Joint Grievance Panel Sample Clauses

Joint Grievance Panel. (a) The Joint Grievance Panel will consist of two appointees of the Employer and two appointees of the Union. No person shall be appointed who has a direct personal interest in the subject matter of the grievance, and/or has had a direct personal involvement in earlier attempts to settle the grievance. No representative of/spokesman for the Union or for the subject Registered Employers’ Organization shall be appointed.
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Joint Grievance Panel. 18.1 Should the parties fail to reach a satisfactory settlement in the preceding steps, the final settlement of the grievance may be submitted to a Joint Grievance Panel outlined below. Before submitting the grievance, the dispute shall, if mutually agreed, be brought to the attention of the Joint Grievance Panel established for this purpose by the Employer and the Local Union. The Join Grievance Panel will render a decision unless it is deadlocked. The decision shall be final and binding but not precedent setting. The Panel shall have the same judicial powers as a Board of Arbitration established under the following provisions. The Join Grievance Panel shall be comprised of four (4) persons, two (2) of whom shall be selected from Management and two (2) from the Local Union in the event four (4) persons are not available, the Joint Grievance Panel shall be comprised of two (2) persons, one (1) of whom shall be selected from Management and one (1) from the Local Union. It is further agreed that the Employer and the Union shall name only experienced representatives who are engaged in the day to day administration of this Agreement as nominees to the Joint Grievance Panel as required. It is understood that in the selection of the representatives, the Employer will not name a representative from the Employer involved nor will the Union name a representative from the Local involved. It is further agreed that in the event that the Joint Grievance Panel is unable to render a majority decision, the grieving party must within fourteen (14) calendar days of the date the Joint Grievance Panel declares a deadlock, unless they wish to withdraw the grievance, proceed to Arbitration as outline in Article 17.
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Joint Grievance Panel. The Joint Grievance Panel will consist of two appointees of the Employer and two appointees of the Union. No person shall be appointed who has a direct personal interest in the subject matter of the grievance, and/or has had a direct personal involvement in earlier attempts to settle the grievance. No representative for the Union or for the subject Registered Employers' Organization shall be appointed. The Joint Grievance Panel hold a hearing into the matter within ten (10) days of being appointed and shall issue their recommendation forthwith, but in any event within three (3) days of the date the hearing was held. Each of the Parties shall advise the other, within five (5) days 'of receipt of the recommendation as to whether they accept or reject the recommendation. the event the Parties to the grievance accept the recommendation of the the grievance shall accordingly be resolved, and the Parties shall implement the recommendation within ten (10) days or in any event in accordance with such other implementation schedule as may be included in the recommendations.
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Joint Grievance Panel. 1. Prior to proceeding to arbitration, the grieving party can request, and if mutually agreed, that the grievance be referred to the Joint Grievance Panel, established for this purpose by the Company and the Union. The grieving party will advise the other party in writing of its intention to proceed to the Joint Grievance Panel within fourteen (14) days after the completion of Article 29.05 of the grievance procedure.
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Related to Joint Grievance Panel

  • 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.

  • 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.

  • 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.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Formal Grievance - Step 3 A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the third level of appeal. If the department head or designee is the second level of appeal, the grievant may bypass Step 3.

  • Grievance Mediation a) At any stage in the grievance procedure, the parties by mutual consent in writing may elect to resolve the grievance by using grievance mediation. The parties shall agree on the individual to be the mediator and the time frame in which a resolution is to be reached.

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

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

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