision within the 5 days, the unit member or, if appropriate, the Federation may invoke step one (1) of the Formal grievance procedure. If the unit member has requested a meeting with their supervisor or school principal, in an effort to resolve the conflict informally, and the supervisor or school principal has not conducted a meeting within 5 days of said request for this purpose, the Federation may invoke step one of the Formal Grievance Process. If no action is advanced by the Federation within five days of the meeting with the Supervisor or School Principal, the grievance will be deemed waived. FORMAL STEPS STEP 1 If the matter has not been resolved informally, or if no decision has been rendered within the time limits specified above, the grievant or, if appropriate, the Federation may formally submit the written grievance (using the attached grievance form) to the Executive Director within five (5) days of receipt of the informal decision from the school principal or supervisor or if no decision has been rendered within the time limits. Any formal grievance must be submitted no later than fifteen (15) days from the date on which the grievant became aware of the circumstances giving rise to the grievance. Within (5) days of receipt of the formal grievance, the Executive Director shall meet with the grievant in an attempt to settle the grievance. Within five (5) days of said meeting, the Executive Director shall communicate his decision in writing to the grievant with a copy to the CFT President. If the grievance has not been resolved in Step 1 of the formal grievance procedure, or if no decision has been rendered within the time limits specified above, the Federation may request a review by the Calais School Board of Trustees Personnel Committee. This written request must be submitted within five (5) days of the decision or lack thereof by the Executive Director in Step 1. Upon receipt of this request the Executor Director shall submit to the Committee all related material and decisions. The Committee shall review the grievance and hold a he...
INFORMAL STEPS. The Board and the Union agree that a number of potential grievances may be avoided if the affected employee and the appropriate supervisor are able to discuss and resolve problems informally. There may be occasions, however, when the employee believes that, although the defined problem might be resolved by such discussions, the employee would prefer that such consultations and discussions be held on an informal basis by a Union representative and a representative of the Board. In such cases, the employee may contact either the Union President or designee to set forth the problem area. Thereupon, the Union representative shall contact either the employee's immediate supervisor or the administrator in charge of the implementation and enforcement of this Agreement as designated by the Board.
