Presentation of Grievance. Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act (FPSLRA), an employee who feels that they have been treated unjustly or considers themselves aggrieved by any action or lack of action by the Employer, in matters other than those arising from the classification process, is entitled to present a grievance in the manner prescribed in clause 18.06 except that:
(a) where there is another administrative procedure for redress provided by or under any act of Parliament other than the Canadian Human Rights Act to deal with the employee’s specific complaint, such procedure must be followed, and
(b) where the grievance relates to the interpretation or application of this Agreement or an arbitral award, the employee is not entitled to present the grievance unless they have the approval of and is represented by the Alliance.
Presentation of Grievance. Subject to and as provided in section 208 of the Public Service Labour Relations Act (PSLRA), an employee who feels that he or she has been treated unjustly or considers himself or herself aggrieved by any action or lack of action by the Employer, in matters other than those arising from the classification process, is entitled to present a grievance in the manner prescribed in clause 18.06 except that:
(a) where there is another administrative procedure for redress provided by or under any act of Parliament other than the Canadian Human Rights Act to deal with the employee’s specific complaint, such procedure must be followed, and
(b) where the grievance relates to the interpretation or application of this Agreement or an arbitral award, the employee is not entitled to present the grievance unless he or she has the approval of and is represented by the Alliance.
Presentation of Grievance. Individual employees shall have the right to present grievances. The appropriate Union representative shall be afforded the opportunity to be present and to represent the grievant, if the grievant so desires, at any stage of the grievance procedure, and any settlement reached must not be inconsistent with the provisions of this Agreement.
Presentation of Grievance. (1) Subject to subsections (2) to (7), an employee is entitled to present an individual grievance if they feel aggrieved:
(a) by the interpretation or application, in respect of the employee, of
(i) a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer, that deals with terms and conditions of employment, or
(ii) a provision of a collective agreement or an arbitral award; or
(b) as a result of any occurrence or matter affecting their terms and conditions of employment.
(2) An employee may not present an individual grievance in respect of which an administrative procedure for redress is provided under any Act of Parliament, other than the Canadian Human Rights Act.
(3) Despite subsection (2), an employee may not present an individual grievance in respect of the right to equal pay for work of equal value.
(4) An employee may not present an individual grievance relating to the interpretation or application, in respect of the employee, of a provision of a collective agreement or an arbitral award unless the employee has the approval of and is represented by the Institute.
(5) An employee who, in respect of any matter, avails themself of a complaint procedure established by a policy of the Employer may not present an individual grievance in respect of that matter if the policy expressly provides that an employee who avails themself of the complaint procedure is precluded from presenting an individual grievance under this Article.
(6) An employee may not present an individual grievance relating to any action taken under any instruction, direction or regulation given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
(7) For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
Presentation of Grievance a) The grievant must present the grievance not later than forty-five (45) days following the earliest date on which the grievant had or could have been reasonably expected to have had knowledge of the act, event, or the commencement of the condition which is the basis of the grievance.
b) Grievances alleging discriminatory harassment (including sexual harassment), as defined by published university policy on prohibited discrimination, discriminatory harassment, and sexual harassment must be filed within 365 calendar days of the earliest date that the grievant had or could have been reasonably expected to have had knowledge of the act, event, or the commencement of the condition which is the basis of the grievance. To file an employment-related discrimination grievance, GEs are encouraged to contact the Graduate Teaching Fellows Federation. For discrimination grievances that pertain to a GE’s role as a student, graduate students should refer to the student section of the Office of Investigations and Civil Rights Compliance (OICRC) Formal Complaint procedures (xxxxx://xxxxxxxxxxxxxx.xxxxxxx.xxx/how-make-formal-complaint). The OICRC will encourage all GEs attempting to file an employment-related discrimination complaint to contact the GTFF.
c) Written grievances (at Step 2 and above) will include at least:
i. A statement containing the approximate date and the nature of the grievance and the names of identifiable persons directly involved and/or responsible for the act or omission alleged to be the cause of the grievance.
ii. The provision(s) of this agreement which the grievant believes to have been violated, misinterpreted or improperly applied.
iii. All relevant facts supporting the allegation.
iv. The relief sought.
v. The name of the person representing the grievant.
vi. The date and signature of the member(s) of the bargaining unit included in the grievance or an officer of the Union if the Union is the grievant.
vii. For purposes of Section 6 a specific provision of this Agreement alleged to have been violated shall be identified.
Presentation of Grievance a) The grievant must present the grievance not later than forty-five (45) working days following the earliest date on which the grievant had or could have been reasonably expected to have had knowledge of the act, event, or the commencement of the condition which is the basis of the grievance.
b) Grievances alleging discriminatory harassment (including sexual harassment), as defined by published university policy on prohibited discrimination, discriminatory harassment, and sexual harassment must be filed within 365 days of the earliest date that the grievant had or could have been reasonably expected to have had knowledge of the act, event, or the commencement of the condition which is the basis of the grievance.
c) Written grievances (at Step 2 and above) will include at least:
1. A statement containing the approximate date and the nature of the grievance and the names of identifiable persons directly involved and/or responsible for the act or omission alleged to be the cause of the grievance.
2. The provision(s) of this agreement which the grievant believes to have been violated, misinterpreted or improperly applied.
3. All relevant facts supporting the allegation.
4. The relief sought.
5. The name of the person representing the grievant.
6. The date and signature of the member(s) of the bargaining unit included in the grievance or an officer of the Union if the Union is the grievant.
7. For purposes of Section 6 a specific provision of this Agreement alleged to have been violated shall be identified.
Presentation of Grievance. (1) Subject to subsections (2) to (7), an employee is entitled to present an individual grievance if he or she feels aggrieved:
(a) by the interpretation or application, in respect of the employee, of
(i) a provision of a statute or regulation, or of a direction or other instrument made or issued by the Employer, that deals with terms and conditions of employment, or
(ii) a provision of a collective agreement or an arbitral award; or
(b) as a result of any occurrence or matter affecting his or her terms and conditions of employment.
(2) An employee may not present an individual grievance in respect of which an administrative procedure for redress is provided under any Act of Parliament, other than the Canadian Human Rights Act.
(3) Despite subsection (2), an employee may not present an individual grievance in respect of the right to equal pay for work of equal value.
(4) An employee may not present an individual grievance relating to the interpretation or application, in respect of the employee, of a provision of a collective agreement or an arbitral award unless the employee has the approval of and is represented by the Institute.
(5) An employee who, in respect of any matter, avails himself or herself of a complaint procedure established by a policy of the Employer may not present an individual grievance in respect of that matter if the policy expressly provides that an employee who avails himself or herself of the complaint procedure is precluded from presenting an individual grievance under this Article.
(6) An employee may not present an individual grievance relating to any action taken under any instruction, direction or regulation given or made by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
(7) For the purposes of subsection (6), an order made by the Governor in Council is conclusive proof of the matters stated in the order in relation to the giving or making of an instruction, a direction or a regulation by or on behalf of the Government of Canada in the interest of the safety or security of Canada or any state allied or associated with Canada.
Presentation of Grievance. An individual employee shall have the right at any time to present his or her own grievance to the School District and to have the grievance fully adjusted without the intervention of the Association or its representatives, as long as the adjustment is not inconsistent with the terms of this Agreement, and the bargaining representative has been given the opportunity to be present at such adjustment.
Presentation of Grievance. Every effort will be made to schedule meetings and hearings for the processing of grievances at times which will least interfere with the regular workday of the participants. Any grievance meeting or hearing shall be held during the work day; any employee required by either party to participate as a witness, grievant, or representative at such meeting or hearing shall be released from regular duties without loss of pay for such time as is required for attendance at such meeting or hearing.
Presentation of Grievance. A Graduate Worker or the Union shall present a grievance within twenty (20) business days after the grievant became aware of, or reasonably could have known about, the action being contested. The grievance must be reduced to writing and must specify the nature of the grievance, the provision(s) of this Agreement at issue, and the relief requested. In addition to the relevant Supervisor, the Step 1 grievance must be filed with the Office of Labor Relations (or the respective authorized designee).
