PROBLEM SOLVING PROCEDURE. 12.1 Employees may bring problems to the attention of District managers through the Problem Solving Procedure. This Procedure was developed to encourage and facilitate the resolution of employee concerns in a responsive and fair manner, and may be used to attempt to resolve issues that may not be subjected to the Grievance Procedure. Any reference to days in this article implies business days.
12.2 Employees should discuss concerns regarding issues that are not grievable with their supervisor as soon as possible. The supervisor shall review the situation or decision, and provide a written response within five days from the date they were notified of the problem.
12.3 If the problem is not resolved to the employee's satisfaction, the employee may file a written statement concerning the problem with the Director of Human Resources, or designee, within ten (10) days of receipt of the supervisor's decision. Upon request of either party, a meeting shall be held to define issues and establish the remedies sought. The employee shall be provided a written response within ten (10) days after his or her statement is received. Time limits may be extended for cause upon mutual consent of the parties, and the decision of the Director of Human Resources, or designee, is final.
PROBLEM SOLVING PROCEDURE a) Step One Based on Magna’s Open Door Policy, an employee may, at any time, seek assistance with a problem / concern / question directly with their immediate Supervisor as follows: Supervisor Department Manager Human Resources Representative Assistant General Manager General Manager The employee is encouraged to speak to any supervisory level in sequence, but can always skip to any level if they are uncomfortable with anyone or feel the need to do so. If the problem remains informal and can be handled accordingly, the resolution of the issue will be conducted on a verbal basis, unless otherwise necessitated.
b) Step Two
a) Record their concern along with their desired solution on a standard form; and
b) Deposit their written concern in a discreetly located, standardized, “Fairness” box or hand it directly to Human Resources. Should the employee require assistance in any aspect of the Step Two process, they can seek the help of any employee they feel comfortable with in: - regards to recording the problem and proposed solution - presentation of their material at the Committee meeting, etc. The deposited forms will be picked up on a regular frequency (i.e. daily, bi- weekly, weekly) by the division’s Human Resources Representative, acting in a neutral capacity and protecting the employee’s confidentiality throughout the process.
c) Step Three
1. Counsel the employee in the event of a misunderstanding OR
2. Present the concern to the GM for resolution satisfactory to the employee OR
3. Begin the committee process by:
a) Activating the Committee member’s selection process as follows:
i) Volunteers are chosen for a Committee meeting by the employee who has the concern or problem. The employee randomly selects names of four (4) volunteer employees and chooses three (3) of them to participate on that particular Committee panel. The employee then randomly selects the names of three (3) supervisors and/or managers (excluding the General Manager and Assistant General Manager) and chooses two (2) of those names. If an employee chooses a name of someone related to them, that volunteer’s name would automatically be disqualified. Also, any Committee volunteer directly involved in the employee’s concern or having helped the employee at an earlier state in the process would be unable to act as a voting member on that particular Committee panel.
b) Scheduling the Committee meeting as soon as possible after the date of the original concern, and no later than 30 d...
PROBLEM SOLVING PROCEDURE. 12.1. Employees may bring problems to the attention of District managers through the Problem Solving Procedure. This procedure was developed to encourage and facilitate the resolution of employee concerns in a responsive and fair manner, and may be used to attempt to resolve issues that may not be subjected to the Grievance Procedure. Any reference to days in this Article means business days.
PROBLEM SOLVING PROCEDURE. 20.1 In all matters not covered by this Agreement, the School District recognizes the need to provide unit members with an efficient process to resolve questions, concerns and disagreements.
20.2 Except as provided below, members will first discuss the question, concern, or disagreement with their immediate supervisor. Every reasonable effort will be made by both parties to resolve the matter informally in this manner.
20.2.1 If, after ten (10) days, the matter is not resolved in the opinion of the member, he may address the issue to the next level supervisor. The member will present the concern or question in writing, include a suggested resolution and provide a copy to the supervisor to whom the matter was first addressed.
20.2.2 If, after an additional ten (10) days, the matter remains unresolved, the member may address the matter, in writing, to the Superintendent, including copies of any previously written submissions or other material relevant to the matter.
20.2.3 Within a period of ten (10) days from receiving the written concern, question, or disagreement, the Superintendent will meet with the member (and, if desired, his association representative and/or legal counsel). The Superintendent’s resolution will be stated in writing and a copy provided to the member within ten (10) working days of the date of the meeting.
20.2.4 If the matter is not resolved within ten days or if after ten (10) days, the matter is not resolved in the opinion of the member, he may address the issue to the Board of Trustees. The meeting will be scheduled with the Board of Trustees as soon as reasonably possible, not to exceed 20 days after the date the request is received. Copies of any previous written submissions or other materials relevant to the matter will be submitted to the Board of Trustees at least five (5) days in advance of the meeting. The final resolution will be communicated to the administrator within 20 days of the date of the meeting.
20.2.5 The decision of the Board is final.
20.3 If a question or concern involves a unit member’s supervisor or other line administrator, the member (and, if desired, his association representative and/or legal counsel) may elect to address the matter directly to his supervisor’s supervisor or the Superintendent.
20.4 All parties to this procedure agree to maintain appropriate confidentiality concerns all matters so addressed.
PROBLEM SOLVING PROCEDURE. When problems arise they will be addressed in a timely fashion to restore a harmonious workplace. Within ten (10) work days of becoming aware of the existence of a problem, employee(s) will first advise the Director of Operations of the existence of the problem. The employee(s) and the Director of Operations will make every possible effort to problem solve the matter by informal discussion. The Director of Operations will communicate a decision within five (5) working days of presentation of the problem.
PROBLEM SOLVING PROCEDURE. 19.1 In matters related to procedures and other work environment issues, the District recognizes the need to provide employees with an efficient process to resolve questions, concerns and disagreements.
19.2 Except as provided below, an employee will first discuss the question, concern, or disagreement with his immediate supervisor. Every reasonable effort will be made by both parties to resolve the matter informally in this manner.
19.2.1 If, after ten (10) school days, the matter is not resolved in the opinion of the employee, he may address the issue to the next level supervisor. The employee will present the concern or question in writing, include a suggested resolution and provide a copy to the supervisor to whom the matter was first addressed.
19.2.2 If, after an additional ten (10) school days, the matter remains unresolved, the employee may address the matter, in writing, to the A-1, including copies of any previously written submissions or other material relevant to the matter.
19.2.3 Within a period of ten (10) school days from receiving the written concern, question, or disagreement, the A-1 will meet with the employee (and, if desired, his association representative and/or legal counsel). The final resolution will be stated in writing and a copy provided to the employee, within ten
PROBLEM SOLVING PROCEDURE. Employees may bring problems to the attention of District managers through the Problem Solving Procedure. This Procedure was developed to encourage and facilitate the resolution of employee concerns in a responsive and fair manner, and may be used to attempt to resolve issues that may not be subjected to the Grievance Procedure. Any reference to days in this article implies business days. Employees should discuss concerns regarding issues that are not grievable with their supervisor as soon as possible. The supervisor shall review the situation or decision, and provide a written response within five days from the date they were notified of the problem. If the problem is not resolved to the employee's satisfaction, the employee may file a written statement concerning the problem with the Director of Human Resources within ten days of receipt of the supervisor's decision. Upon request of either party, a meeting shall be held to define issues and establish the remedies sought. The employee shall be provided a written response within ten days after his or her statement is received. Time limits may be extended for cause upon mutual consent of the parties, and the decision of the Director of Human Resources is final.
PROBLEM SOLVING PROCEDURE. A. Employees shall submit problems, in writing, not of a contractual nature, to their immediate supervisor. If they are not satisfied with the solution provided by their immediate supervisor, they may appeal the problem to the Superintendent.
B. The Superintendents decision will be final and binding.
C. All of the problems submitted in this procedure will be in writing and all of the answers given to the employee will be in writing.
PROBLEM SOLVING PROCEDURE. In an effort to promote harmonious relationships in the workplace, the parties recognize it is important to address any problem in an effective and timely manner. Where a problem exists that has not been resolved and is one that may give rise to a grievance, a Union representative and the employee(s) if they so wish, are encouraged to discuss the problem with the supervisor in an attempt to resolve the issue. The supervisor will communicate the decision to Union and the employee(s) within seven calendar days of the meeting. If the matter is not settled satisfactorily, the employee(s) may refer the matter to the Union for presentation to Stage 1.
PROBLEM SOLVING PROCEDURE. The General Manager determines that there exists a critical event. A critical event is defined as work of a prolonged nature; involving non- emergency related services; major special projects; or when a substantial effort must be expended to meet a compliance date or scheduled deadline. The designation of a critical event is at the sole discretion of the General Manager whose decision is final and not subject to any other provision of this Agreement, including Article 11 – Grievance Procedure or Article 12 –
