Common use of Problem Resolution Clause in Contracts

Problem Resolution. 9.01 It is the policy of the University to resolve employee or group (i.e. three (3) or more employees within the same department) problems, concerns or disagreements quickly and fairly. A group problem or concern will be treated according to the same process as individual concerns and will commence at step one. An individual/group problem or concern is an initiated concern by an employee or group of employees arising from the interpretation of, application or alleged violation of this compact or an established or recognized policy, procedure or practice by the University. The purpose of this problem solving procedure is to provide an orderly and standard administrative process by which employees may seek resolution of differences that may arise concerning their terms and conditions of employment or other work related matters. 9.02 It is agreed that any employee (s) who chooses to undertake any legal action, in reference to their concern, will not also have access to this Problem Resolution Process. Further, any employee(s) who initially access this Problem Resolution Process and then subsequently undertakes legal action will no longer have continued access to this Problem Resolution Process. Human Rights Complaints should be made through the Human Rights and Equity Office in accordance with the University’s Human Rights Policy. Workplace Harassment complaints should be made to the Director, Staff Relations in accordance with the University’s Workplace Harassment Policy and Workplace Violence complaints should be made to Campus Police in accordance with the University’s Violence in the Workplace Policy. 9.03 A problem/complaint will normally lapse if the concern is not initiated or pursued within the specified time limits. Exceptions will be discussed between the PSA and the University. If the University fails to respond within the time limits specified under any step in the procedures below, the employee may move to the next step. Notwithstanding the foregoing, time limits in the procedure may be extended by mutual consent of the employee and the University, at the appropriate steps that follow, or by the Professional & Managerial Problem Resolution Board which may decide to hear the problem/concern where the limits specified below have not been complied with, if the P&M Problem Resolution Board is satisfied that neither the employee nor the University’s position has been substantially prejudiced by the delay. Wherever an official is specified in this procedure, a designate may be appointed to act. 9.04 The University will agree, with the employee’s agreement, to provide the Association with a copy of the Formal Concern and acknowledges that employee(s) may be accompanied at the Step One or Step Two meeting, if the employee (s) so chooses, by the Chief representative (or designate) who is a member of this Association.

Problem Resolution. ‌ 9.01 It is the policy of the University to resolve employee or group (i.e. three (3) or more employees within the same department) problems, concerns or disagreements quickly and fairly. A group problem or concern will be treated according to the same process as individual concerns and will commence at step oneStep One. An individual/group problem or concern is an initiated concern by an employee or group of employees arising from the interpretation of, application or alleged violation of this compact Compact or an established or recognized policy, procedure or practice by the University. The purpose of this problem solving procedure is to provide an orderly and standard administrative process by which employees may seek resolution of differences that may arise concerning their terms and conditions of employment or other work related matters. 9.02 It is agreed that any employee (semployee(s) who chooses to undertake any legal action, in reference to their concern, will not also have access to this Problem Resolution Process. Further, any employee(s) who initially access this Problem Resolution Process and then subsequently undertakes legal action will no longer have continued access to this Problem Resolution Process. Human Rights Complaints should be made through the Office of Diversity and Human Rights and Equity Office in accordance with the University’s Human Rights Policy. Workplace Harassment complaints should be made to the Director, Human Resources (Staff Relations Relations) in accordance with the University’s Workplace Harassment Policy and Workplace Violence complaints should be made to Campus Police in accordance with the University’s Violence in the Workplace Policy. 9.03 A problem/complaint will normally lapse if the concern is not initiated or pursued within the specified time limits. Exceptions will be discussed between the PSA and the University. If the University fails to respond within the time limits specified under any step in the procedures below, the employee may move to the next step. Notwithstanding the foregoing, time limits in the procedure may be extended by mutual consent of the employee and the University, at the appropriate steps that follow, or by the Professional & Managerial Problem Resolution Board which may decide to hear the problem/concern where the limits specified below have not been complied with, if the P&M Problem Resolution Board is satisfied provided that neither the employee nor the University’s position has been substantially prejudiced by the delay. Wherever an official is specified in this procedure, a designate may be appointed to act. 9.04 The University will agree, with the employee’s agreement, to provide the Association with a copy of the Formal Concern and acknowledges that employee(s) may be accompanied at the Step One or Step Two meeting, if the employee (semployee(s) so chooses, by the Chief representative (representative, or designate) , who is a member of this Association.

Problem Resolution. ‌ 9.01 It is the policy of the University to resolve employee or group (i.e. three (3) or more employees within the same department) problems, concerns or disagreements quickly and fairly. A group problem or concern will be treated according to the same process as individual concerns and will commence at step oneStep One. An individual/group problem or concern is an initiated concern by an employee or group of employees arising from the interpretation of, application or alleged violation of this compact Compact or an established or recognized policy, procedure or practice by the University. The purpose of this problem solving procedure is to provide an orderly and standard administrative process by which employees may seek resolution of differences that may arise concerning their terms and conditions of employment or other work related matters. 9.02 It is agreed that any employee (semployee(s) who chooses to undertake any legal action, in reference to their concern, will not also have access to this Problem Resolution Process. Further, any employee(s) who initially access this Problem Resolution Process and then subsequently undertakes legal action will no longer have continued access to this Problem Resolution Process. Human Rights Complaints should be made through the Office of Diversity and Human Rights and Equity Office in accordance with the University’s Human Rights Policy. Workplace Harassment complaints should be made to the Director, Human Resources (Staff Relations Relations) in accordance with the University’s Workplace Harassment Policy and Workplace Violence complaints should be made to Campus Police Safety Office in accordance with the University’s Violence in the Workplace Policy. 9.03 A problem/complaint will normally lapse if the concern is not initiated or pursued within the specified time limits. Exceptions will be discussed between the PSA and the University. If the University fails to respond within the time limits specified under any step in the procedures below, the employee may move to the next step. Notwithstanding the foregoing, time limits in the procedure may be extended by mutual consent of the employee and the University, at the appropriate steps that follow, or by the Professional & Managerial Problem Resolution Board which may decide to hear the problem/concern where the limits specified below have not been complied with, if the P&M Problem Resolution Board is satisfied provided that neither the employee nor the University’s position has been substantially prejudiced by the delay. Wherever an official is specified in this procedure, a designate may be appointed to act. 9.04 The University will agree, with the employee’s agreement, to provide the Association with a copy of the Formal Concern and acknowledges that employee(s) may be accompanied at the Step One or Step Two meeting, if the employee (semployee(s) so chooses, by the Chief representative (representative, or designate) , who is a member of this Association.

Problem Resolution. 9.01 It is the policy of the University to resolve employee or group (i.e. three (3) or more employees within the same department) problems, concerns or disagreements quickly and fairly. A group problem or concern will be treated according to the same process as individual concerns and will commence at step oneStep One. An individual/group problem or concern is an initiated concern by an employee or group of employees arising from the interpretation of, application or alleged violation of this compact Compact or an established or recognized policy, procedure or practice by the University. The purpose of this problem solving procedure is to provide an orderly and standard administrative process by which employees may seek resolution of differences that may arise concerning their terms and conditions of employment or other work related matters. 9.02 It is agreed that any employee (semployee(s) who chooses to undertake any legal action, in reference to their concern, will not also have access to this Problem Resolution Process. Further, any employee(s) who initially access this Problem Resolution Process and then subsequently undertakes legal action will no longer have continued access to this Problem Resolution Process. Human Rights Complaints should be made through the Office of Diversity and Human Rights and Equity Office in accordance with the University’s Human Rights Policy. Workplace Harassment complaints should be made to the Director, Human Resources (Staff Relations Relations) in accordance with the University’s Workplace Harassment Policy and Workplace Violence complaints should be made to Campus Police in accordance with the University’s Violence in the Workplace Policy. 9.03 A problem/complaint will normally lapse if the concern is not initiated or pursued within the specified time limits. Exceptions will be discussed between the PSA and the University. If the University fails to respond within the time limits specified under any step in the procedures below, the employee may move to the next step. Notwithstanding the foregoing, time limits in the procedure may be extended by mutual consent of the employee and the University, at the appropriate steps that follow, or by the Professional & Managerial Problem Resolution Board which may decide to hear the problem/concern where the limits specified below have not been complied with, if the P&M Problem Resolution Board is satisfied provided that neither the employee nor the University’s position has been substantially prejudiced by the delay. Wherever an official is specified in this procedure, a designate may be appointed to act. 9.04 The University will agree, with the employee’s agreement, to provide the Association with a copy of the Formal Concern and acknowledges that employee(s) may be accompanied at the Step One or Step Two meeting, if the employee (semployee(s) so chooses, by the Chief representative (representative, or designate) , who is a member of this Association.