Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge, the Grievance Procedure shall be as follows:
Normal Employee Grievance Procedure. The normal employee grievance procedure shall be as follows:
Normal Employee Grievance Procedure. The normal employee Grievance Procedure shall be as follows: Step Discussion of Complaint A complaint must be discussed orally with the supervisor by the aggrieved employee either alone or, at the request of the employee, in the presence of a Union representative. If the employee does not request the presence of a Union representative at this time, the representative shall have the opportunity of discussing the matter with the supervisor and the employee before proceeding to Step In the event the complaint is not settled in this manner, it then becomes a grievance.
Normal Employee Grievance Procedure. Grievance Procedure except in cases of claimed wrongful discharge or disciplinary suspension or disciplinary demotion: Step A complaint on any matter coming within the scope of this Agreement must be discussed orally with his xxxxxxx or supervisor by the aggrieved employee either alone or, at the request of the employee, in the presence of the Union Represen- tative of his shop or section. In the event the com- plaint is not settled within two days, it then becomes a grievance, and Step
Normal Employee Grievance Procedure. 12 Step 1 12 Step 2 12 Step 3 ............................................................................................................. 12 10.04 Grievance Procedure for Discharge, Disciplinary Suspension and Disciplinary Demotion 13 10.05 Company Grievance 14 10.06 Association Grievance 14 10.07 Time Limits 14 ARTICLE 11 - ARBITRATION 15 ARTICLE 12 - SENIORITY, PROMOTION, LAYOFF, RECALL AND TRANSFER 16 12.01 Governing Principles. 16 12.02 Seniority 17 12.03 Layoff 18 12.04 Recall. 18 12.05 Transfers 19 ARTICLE 13 - EMPLOYEE BENEFITS PLANS 19 13.01 Supplementary Health Insurance Coverage. 19 13.02 Dental Insurance Plan 19 13.03 Disability Income Protection Programs............... 19 13.04 Group Life Insurance 21 ARTICLE 14 - SUPERANNUATION AND RETIREMENT COMPENSATION 21 ARTICLE 15 - COMPANY HOLIDAYS 21 (a) Day Employees.......................... 22 (b) Shift Employees. 23 ARTICLE 16 - VACATION WITH PAY PLAN 24 16.01 General Regulations. 24 16.02 Vacation Leave 25 16.03 Vacation Entitlement at Time of Termination of Employment. 28 Compassionate Care Leave 28 ARTICLE 17 - LEAVE OF ABSENCE 28 17.01 Special Leave 28 17.02 Personal Business Day 30 17.03 Court Leave 30 17.04 Veteran's Examination. 30
Normal Employee Grievance Procedure. 7 11.04 Grievance Procedures for Discharge and Disciplinary Suspension 9 11.05 Company Grievance 10 11.06 Union Grievance 10 ARTICLE 12 - ARBITRATION 10 ARTICLE 13 - INTERNAL COMPETITIONS 11 ARTICLE 14 - TRANSFERS 12 ARTICLE 15 - EMPLOYEE BENEFITS PLANS 12 ARTICLE 16 - THE PUBLIC SERVICE SUPERANNUATION ACT 14 ARTICLE 17 - LEAVE PLANS AND REGULATIONS 14 17.01 Vacation Leave 14 17.02 Sick Leave Plans 15 17.03 Special Leave 16 17.04 Other Leave Provisions and Regulations 17 17.05 Maternity, Child Care and Adoption Leave 17 17.06 Compassionate Care Leave 17 17.07 Self-Funded Deferred Leave Program 18 17.08 Progressive Retirement 18 ARTICLE 18 - TERMINATION COMPENSATION 18 18.01 General 18 18.02 Death 18 18.03 Layoff 18 18.04 Voluntary Resignation Before Retirement 19 18.05 Retirement 19 ARTICLE 19 - COMPANY HOLIDAYS 19 19.02 Compensation For Company Holidays 20 ARTICLE 20 - HOURS OF WORK 21 20.01 Standard Work Week 21 20.02 Day and Shift Operation Work Schedules 21 20.03 Alternative Work Schedules 22 20.04 Time Banking 22 ARTICLE 21 - SALARIES 23 21.05 Salary and Career Advancement 26 21.06 Shift Premium 29 21.07 Premium for Scheduled Saturday and Sunday Shift Work 29 21.08 Short Change Bonus 29 ARTICLE 22 - OVERTIME 30 22.01 General 30 22.02 Meal Period Compensation 30 22.03 Overtime Shifts 31 22.04 Overtime on Days of Rest 31 22.05 Pre-arranged Overtime 31 22.06 Callouts 31 22.07 Travelling While on Duty 32 22.08 Travel To and From Outside Assignments 32 22.09 Conventions 32 22.10 Arranging Overtime Work 33 22.11 Payment for Overtime Work 33 22.12 On-Call 33 ARTICLE 23 - UNION SECURITY 34 23.01 Deductions from Salaries 34 23.02 Union Information 34 23.03 Salary List 34 ARTICLE 24 - PRINCIPLES GOVERNING THE VALUE OF LENGTH OF SERVICE 35 24.01 Seniority 35 24.02 Workforce Adjustment 36 24.03 Recall 38 ARTICLE 25 - WORK JURISDICTION 39 ARTICLE 26 - SAFETY MEETINGS 39 ARTICLE 27 - TECHNOLOGICAL CHANGES 39 ARTICLE 28 - NON-BARGAINING UNIT TECHNICAL PERSONNEL 40 ARTICLE 29 - RIGHT TO REFUSE DANGEROUS WORK 41 ARTICLE 30 - EMPLOYEES TEMPORARILY LOCATED AND WORKING AWAY FROM THEIR NORMAL WORKING LOCATION 42 30.01 General Understanding 42 30.02 Applicable Terms and Conditions 42
Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge or improper lay-off, the Grievance Procedure shall be as follows: Discussion of Complaint Every effort should be made to resolve a dispute or controversy without having to proceed on to the more formal steps described below. To this end, employees, with without the presence of a Society representative, should attempt to resolve their complaint with their Manager. If employee does not request the of Society at the time, and subsequently wishes to proceed with
Normal Employee Grievance Procedure. Except in cases of claimed wrongful discharge or improper lay-off. the Grievance Procedure shall be as follows: Discussion of Complaint Every effort should be made to resolve a dispute or controversy having to proceed on to the more formal steps described below. To this end, employees; with or AGREEMENT without the presence of a Society representative, should attempt to resolve their complaint with their Manager. If the employee does not request the presence of a Society representative at the time, and subsequently wishes to proceed with the Grievance, a Society representative may discuss the matter with the employee’s before proceeding to the next step. Fact-Finding Fact-Finding is initiated by a written notice to the employee’s Manager by a Society representative (normally the employee’s Area Representative) specifying the existence of a potential grievance, and requesting a meeting. A brief outline of the problem or dispute will also be provided on the notice. Alternatively, the Society may opt at this point to submit a standard grievance form, with a full outline of the complaint and remedy requested (as per (iv) below). In this case, the Company shall have the option of requesting Finding, or going directly to a Step 1 as provided for in below.
Normal Employee Grievance Procedure. The normal employee Grievance Procedure shall be as follows:
Step 1 Discussion of Complaint
Normal Employee Grievance Procedure. The normal employee grievance procedure shall be as follows: Complaint An employee who has a complaint must attempt to discuss it orally with his immediate supervisor, either alone or, at the request of the employee, in the presence of the Union representative. If the employee does not request the presence of his Union representative at this time, the representative shall have the opportunity of discussing the matter with the supervisor and the employee before proceeding to Step In the event that the complaint is not settled in this manner, it then becomes a grievance. step The grievance shall be reduced to writing on a standard grievance form triplicate (being specific as to the persons involved, the date the grievance occurred, the remedial action requested and facts pertainin to the grievance), over the signature of the employee and his Union representative. The written grievance shall be presented to the employee’s immediate supervisor who will sign and date the grievance. The Union representative will endeavour to supply a more specific statement of the grievance if it is not sufficiently clear or fully stated to enable the Company to properly act thereon. Within two days of the receipt of a properly stated grievance a hearing shall be had thereon if requested by either party. The appropriate Management representative shall write his decision thereon, sign, date and return the grievance forms to the Union representative within two further days. The discussion and decision made on each grievance shall be limited to the matters raised by the written grievance. Within one day after the Union has received an answer from the Company, the grievance forms shall be returned to the Management representative by the Union representative appropriately marked as satisfactory or unsatisfactory.
