Investigator. Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, an arbitrator agreed to by the parties shall, at the request of either party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference within five days of the date of receipt of the request and for those five days from that date time does not run in respect of the grievance procedure. The parties agree that this procedure will not be invoked until the grievance procedure has been completed.
Investigator. Where a difference arises between the parties relating to the dismissal, discipline, or suspension of an employee, or to the interpretation, application, operation, or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, during the terms of the Collective Agreement, Xxxxx Xxxxxxxx, or a substitute agreed to by the parties, shall, if the parties mutually agree, in accordance with Section 84 of the Labour Code:
(a) investigate the difference;
(b) define the issue in the difference, and
(c) make written recommendations to resolve the difference within five (5) days of the date of receipt of the request, and for those five (5) days from that date, time does not run in respect of the grievance procedure.
Investigator. Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any question as to whether a matter is arbitrable, during the term of the collective agreement, • Xxx Xxxxxxx • Xxxx Xxxxxx • Xxxxx Xxxxxxxx • Xxxxx Xxxxxx, QC • Xxxx Xxxxxx • Xxxxxx Xxxxxx • Xxxxxxx X. Ready • Xxxxx Xxxxxx or a substitute agreed to by the parties shall, at the request of either party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference; within 14 calendar days of the date of receipt of the request and for those 14 calendar days from that date, time does not run in respect of the grievance procedure. Unless mutually agreed otherwise, disputes may be referred to the Investigator only after the completion of Step Three of the grievance procedure except for disputes arising out of time sensitive issues relating to paid or unpaid leaves of absence, which may not be resolved prior to the completion of the grievance procedure. Such issues may include, but not be limited to, those arising out of Articles 2.6 (Recognition and Rights of Stewards), 2.10 (Time Off for Union Business), 18 (Vacation Entitlement), 19 (Education Leave), 20 (Special and Other Leave), 21 (Maternity, Parental and Adoption Leave) and 28 (Sick Leave).
Investigator. Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, Xxxxx Xxxxxxxx, Xxxxx Xxxxxx, Xxxx Xxxxx or Xxxx Xxxxxx, or a substitute agreed to by the parties shall, at the request of either party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference within five days of the date of receipt of the request and for those five days from that date time does not run in respect of the grievance procedure. The parties agree that this procedure will not be invoked until the grievance procedure has been completed.
Investigator. Where a difference arises between the Parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, during the term of the Collective Agreement, • Xxx Xxxxxxx • Xxxx Xxxxxx • Xxxxx Xxxxxxxx • Xxxxx Xxxxxx, QC • Xxxx Xxxxxx • Xxxxxx Xxxxxx • Xxxxxxx X. Ready • Xxxxx Xxxxxx or a substitute agreed to by the Parties shall, at the request of either Party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference; within five (5) days of the date of receipt of the request and for those five (5) days from that date, time does not run in respect of the grievance procedure. Unless mutually agreed otherwise, disputes may be referred to the Investigator only after the completion of Step 3 of the grievance procedure except for disputes arising out of time sensitive issues relating to paid or unpaid leaves of absence, which may not be resolved prior to the completion of the grievance procedure. Such issues may include, but not be limited to, those arising out of Articles 2.6, 2.10, 18, 19, 20, 21 and 28.
Investigator. Where the Parties mutually agree to refer a matter to an Investigator the following procedure may apply: Where a difference arises between the parties relating to the dismissal, discipline, or suspension of an employee, or to the interpretation, application, operation, or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, during the term of the Collective Agreement, a member of the Association of Arbitrators or a substitute agreed to by the parties shall, at the request of either party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference; within five (5) days of the date of receipt of the request and for those five (5) days from that date, time does not run in respect of the grievance procedure. In the event the parties are unable to agree on an Investigator, either party may apply to the Minister of Labour for the Province of British Columbia to appoint such person. The Parties agree that this procedure will not be invoked until the grievance procedure has been completed.
Investigator a) Where a difference arises between the parties relating to the discipline, suspension or dismissal of an employee, or to the interpretation, application, operation or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, during the terms of the Collective Agreement, Xx. X. Korbin, or a substitute agreed to by the parties, shall at the request of both parties:
i) investigate the difference;
ii) define the issue in the difference; and
iii) make written recommendations to resolve the difference within thirty (30) days of the date of receipt of the request and for those thirty (30) days from that date, time does not run in respect of the grievance procedure.
Investigator. If a difference arises between the Parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, during the term of the Collective Agreement an investigator from the list in Appendix 2, or a substitute agreed to by the Parties, shall at the request of either Party:
(a) investigate the difference;
(b) define the issue in the difference; and
(c) make written recommendations to resolve the difference within thirty (30) days of the date of receipt of the request and, for those thirty (30) days from that date, time does not run in respect of the grievance procedure.
Investigator. During the term of the collective agreement, if a difference arises between the parties relating to the dismissal or suspension of an employee, or to the interpretation, application, operation or the alleged violation of this agreement, including any question as to whether a matter is arbitrable, a mutually agreed Investigator shall, within 30 days of the date of receipt of the request and, with mutual agreement of the parties:
(a) investigate the difference;
(b) define the issue(s) in the difference; and
(c) make written recommendations to resolve the difference. For those 30 days from the date of receipt, time does not run in respect of the grievance procedure. Each party shall pay one-half of the fees and expenses of the Investigator.
Investigator. In the case of possible systemic issues or multiple complaints, the Employer and the Union may agree to seek the assistance of an independent investigator agreeable to the parties. The investigator will examine any underlying issues that may contribute to harassment in the workplace and recommend preventative and corrective measures to the parties. This provision does not preclude an employer from seeking an independent investigator if the Union does not agree to an appointment and/or the Employer deems one necessary on the merits of the situation.
