Procedural Steps. Grievances shall be presented and adjusted in the following manner:
A. Step I - An employee shall present the grievance informally via oral or electronic communication to his/her immediate supervisor.
B. Step 2 - Any grievance not resolved informally in Step 1 shall be submitted in writing to the immediate supervisor provided that such grievance is submitted within twenty (20) days following knowledge of the act or condition which is the basis of the complaint. The immediate supervisor shall have ten (10) days to give a written decision after receipt of the grievance.
C. Step 3 - If the grievance is not settled in Step 2, the grievant may move it to Step 3 by written notice to the Superintendent of Schools or his/her designee within ten (10) days after receipt of the Step 2 decision. The Superintendent of Schools or his/her designee shall have ten (10) days to give a written decision after receipt of the grievance.
D. Step 4 - If the grievance is not settled in Step 3, the grievant may move it to Step 4 by written notice to the Chairman of the Board of Education within ten (10) days after receipt of the Step 3 decision. The Board shall have twenty (20) days to give a written decision after receipt of the grievance. If the Board chooses not to consider the grievance, they will notify the grievant within ten (10) days, and said grievance may be moved to Step 5 without comment or prejudice.
E. Step 5 - Arbitration Procedure - Any grievance concerning the alleged violation, misinterpretation or misapplication of any provision of this Agreement that has been properly processed through level four of the grievance procedure as set forth above and has not been settled or waived may be appealed to arbitration by the Association by serving written notice on the Board within five (5) days after the Board’s answer at level four of the said grievance procedure. If the Association fails to serve such notice of its intention to arbitrate within this time limitation, it shall be deemed to have waived the arbitration and the grievance shall be considered settled.
Procedural Steps. A. Level I (Initial Discussion) If a member believes there is a basis for a grievance, he/she must first discuss the matter with his/her Principal or Immediate Supervisor in an effort to resolve the problem. During the meeting, the member will advise the Immediate Supervisor that the discussion is intended to be a Level I grievance meeting.
B. Level II (Business Manager)
1. If the grievant is not satisfied with the results of Level I, or is unable for cause beyond his/her control to discuss the matter with his/her Principal or Immediate Supervisor within thirty (30) days as prescribed in Section 4.04 (B), above, he/she may begin the procedure by submitting the written grievance on the form attached hereto, (Appendix A-1), to the Business Manager with a copy to the Association President.
2. Within seven (7) days of receipt of the form, the Business Manager shall render a written decision (Appendix A-2). The decision reached at this time will be recorded in Level II of the Grievance Report Form (Appendix A-2) and a copy will be sent to the grievant and the Association President.
C. Level III (Superintendent)
1. If the grievant is not satisfied with the results of Level II, he/she may, within seven (7) days of receipt of the Level II decision, continue the procedure by submitting the written grievance to the Superintendent/designee with a copy to the Association President.
2. Within fourteen (14) days of receipt of the form, the Superintendent/designee shall render a written decision. The decision reached at this meeting will be recorded in Level III of the Grievance Report Form (Appendix A-2) and a copy will be sent to the grievant and the Association President.
D. Level IV (Arbitration)
1. If the grievant is not satisfied with the Level III decision, the Association ONLY, acting on the grievant’s request, may demand a hearing by an arbitrator by filing a written demand for arbitration with the Treasurer not later than fourteen (14) days after receipt of the Level III decision.
2. Within seven (7) days of the filing of the arbitration demand, the Board and the Association shall either select an arbitrator by mutual agreement or the Association will petition the American Arbitration Association (AAA) to provide a list of names from which an arbitrator shall be selected. The fees of the AAA, the cost of the arbitrator, and cancellation fees, shall be shared equally by the Board and the Association.
3. The decision of the arbitrator shall be binding on both par...
Procedural Steps. A grievance shall be processed as follows:
Procedural Steps. Step 1. An employee shall present his/her grievance to the principal or appropriate supervisor within ten (10) working days from the date of its occurrence. The grievance shall be in writing and signed by the grievant. The principal and/or designated representative(s) or the appropriate supervisor and/or designated representative(s) will meet with the grievant and a representative of his or her choice, if desired, within ten (10) working days following the receipt of the grievance. The principal or appropriate supervisor will answer the grievance in writing within ten (10) working days after the Step 1 meeting.
Step 2. If the answer to the grievance at Step 1 is not satisfactory to the employee, he or she may appeal the grievance in writing to the Assistant Superintendent of Human Resources and/or designated representative(s) within five (5) working days after the principal’s or the appropriate supervisor’s answer. The Assistant Superintendent of Human Resources and/or designated representative(s) will meet with the grievant and a representative of his or her choice, if desired, within ten (10) working days from receipt of the appeal. The Assistant Superintendent of Human Resources and/or designated representative(s) will answer the grievance in writing within ten (10) working days after the Step 2 meeting.
Step 3. If the answer to the grievance at Step 2 is not satisfactory to the employee, he or she may appeal the grievance, in writing, to the Superintendent of Schools within five (5) working days after the Assistant Superintendent of Human Resources and/or designated representative(s)’ answer. The Superintendent and/or designated representative(s) will meet with the grievant and a representative of his or her choice, if desired, within ten (10) working days from receipt of the appeal. The Superintendent of Schools will answer the grievance in writing within ten (10) working days after the Step 3 meeting.
Procedural Steps. Step 1: An employee having a grievance other than one involving disciplinary suspension or discharge, may first discuss it with the employee's immediate supervisor and try to work out a satisfactory solution in an informal manner. Resolution of any grievance at this step without the formal intervention of the Union or the Director of the Employee Relations Division (ERD) shall not impair the position of either the Union or the Director of ERD in any subsequent dispute between the City and the Union which advances beyond this step.
Procedural Steps. Any grievance that a teacher has not adjusted informally with the immediate supervisor shall be presented in the following steps:
Step 1. Between the grievant, a representative of his or her choice, and the employee’s immediate supervisor and/or designated representative(s).
Step 2. Between the grievant, and his or her Association representative, and the appropriate director, elementary or secondary, and/or designated representative(s).
Step 3. Between the grievant and his or her Association representative, and the Superintendent and/or designated representative(s).
Procedural Steps. Nothing contained herein shall be construed as limiting the right of any unit member having a complaint or alleged grievance to discuss the matter orally with the appropriate member of the administration, and to have the grievance adjusted, provided that the adjustment is not inconsistent with the terms of this Agreement. No later than thirty (30) days after a unit member knew or should have known of the occurrence of an alleged grievance, the grievant shall reduce the allegation to writing, with the remedy sought, on the District’s Statement of Grievance Form (Exhibit “B” attached) and the grievant shall file a completed copy of the Statement of Grievance Form with his/her immediate supervisor. Within ten (10) days after such written grievance is filed, the grievant and the immediate supervisor shall meet to resolve the grievance. The supervisor shall provide a written decision to the grievant within ten (10) days of the meeting or within twenty (20) days after receipt of the grievance. When the grievant is informed of the decision, the supervisor shall provide written notice to the President of the Association that a decision has been reached. If the parties agree that the alleged violation was committed by an administrator other than the immediate supervisor, the grievance shall commence at the next appropriate level.
Procedural Steps. Any grievance that an employee has not resolved informally with the immediate supervisor shall be presented in the following steps:
Step 1. Between the grievant, representative(s) of his or her choice, and the employee's immediate supervisor and/or designated representative(s).
Step 2. Between the grievant, and his or her Union representative(s), and the appropriate executive level administrator and/or designated representative(s).
Step 3. Between the grievant and his or her Union representative(s), and the Superintendent and/or designated representative(s).
Procedural Steps. V.B.2.a. Step One: Oral notice to Immediate Supervisor - Not later than five (5) working days after the event giving rise to the grievance, or five (5) working days after the employee should reasonably have learned of the event giving rise to the grievance, whichever is later, the employee must discuss the grievance with their immediate supervisor. The immediate supervisor shall respond orally to the employee not later than five (5) working days later.
Procedural Steps a) 1. Offer to the person scheduled on the job (this includes bid and non bid positions.
