Initiated Grievance a. Local 1 shall submit a written grievance to the Director of Human Resources within twenty-five (25) working days of the incident giving rise to the grievance, with copies to affected Department Heads.
Initiated Grievance. Where the Company considers itself aggrieved, it may submit a grievance pursuant to the same procedures described in this article. These Company grievances will be considered as Level and be heard by the president of Group Association of First Air Employees. DECEMBER TO NOVEMBER I AGREEMENT BETWEEN FIRST AIR AND ASSOCIATION FIRST AIR EMPLOYEES AND MAINTENANCE SUPERVISORS
Initiated Grievance. Employer grievances alleging that the union has violated the collective agreement shall be initiated at Step Two, subject to the time limits set out in 6.01 above. An Employer-Initiated grievance will be submitted in writing to the Chair of the Union and shall contain details of the grievance, a statement of the matter in dispute, the specific provision(s) or interpretation of the agreement that allegedly has been violated and the relief sought. The parties shall convene a meeting to discuss the grievance within fourteen calendar days of the receipt of the grievance, and the Union’s response to the grievance will be submitted in writing within twenty-one calendar days of that meeting. If the Employer-Initiated grievance is not settled at Step Two, it may be taken to Arbitration by a written notice signed by the Director, Faculty Relations and submitted to the Chair of the Union within twenty-eight calendar days after receipt of the Union’s written reply as required in Step Two. The written notice shall contain details of the grievance, the specific provision(s) or interpretation of the agreement that allegedly has been violated, and the relief sought from the Arbitrator. If the Union one party notifies the other Employer in writing of an alleged violation of the collective agreement but indicates a decision not to grieve, this decision shall be without prejudice to grievances on similar matters. Such notification shall include a detailed statement of the matter in dispute and the specific provision(s) or interpretation of the agreement that allegedly have been violated. The withdrawal of a grievance by either party at any either Step shall be without prejudice to grievances on similar matters if the party being grieved Employer receives written notification of this decision from the grieving party union. Settlements by the parties Employer of matters at the informal resolution stage or of grievances at Step One Steps One and Two shall not prejudice the position of the Employer or the Union with respect to other grievances. Any of the time allowances set out in this article may be extended by mutual agreement. The parties agree that such agreement shall not be unreasonably withheld. The parties recognize the principle of confidentiality and agree that the identity of the grievor(s) and the fact and substance of the grievance(s) shall only be made available on a need to know basis. The parties further agree that a publication of a summary of the grievance(s)...
Initiated Grievance. Where the Company considers itself aggrieved, it may appeal in writing to the President of the Association. Measures and Dismissals
Initiated Grievance. Where the Company considers itself aggrieved, it may submit a grievance pursuant to the same procedures described in this article. These Company grievances will be considered as Level and be heard by the president of Group Association of First Air Employees. ARTICLE DISCIPLINE an Employee is required to attend a meeting concerning a disciplinary matter, the Employee is entitled to have a representative of the Association attend the meeting if they so choose. The Employee shall receive written notice of such a meeting with a copy provided to the Association President or his designate. The notice shall state the purpose of the interview. Disciplinary measures shall be given in writing to the Employee and the Association President or his designate, and shall contain the reasons for the discipline. Verbal warnings shall be considered a disciplinary measure, however, no written indication of a verbal warning shall be placed in the Employee’s personnel file. However, upon written warning, previous verbal warnings may be referenced. Disciplinary letters shall be removed from an Employee’s personnel file and destroyed after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
