Common use of Procedure - Informal Stage Clause in Contracts

Procedure - Informal Stage. Any dispute to be recognized as a grievance must first be discussed by the employee with the Superintendent of Special Education within ten (10) working days of the time the grievor should reasonably be expected to be aware of the relevant facts. If the grievor is unable to resolve the dispute, the Bargaining Unit may file a formal grievance at Step One, within ten (10) working days of the informal stage. The Bargaining Unit may initiate a written grievance with the Superintendent of Human Resources or designate, who shall answer the grievance in writing within ten (10) working days after receipt of the grievance. The written grievance shall contain: (i) a description of how the alleged dispute is in violation of the Collective Agreement; AND (ii) a statement of the facts to support the grievance; AND (iii) the relief sought; AND (iv) the signature of the duly authorized official of the Bargaining Unit. Failing satisfaction at Step One, then within ten (10) working days after receipt of the reply from the Superintendent of Human Resources or designate, the Union may, at its discretion, appeal the decision of the Superintendent. Submissions to the Superintendent of Human Resources shall be made within ten (10) working days of the request to initiate Step Two. The Superintendent shall respond in writing within ten (10) working days following the scheduled meeting. (a) If the reply of the Superintendent is unacceptable to the Bargaining Unit, it may, within ten (10) working days of receiving the written reply, apply for arbitration. (b) Failure to proceed with notice for arbitration within the ten (10) working days will result in forfeiture of rights to the grievance procedure.

Procedure - Informal Stage. Any dispute that could lead to be recognized as a grievance must first be discussed by between the employee with appropriate Union Official and the Superintendent of Special Education appropriate Board Official. This discussion must occur within ten (10) working days of the time the grievor Bargaining Unit should reasonably be expected to be aware of the relevant facts. If the grievor is unable to resolve the dispute, the Bargaining Unit may file a formal grievance at Step One, within ten (10) working days of the informal stage. The Bargaining Unit may initiate a written grievance with the Superintendent of Human Resources or designate, who shall answer the grievance in writing within ten (10) working days after receipt of the grievance. The written grievance shall contain: (i) a description of how the alleged dispute is in violation of the Collective Agreement; AND (ii) a statement of the facts to support the grievance; AND (iii) the relief sought; AND (iv) the signature of the duly authorized official of the Bargaining Unit. Failing satisfaction at Step One, then within ten (10) working days after receipt of the reply from the Superintendent of Human Resources or designate, the Union may, at its discretion, appeal the decision of the Superintendent. Submissions to the Superintendent of Human Resources shall be made within ten (10) working days of the request to initiate Step Two. The Superintendent shall respond in writing within ten (10) working days following the scheduled meeting. (a) If the reply of the Superintendent is unacceptable to the Bargaining Unit, it may, within ten (10) working days of receiving the written reply, apply for arbitration. (b) Failure to proceed with notice for arbitration within the ten (10) working days will result in forfeiture of rights to the grievance procedure.

Procedure - Informal Stage. Any dispute to be recognized as a grievance must first be discussed by brought to the employee with attention of the Superintendent of Special Education Principal or immediate Supervisor within ten twenty (1020) working days of the time when the grievor Occasional Teacher should reasonably be expected to be aware of the relevant facts. If The griever, with or without Union representation, shall discuss the grievor is unable matter with the Principal or immediate Supervisor in an attempt to resolve the disputematter informally. The Principal or immediate Supervisor shall give a decision in writing (with a copy to the Union) within ten(10) days of the date that the matter was brought to the Principal's or immediate Supervisor's attention. If the decision of the Principal or immediate Supervisor is not acceptable to the Occasional Teacher, the Bargaining Unit Occasional Teacher may file a formal grievance at Step Onegrievance, in writing, within ten (10) working days of the informal stage. The Bargaining Unit may initiate a written grievance with the Superintendent of Human Resources or designate, who shall answer the grievance in writing within ten (10) working days after receipt of the grievancedecision from the Principal or immediate Supervisor to the Superintendent, Human Resource Services, or designate. The written grievance shall contain: (i) a description of how the alleged dispute is in violation of the Collective Agreement; AND (ii) a statement of the facts to support the grievance; AND (iii) the relief sought; AND (iv) the signature of the duly authorized official of the Bargaining Unit. Failing satisfaction at Step One, then within ten (10) working days after receipt of Local and the reply from the Superintendent of Human Resources or designate, the Union may, at its discretion, appeal the decision of the Superintendent. Submissions to the Superintendent of Human Resources shall be made within ten (10) working days of the request to initiate Step TwoOccasional Teacher concerned. The Superintendent Human Resource Services designate shall respond reply in writing within ten (10) working days following the scheduled meeting. (a) If the reply of receipt of the Superintendent grievance. Step Two If no settlement is unacceptable to reached at Step One, the Bargaining Unit, it Local may, within ten (10) working days of receiving receipt of the written replyreply of the Human Resource Services designate, apply for arbitration. (b) Failure refer the matter to proceed the Employer's Grievance Committee. The Employer's Grievance Committee shall meet with notice for arbitration the ETFO’s Grievance Committee within the ten (10) working days will result of receipt of the written request of ETFO to discuss and endeavour to solve the problem. The Employer's Grievance Committee shall answer the grievance, in forfeiture writing within ten (10) days of rights to the grievance proceduremeeting.