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. 16.07.01 The Company will also have the right to submit a grievance to the Union. Such grievance will be submitted in writing by the Director of Human Resources to the Union Bargaining Committee Chairperson and will state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. The Director and the Union Bargaining Committee Chairperson will meet within ten (10) working days of the receipt of the written grievance. The Bargaining Committee Chairperson will attempt to adjust the grievance without delay, but will give a written answer to the Director within fifteen (15) working days of the hearing. If the grievance is not resolved at this step, it may be advanced to arbitration by the Company, 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. 16.07.01 The Company will also have the right to submit a grievance to the Union. Such grievance will be submitted in writing by the Director of Human Resources to the Union Bargaining Committee Chairperson and will state the type of grievance, the Article(s) allegedly violated and a short outline of the facts giving rise to the grievance. The Director and the Union Bargaining Committee Chairperson will meet within ten (10) working days of the receipt of the written grievance. The Bargaining Committee Chairperson will attempt to adjust the grievance without delay, but will give a written answer to the Director within fifteen (15) working days of the hearing. If the grievance is not resolved at this step, it may be advanced to arbitration by the Company, 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 or will affect more than one employee, the Chairperson Step 1 and 2 of the Union Bargaining Committee may submit a written grievance procedure shall be bypassed and the grievance shall be submitted in writing by one party to the Human Resources Departmentother. Such a policy grievance will state shall identify the type classification and/ or Department, the specific nature of grievancethe complaint, the Article(s) allegedly violated and a short outline of the facts giving rise to Collective Agreement in dispute, and the grievanceremedy sought. A management representative from the Human Resources Department The General Manager or designate and the Union Bargaining Committee Chairperson will Representative or designate shall meet within ten (10) working calendar days of the receipt of the written grievance. The management representative will attempt to adjust party receiving the grievance without delay, but will give a written answer shall reply to the Union Bargaining Committee Chairperson grievance in writing within fifteen (15) working calendar days of the hearing and this answer will be considered the Company's Step 2 responsemeeting. If it is not settled at this stage, the grievance is not resolved at this step, it may be advanced as provided in Article Step 3 and Article No employee shall be disciplined except for just cause. When a disciplinary letter or notation is placed on an employee’s file, a copy shall be forwarded to arbitration by the Unionemployee and the Local Chairperson. If two years have passed since the employee has received any disciplinary letter or notation, or all disciplinary notations shall be removed from their file and will not be used in any other procedure provided for future considerations. For the purposes of investigating grievances and arbitrations, the Union shall have full access to the employee’s file upon written consent of the employee. The Union Representative will review the file in the Canada Labour Code. The process presence of Mediation/Arbitration will be used if both parties agree. 16.07.01 The Company will also have the right to submit a grievance to the Union. Such grievance will be submitted in writing by the Director of Human Resources or their designate. Photocopies of any relative information shall be given to the Union Bargaining Committee upon written consent from the employee. September August Collective Agreement between THE EMPRESS and Local ARTICLE SUSPENSION OR DISMISSAL The following special procedure will apply when more than a one day suspension or dismissal is contemplated. No employee shall be suspended or dismissed except for just cause. The employee must be notified of the charge(s) as soon as possible after the Director of Human Resources becomes aware of the alleged The National Representative of the or the Local Chairperson will also be notified of all such charge(s) at that time. When the Union and the employee are notified of the charge(s) as per Article above an “investigative hearing” into the incident shall be scheduled within five days (excluding Saturdays, Sundays, and statutory holidays as applicable) of the charge(s) being known. The employee will state be given twenty-four hours notice of the type of grievance, the Article(s) allegedly violated hearing and in addition will be given a short complete outline of the facts giving rise all charges and evidence known at least twenty-four hours prior to the grievancehearing. The Director and employee may be held out of service, pending an investigation, until the Union Bargaining Committee Chairperson will meet within ten (10) working days of the receipt of the written grievance. The Bargaining Committee Chairperson will attempt to adjust the grievance without delay, but will give a written answer to the Director within fifteen (15) working days time of the hearing. In determining whether or not to hold an employee out of service the employer will consider the nature of the alleged infraction. The Local Chairperson and/or National Representative and/or Local Representative shall be present at the hearing. Any known witnesses and/or known evidence will be called by either party and such witnesses shall not be by loss of their base pay. The Director of Human Resources or designate shall render a decision in writing within three days excluding Saturdays, Sundays, and statutory holidays as applicable, of such a hearing. Any resulting disciplinary action will take effect immediately. Either party may request an extension of the time limits and such extensions will not be unreasonably withheld. If the grievance matter is not resolved at this step, it may be advanced settled to arbitration by the satisfaction of the Union and the Company, Step 3 of the Grievance Procedure may be invoked by either party. September August Collective Agreement between THE EMPRESS and Local If the final decision decrees that the employee is not guilty of any misconduct whatsoever, the Personnel Record shall be cleared of such charges; if suspended or any dismissed, the employee shall be returned to their former position with no loss of base rate pay or loss of benefits. If a suspension or discharge is resolved at arbitration and the arbitrator reduces a suspension or reinstates the discharge the arbitrator may consider lost gratuities in their award up to a maximum of fifty dollars per day. . . . September August Collective Agreement between THE EMPRESS and Local ARTICLE ARBITRATION OF GRIEVANCES A grievance which: has been processed according to the Steps outlined in Articles and has not been settled, may be referred by either party, within thirty calendar days following the exhaustion of Step 2 in Article to a single Arbitrator or if Agreed to by both parties to a single Mediator/Arbitrator for final and binding settlement in accordance with the Labour Relations Code of B.C. and without stoppage of work. Said arbitration request shall include the names of three nominees to hear the grievance. Seven days (excluding Saturdays, Sundays and statutory holidays as applicable) after receipt of the request for arbitration, the other procedure provided for party shall select, an Arbitrator, one of the three persons named in the Canada request, or submit to the requesting party three names of persons acceptable as Arbitrator. If the parties are unable to agree on the selection of an Arbitrator within fourteen days (excluding Saturdays, Sundays, and statutory holidays as applicable) of the date of the request for arbitration, or such longer period of time as may be Mutually Agreed, then the parties shall jointly request the Minister of Labour Codeof the Province of British Columbia to select an Arbitrator and their decision shall be final. The process decision of Mediation/Arbitration the Arbitrator shall be final and binding on the parties. Disputes arising out of proposed changes in rules, working conditions, or rates of pay, as well as the extended application of the existing Agreement, are specifically excluded from the jurisdiction of the Arbitrator. The Company and the Union shall respectively bear any expenses each incurs in the presentation of its case to the Arbitrators; but any general or common expenses, including the remuneration of the Arbitrator, shall be divided equally between the par-ties. The time limits, as provided in Articles and may be extended by Local Agreement or Mutual Agreement as applicable, provided any such request is made in writing. All responses to such requests will be used if made in writing. September August Collective Agreement between THE EMPRESS and Local Following completion of Step 3 of the Grievance Procedure the parties may, following a Mutual Agreement, assign any matter in dispute to the procedure set out below: The provisions in Article shall be the same in the selection of a Mediator/Arbitrator. A maximum of three cases shall be heard at any one hearing. The Company and the Union respectively shall name any person of their choosing to represent their respective interests at the hearing held hereunder. The parties, through their respective representatives, will attempt to agree on a written statement of facts in the dispute prior to the hearing. Where possible, the Mediator/Arbitrator shall attempt to mediate a settlement between the parties. The Mediator/Arbitrator shall determine their own practice and procedure but shall give full opportunity to the parties to a hearing to present evidence and to make submissions. In the event that the Mediator/Arbitrator fails in their attempt, they must render a decision in writing. The decision of the Mediator/Arbitrator shall be final and binding on both parties agree.parties. September August The Company and the Union shall respectively bear any expenses each incurs in the presentation of its case to the Mediator/Arbitrator; but any general or common expense, including the remuneration of the Mediator/Arbitrator, shall be divided equally between the parties. Collective Agreement between THE EMPRESS and Local ARTICLE ATTENDING COURT AND JURY DUTY Employees required by the Company to attend court or other public investigations shall be paid their hourly base rates of pay for time lost and shall be reimbursed actual expenses when away from home. If no time is lost, the employee will be allowed a minimum of three hours pay at their hourly base rate of pay. Regular employees who are required to perform jury duty on a day which they would normally have worked, will be reimbursed by the Company for the difference between the pay received for jury duty and their hourly base rate of pay for their regularly scheduled hours of work. It is understood that such reimbursement shall not be for hours in excess of eight per day or forty per week less pay received for duty. Employees will be required to furnish proof service and jury duty pay received, and employees shall be responsible to account to the Company for jury duty received both with a subpoena and subsequently to the service rendered. Employees on jury duty shall, subject to this provision, make themselves available for work before or after being required for such duty whenever practical. This Article will have no application for employees on leave of absence or when receiving benefits under the Health and Benefits program, annual vacations, Workers’ Compensation or as otherwise covered by this Agreement. September August Collective Agreement between THE EMPRESS and Local ARTICLE MANAGEMENT RIGHTS The management and operation of The Empress and the direction and promotion of its working forces is the exclusive responsibility of the Company, provided, however, that nothing in any of the provisions of this Article shall in any way limit, void, or affect the other provisions of this Agreement. The Company has the right to discharge any employee for just cause. The employee shall be notified in writing, with a copy to the Union, giving reason for dismissal, notwithstanding the employee’s right to the Grievance Procedure. The Company agrees that in the exercising of management rights and in the administration of this agreement, it shall do so in a fair and reasonable manner. September August Collective Agreement between THE EMPRESS and Local ARTICLE GENERAL