Procedure for Adjusting Grievances. 1. For purposes of this agreement, the term "Grievance" means any complaint or dispute between the Company and the Union or between the Company and any employee concerning the interpretation or application of this agreement or any claim or breach or violation of this agreement or concerning any claim of disciplinary action or discharge taken against an employee without just cause. If the Agreement expires and/or is terminated, grievances may be processed through the grievance procedure outlined below but will not proceed to arbitration. Grievances not so presented or processed according to the timelines established below shall be considered waived by the Union.
STEP 1: Grievances shall be presented in writing to the employee's supervisor within ten (10) calendar days after the employee has knowledge of the event. The immediate supervisor shall give his/her answer in writing to the union representative within five
Procedure for Adjusting Grievances. All grievances shall be adjusted exclusively in the following manner:
Procedure for Adjusting Grievances. All grievances shall be adjusted exclusively in the following manners: The employee may, within three (3) working days of the incident or circumstance giving rise to the dispute, take the matter up with his/her immediate supervisor. The employee has the full right and involvement of the Shop Xxxxxxx in this step. Settlements reached at this level shall be considered non-precedential, unless the Employer and the Union Representative agree that the settlement shall be reduced to writing and may be used as a precedent in the future. The Supervisor involved in the Step 1 meeting shall respond within three (3) days of the Step 1 meeting. While this step is encouraged, it is not required. 1.
Procedure for Adjusting Grievances. 13.01 Any complaint or dispute arising between any employee and the Company shall be presented by the employee or by a Representative of the Union to the immediate management supervisor of the employee in an effort to reach a mutually acceptable adjustment.
Procedure for Adjusting Grievances. Both the AAPOPA and the AIRPORT AUTHORITY agree that it is in the party’s best interest to resolve disputes at the lowest level. Prior to the submission of a formal grievance, the Supervisor and an officer may attempt to resolve any questions, problems, or misunderstandings that have arisen. However, a written grievance must still be submitted within ten (10) days of the date the grievant knew, or reasonably should have known, of the event giving rise to the grievance. All grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. Both the AAPOPA and the AIRPORT AUTHORITY agree that it is in the party’s best interest to resolve disputes at the lowest level and that this should be done within the ten (10) day time frame stated in Section C, above. XXXXXX recognizes that a supervisor or the operations commander do not have the authority to overturn any discipline handed down by the Chief of Police, policy directives or long standing practices approved by the Chief of Police and any attempts to resolve such grievances informally must begin with the Chief of Police. The purpose of the Grievance Procedure shall be to settle all grievances between the AIRPORT AUTHORITY and AAPOPA or an individual officer as quickly as possible to ensure efficiency and promote employee morale. All grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. Both the UNION and the COUNTY agree that it is in the parties’ best interest to resolve disputes at the lowest level. Prior to the submission of a formal grievance, the ATS Manager, the potential grievant, and/or UNION representative(s) may attempt to resolve any questions, problems, or misunderstandings that have arisen. However, a written grievance must still be submitted within ten (10) business days of the date the grievant knew, or reasonably should have known, of the event giving rise to the grievance. For the purpose of attempting to resolve grievances prior to arbitration, the parties, at any meeting prior to the Step One meeting, (the Step Two meeting if no Step One meeting is held) or at the meeting, shall make full disclosure to each other of facts and evidence then known to them which bear on the grievance. Any grievance relating to a termination shall advance directly to Step Two. All other grievances shall be resolved exclusively in the following manner:
a. Step One: An informal fact-finding meeting will be held within ten
Procedure for Adjusting Grievances. SECTION 1
Procedure for Adjusting Grievances. Both the AAPOPA and the RTAA agree that it is in the party’s best interest to resolve disputes at the lowest level and that this should be done within the ten (10) day time frame stated in Section C, above. XXXXXX recognizes that a supervisor or the operations commander do not have the authority to overturn any discipline handed down by the Chief of Police, policy directives or long standing practices approved by the Chief of Police and any attempts to resolve such grievances informally must begin with the Chief of Police. The purpose of the Grievance Procedure shall be to settle all grievances between the RTAA and AAPOPA or an individual officer as quickly as possible to ensure efficiency and promote employee morale. All grievances shall be resolved exclusively in the following manner:
Procedure for Adjusting Grievances. 1. For purposes of this agreement, the term "Grievance" means any complaint or dispute between the Company and the Union or between the Company and any employee concerning the interpretation or application of this agreement or any claim or breach or violation of this agreement or concerning any claim of disciplinary action or discharge taken against an employee without just cause. If any step is not taken within the time specified, unless the delay is caused by the Company, the grievances will be considered as settled.
STEP 1 Grievances shall be presented to the employee's supervisor within ten (10) calendar days after the employee has knowledge of the event. The immediate supervisor shall give his/her answer to the xxxxxxx within five (5) calendar days after meeting with the employee and/or his/her xxxxxxx.
STEP 2 If the grievance is not settled in STEP 1, the Union representative may appeal the grievance to the Manager-Employee Relations within fifteen (15) calendar days after receiving the supervisor's answer in STEP 1. The grievance shall be put in writing and set forth the facts involved, the approximate time of their occurrence, the relief requested and shall be signed and dated by the employee and/ or the Union representative. The Manager-Employee Relations and the CWA International Representative shall arrange a meeting between the Union and the appropriate Company representatives within thirty (30) calendar days of receipt of the Union appeal for a STEP 2 meeting. The Company’s answer will be in writing to the Union within fifteen (15) calendar days after the STEP 2 meeting. Either party to this agreement shall be permitted to call employee witnesses at this step of the grievance procedure. If the dispute cannot satisfactorily be adjusted in STEP 2, the dispute or grievance may be submitted to arbitration.
2. Nothing in this agreement shall restrict the right of an individual employee to adjust any grievance with the Company, provided such adjustment is not inconsistent with the terms of this agreement and provided a representative of the Union has been given the opportunity to be present. Employees will have the right to Union representation upon request.
3. Nothing in this agreement shall restrict the Company from questioning employees to ascertain information pertinent to the grievance.
4. Any grievance relating to a suspension or discharge must be presented to the Manager-Employee Relations by the close of the fifteenth (15th) calendar day fol...
