Common use of Performance Appraisal Grievances Clause in Contracts

Performance Appraisal Grievances. Employees shall have the right to redress any grievances regarding their mid-year and annual performance appraisals. Within five (5) days after the employee receives their written appraisal, the employee may grieve the appraisal by giving a written explanation of his/her grievance or disagreement with the appraisal on the appraisal form, stating in plain language the specific basis for such grievance and returning the appraisal form to his/her supervisor. If there is insufficient space on the appraisal form for the employee’s use, the employee may use a blank sheet of paper upon which to fully state his/her grievance and add such paper(s) to the performance appraisal form. The supervisor shall send a copy of the appraisal containing the grievance to Labor Relations and to the Union office. Within fifteen (15) days after the employee grieves the appraisal, the employee shall meet with the manager of the employee’s department or the department director’s designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting), the employee may, within thirty (30) days after receiving the answer of the employee’s manager or the appropriate designee, meet with the appropriate director or their designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting) the matter shall be considered closed. There shall be no further recourse to the procedures for adjusting controversies and there shall be no arbitration of such grievance, unless the union contends that the overall rating for the appraisal has no basis in fact.

Performance Appraisal Grievances. Employees shall have the right to redress any grievances regarding their mid-year and annual performance appraisals. Within five (5) days after the employee receives their written appraisalwrittenappraisal, the employee may grieve the appraisal by giving a written explanation of his/her grievance or disagreement with the appraisal on the appraisal form, stating in plain language the specific basis for such grievance and returning andreturning the appraisal form to his/her supervisor. If there is insufficient space on the appraisal form for the employee’s use, the employee may use a blank sheet of paper upon which to fully state his/her grievance and add such paper(s) to the performance appraisal form. The supervisor shall send a copy of the appraisal containing the grievance to Labor Relations and to the Union office. Within fifteen (15) days after the employee grieves the appraisal, the employee shall meet with the manager of the employee’s department or the department director’s designee to designeeto discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting), the employee may, within thirty (30) days after receiving the answer of the employeetheemployee’s manager or the appropriate designee, meet with the appropriate director or their designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting) the matter shall be considered closed. There shall be no further recourse to the procedures for adjusting controversies and there shall be no arbitration of such grievance, unless the union contends that the overall rating for the appraisal has no basis in fact.

Performance Appraisal Grievances. Employees shall have the right to redress any grievances regarding their mid-year and annual performance appraisals. Within five (5) days after the employee receives their written appraisal, the employee may grieve the appraisal by giving a written explanation of his/her grievance or disagreement with the appraisal on the appraisal form, stating in plain language the specific basis for such grievance and returning the appraisal form to his/her supervisor. If there is insufficient space on the appraisal form for the employee’s use, the employee may use a blank sheet of paper upon which to fully state his/her grievance and add such paper(s) to the performance appraisal form. The supervisor shall send a copy of the appraisal containing the grievance to Labor Relations and to the Union office. Within fifteen (15) days after the employee grieves the appraisal, the employee shall meet with the manager of the employee’s department or the department director’s designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting), the employee may, within thirty (30) days after receiving the answer of the employee’s manager or the appropriate designee, meet with the appropriate director or their designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting) the matter shall be considered closed. There shall be no further recourse to the procedures for adjusting controversies and there shall be no arbitration of such grievance, unless the union contends that the overall rating for the appraisal has no basis in fact.

Performance Appraisal Grievances. Employees shall have the right to redress any grievances regarding their mid-year and annual performance appraisals. Within five (5) days after the employee receives their written appraisal, the employee may grieve the appraisal by giving a written explanation of his/her grievance or disagreement with the appraisal on the appraisal form, stating in plain language the specific basis for such grievance and returning the appraisal form to his/her supervisor. If there is insufficient space on the appraisal form for the employee’s 's use, the employee may use a blank sheet of paper upon which to fully state his/her grievance and add such paper(s) to the performance appraisal form. The supervisor shall send a copy of the appraisal containing the grievance to Labor Relations and to the Union office. Within fifteen (15) days after the employee grieves the appraisal, the employee shall meet with the manager of the employee’s 's department or the department director’s 's designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting), the employee may, within thirty (30) days after receiving the answer of the employee’s 's manager or the appropriate designee, meet with the appropriate director or their designee to discuss and, if possible, resolve the grievance. If the grievance is not resolved at this meeting (or within one (1) week of that meeting) the matter shall be considered closed. There shall be no further recourse to the procedures for adjusting controversies and there shall be no arbitration of such grievance, unless the union contends that the overall rating for the appraisal has no basis in fact.