Initial Grievance Sample Clauses

Initial Grievance. An initial grievance shall be filed at Level One if the immediate supervisor is the alleged cause for the grievance or at Level Two if a higher level administrator or the Board is the alleged cause. The grievance shall be in writing, shall set forth with reasonable specificity the facts of the grievance, shall identify the provision(s) of the Agreement alleged to have been violated, shall state the specific redress sought, and shall be signed by the grievant and the Association President. The initial grievance shall be delivered not later than thirty (30) days from the date that the grievant knew or should have known of the alleged violation.
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Initial Grievance. When an employee chooses to file a grievance, the grievance must be submitted, in writing, to the employee's immediate supervisor (or other designated management official) within 15 calendar days of the date the employee is affected, or becomes aware of (or should have become aware of) the action being grieved. This time limit may be extended by mutual agreement. The written grievance shall contain the following information, if applicable:
Sample 1
Initial Grievance. An employee or designee with a grievance shall discuss the matter with the Public Safety Chief or his/her designee within ten (10) calendar days of the occurrence of the condition giving rise to the grievance in order for the matter to be considered grievable. The grievant or his/her designee shall communicate with the Public Safety Chief through the City of Owosso e-mail system to schedule the meeting. If the grievance is not satisfactorily resolved, it will be reduced in writing within ten (10) calendar days, reciting the sections of the contract which are alleged to have been violated and signed by the employee or the Union and then presented to the Public Safety Chief. Within ten (10) calendar days after the Chief has received the grievance, a meeting shall be held between the Public Safety Chief, the grievant and the POLC representative to discuss the grievance in an attempt to resolve the matter. The Chief shall respond to the grievance within ten (10) calendar days after such meeting. (a) If the Chief of Public Safety’s answer is not satisfactory and the Union desires to carry the matter further, the Union shall, within ten (10) calendar days following receipt of the Chief’s answer, advise the Human Resources Director in writing that such answer is unacceptable, the reasons it is deemed unacceptable, and in the communication further advise that the matter is being referred to mediation. Within ten (10) calendar days of such notification, the Human Resources Director shall file a request for mediation through the Michigan Employment Relations Commission (MERC). (b) The mediation hearing shall be governed by the following rule: 1. The grievant shall have a right to be present at the Mediation Hearing; 2. Each party shall have one principal spokesperson; 3. Any documents presented to the mediator shall be returned to the respective parties at the conclusion of the hearing; 4. Proceedings shall be informal in nature. The presentation of evidence is not limited to that presented at earlier steps of the grievance procedure. The rules of evidence shall not apply and no formal record of the mediation hearing shall be made; 5. The mediator shall have the authority to meet separately with any person or persons provided their chief spokesperson is present, but will not have authority to compel a resolution of a grievance; 6. If no settlement is reached, the mediator may provide the parties with a verbal advisory; 7. The mediator shall state the grounds for his...
Sample 1
Initial Grievance. A written grievance must be presented to the Chief and the Commissioner in charge of personnel [or their designee[s] if absent for three [3] calendar days] not later than three [3] calendar days after the next regularly scheduled Union meeting after the act or omission-giving rise to the grievance, and the member shall furnish a copy to the Union President. The Chief and another member of management [not a sitting Commissioner] shall discuss the grievance with the employee and his Union representative if investigation into the matter is deemed necessary, and report to the Commissioner in charge of personnel if appropriate. The Chief or the Commissioner in charge of personnel shall provide a written answer within ten [10] calendar days from the date on which the written grievance was submitted to them.
Sample 1

Related to Initial Grievance

  • Individual Grievance Subject to clause 19.5 and as provided in section 208 of the PSLRA, an employee is entitled to present a grievance in the manner prescribed in clause 19.10 if the employee feels aggrieved (a) by the interpretation or application in respect of the employee, of (i) a provision of a statute or regulation, or a by-law, direction or other instrument made or issued by the Council, dealing with terms and conditions of employment; or (ii) a provision of a collective agreement or an arbitral award; or (b) as a result of any other occurrence or matter affecting the employee’s terms and conditions of employment.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Formal Grievance Step 1 6

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

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