Common use of Policy/Group Grievance Clause in Contracts

Policy/Group Grievance. When the grievance has a general application and/or will affect more than one employee, the Chairperson of the Union Bargaining Committee may submit a written grievance to the Human Resources Department. Such grievance will state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. A management representative from the Human Resources Department and the Union Bargaining Committee Chairperson will meet within ten (10) working days of the receipt of the written grievance. The management representative will attempt to adjust the grievance without delay, but will give a written answer to the Union Bargaining Committee Chairperson within fifteen (15) working days of the hearing and this answer will be considered the Company's Step 2 response. If the grievance is not resolved at this step, it may be advanced to arbitration by the Union, or any other procedure provided for in the Canada Labour Code. The process of Mediation/Arbitration will be used if both parties agree.

Policy/Group Grievance. When the grievance has a general application and/or and will affect more than one employeeemployee or will affect employees covered by more than one (1) section of this Agreement, the Chairperson of the Union Bargaining Committee may submit a written grievance to the Human Resources DepartmentDirector of Labour and Employee Relations. Such grievance will shall state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. A management representative from the Human Resources Labour Relations Department and the Union Bargaining Committee Chairperson will shall meet within ten (10) working days of the receipt of the written grievance. The management representative will shall attempt to adjust the grievance without delay, but will shall give a written answer to the Union Bargaining Committee Chairperson within fifteen (15) working days of the hearing and this answer will be considered the Company's Step 2 response. If the grievance is not resolved at this step, it may be advanced to arbitration Arbitration by the Union, or any other procedure provided for in the Canada Labour Code. The process of Mediation/Arbitration will be used if both parties agree.

Policy/Group Grievance. When the grievance has a general application and/or will affect more than one employee, the Chairperson of the Union Bargaining Committee may submit a written grievance to the Human Resources Department. Such grievance will state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. A management manage- ment representative from the Human Resources Department and the Union Bargaining Committee Chairperson will meet within ten (10) working days of the receipt of the written grievance. The management representative will attempt to adjust the grievance without delay, but will give a written writ- ten answer to the Union Bargaining Committee Chairperson within fifteen (15) working days of the hearing and this answer will be considered the Company's ’s Step 2 response. If the grievance is not resolved at this step, it may be advanced to arbitration by the Union, or any other procedure provided for in the Canada Labour Code. The process of Mediation/Arbitration will be used if both parties agree.

Policy/Group Grievance. When the grievance has a general application and/or and will affect more than one employeeemployee or will affect employees covered by more than one (1) section of this Agreement, the Chairperson of the Union Bargaining Committee may submit a written grievance to the Human Resources DepartmentDirector of Labour and Employee Relations. Such grievance will shall state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. A management representative from the Human Resources Labour Relations Department and the Union Bargaining Committee Chairperson will shall meet within ten (10) working days of the receipt of the written grievance. The management representative will shall attempt to adjust the grievance without delay, but will shall give a written answer to the Union Bargaining Committee Chairperson within fifteen (15) working days of the hearing and this answer will be considered the Company's Step 2 response. If the grievance is not resolved at this step, it may be advanced to arbitration by the Union, or any other procedure provided for in the Canada Labour Code. The process of Mediation/Arbitration will be used if both parties agree.