PROCEDURES FOR FILING GRIEVANCES Sample Clauses

PROCEDURES FOR FILING GRIEVANCES. ‌ All grievances must be filed within 25 days after the occurrence of the incident which initiated the grievance, or within 25 days after the faculty member should have reasonably known of the circumstances which gave rise to the grievance. The grievance shall state the name of the grievant, nature of the grievance, dates the alleged grievance occurred, the contract provisions affected, and the relief sought. The grievant shall also date and sign the grievance. All grievances shall be presented in accordance with the grievance procedure set forth below. Step 1: Any faculty member may file a formal written grievance with the Xxxx who shall conduct a meeting with the faculty member to discuss resolution of the grievance within ten days following receipt of the grievance. The Xxxx shall issue a written decision to the faculty member and the Union President within ten days following the conclusion of this meeting. Step 2: If the grievance is not resolved at Step 1, the grievance may be filed with the President or designee within ten days from receipt of the Step 1 response. A faculty member filing a grievance must also file a copy of the grievance with the Union. The President or designee shall issue a written decision to the employee and the Union within 15 days following receipt of the grievance. Step 3: If the faculty member is not satisfied with resolution of the grievance at Step 2, the faculty member shall have ten days to appeal the President's decision to the Commissioner of Higher Education. The appeal shall be in writing and shall include copies of all materials submitted or received at Step 2. The Commissioner of Higher Education or designee shall have 15 days after receiving the grievance in which to issue a decision in writing to the employee and the Union.
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PROCEDURES FOR FILING GRIEVANCES. ‌ All grievances must be filed within twenty-five (25) days after the occurrence of the incident which initiated the grievance, or within twenty-five (25) days after the faculty member should have reasonably known of the circumstances which gave rise to the grievance. The grievance shall state the name of the grievant, nature of the grievance, dates the alleged grievance occurred, the contract provisions affected, and the relief sought. The grievant shall also date and sign the grievance. All grievances shall be presented in accordance with the grievance procedure set forth below. Step 1: After formal review by the Union, any faculty member may file a formal written grievance with the Xxxx/CEO who shall conduct a meeting with the faculty member to discuss resolution of the grievance within ten (10) days following
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PROCEDURES FOR FILING GRIEVANCES. ‌ All grievances must be filed within fifteen (15) days after the grievant knew or reasonably should have known of the act or omission giving rise to the grievance. Step 1: Any employee may present and discuss any complaint with the Vice President, with or without a representative of the union, with the intent of resolving the complaint informally. The Vice President shall have ten (10) days to respond to the complaint. Any settlement, withdrawal or disposition of a complaint at this informal stage shall not constitute a precedent in the settlement of similar complaints. Step 2: If a grievance is not resolved informally at Step 1, a formal grievance may be filed with the Vice President. The formal grievance shall be filed in writing with the Vice President within ten (10) days from receipt of the Step 1 response. The Vice President shall conduct a meeting with the employee to discuss resolution of the grievance within ten (10) days following receipt of the grievance. At the meeting, the grievant shall present to the Vice President all information which is pertinent to the grievance and any other available information that the Vice President requests. The Vice President shall issue a written decision to the employee and the union within ten (10) days following the conclusion of this meeting. Step 3: If the grievance is not resolved at Step 2, then within ten (10) days from receipt of the response from the Vice President, the employee may submit the written grievance to the President of the College who shall issue a written decision to the employee within ten (10) days of receipt of the grievance. Step 4: If the grievance is not resolved at step 3, then within ten (10) days from receipt of the response from the President, the employee may submit the written grievance to the
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PROCEDURES FOR FILING GRIEVANCES. 8.9 ARBITRATION
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PROCEDURES FOR FILING GRIEVANCES. Grievances must be filed within thirty (30) calendar days after the date of the event or the date that the grievant or Union became aware of the actions which form the basis for the grievance. For the purpose of expediting the processing of grievances, the parties agree that grievances shall be filed with the District Manager or designee where the alleged contractual violation occurred. Each grievance decision will be responsive to relevant issues raised in the grievance and that specific issues allegedly not reconciled will be sufficiently identified and adequately supported with relevant information when submitted to the succeeding step. The grievance decision will include why the relief sought is not granted, in whole or in part. The grievant/grievant’s representative, are encouraged to orally discuss and attempt to resolve the complaint with the management official where the violation occurred before initiating a grievance. All grievances will be given fair and impartial consideration throughout the grievance procedure. Efforts to resolve the complaint informally will not extend the time limits for filing a grievance. True copies of documents are acceptable as submissions in the procedure. Grievances shall be filed as follows: The grieving party may include documentary evidence he or she believes is pertinent to the grievance, as well as affidavits or statements. Grievances must be signed by the party filing the grievance. If the grievance is believed to be procedurally flawed, with the exception of untimely filed, it will be returned. The District Manager or designee shall render a decision in writing to the grievant and to the grievant’s Union representative, within thirty (30) workdays after receipt of the grievance. The Union representative may request a meeting with the Management Official involved. If the Union representative is not within the grievant’s duty station, a Union representative will be authorized mileage, not to exceed one hundred fifty (150) miles round trip, to attend face-to- face grievance meetings. Per diem will be authorized if within the Federal Travel Regulations.
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PROCEDURES FOR FILING GRIEVANCES. ‌ All grievances must be filed within twenty-five (25) days after the occurrence of the incident which initiated the grievance, or within twenty-five (25) days after the faculty member should have reasonably known of the circumstances which gave rise to the grievance. The grievance shall state the name of the grievant, nature of the grievance, dates the alleged grievance occurred, the contract provisions affected, and the relief sought. The grievant shall also date and sign the grievance. All grievances shall be presented in accordance with the grievance procedure set forth below. Step 1: After formal review by the Union, any faculty member may file a formal written grievance with the Xxxx/CEO who shall conduct a meeting with the faculty member to discuss resolution of the grievance within ten (10) days following receipt of the grievance. The Xxxx/CEO shall issue a written decision to the faculty member and the union within ten (10) days following the conclusion of this meeting. Step 2: If the grievance is not resolved at Step 1, the grievance may be filed with the University of Montana President or designee within ten (10) days from receipt of the Step 1 response. A faculty member filing a grievance must also file a copy of the grievance with the union. The President or designee shall issue a written decision to the employee and the union within fifteen (15) days following receipt of the grievance. Step 3: If the faculty member is not satisfied with resolution of the grievance at Step 2, the faculty member shall have ten (10) days to appeal the President's decision to the Commissioner of Higher Education. The appeal shall be in writing and shall include copies of all materials submitted or received at Step 2. The Commissioner of Higher Education or designee shall have fifteen (15) days after receiving the grievance in which to issue a decision in writing to the employee and the union.
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Related to PROCEDURES FOR FILING GRIEVANCES

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • GRIEVANCE AND ARBITRATION PROCEDURES A. A grievance is a dispute, claim, or complaint arising under this Agreement, filed by either an authorized representative of or an employee in the Bargaining Unit, or the County, involving the interpretation or application of this Agreement. All discipline shall be for just cause. B. Grievances will be processed in the following manner and strictly in accordance with the following stated time limits: Step 1. The aggrieved employee shall be accorded fifteen (15) working days from the occurrence of the action or event or when the employee has knowledge or should have had knowledge of the action or the event giving rise to the complaint to seek resolution on an informal basis. The Employee must discuss his alleged grievance with the Airport Fire Chief and the Fire Rescue Division Director. If informal resolution is not accomplished, the employee, if a Union member, must present the proposed grievance in writing to a Union officer on or before the fifteenth (15th) working day for consideration by the Union Grievance committee. If, in the Committee's opinion, no reasonable grievance exists, no further action may be taken. Step 2. If the Committee wishes to pursue the member's complaint, a written grievance shall be presented to the Director of the Fire Rescue Division or his designee within twenty (20) working days from the occurrence of the action or event giving rise to the grievance or from the date on which the employee reasonably should have had knowledge of that occurrence. A written grievance must be presented on a grievance form provided by the County in Appendix A. Upon receipt of a formal grievance or a class action submitted by the Union, the Fire Rescue Division Director or his designee shall investigate the facts and conduct a meeting within five (5) working days with the aggrieved employee and any other persons possessing knowledge considered critical by the Director. The aggrieved employee may be accompanied at this meeting by a local Union representative. The Fire Rescue Division Director or his designee shall notify the grievant of his decision no later than five (5) working days following the date of the meeting. Step 3. If the grievance is not resolved at the second step, the aggrieved employee shall present the written grievance within five (5) working days of the Step 2 decision to the Department Head. The Department Head or his designee shall investigate the facts and may conduct a hearing within five

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • GRIEVANCE PROCEDURE AND ARBITRATION 8.01 Any employee or the Union has the right to lodge a grievance with respect to any matter arising out of the interpretation, application or alleged violation of this Agreement. 8.02 At the time formal discipline is imposed or at any stage of the grievance procedure, including the complaint stage, a nurse is entitled to be represented by her/his union representative. In the case of suspension or discharge, the Employer shall notify the nurse of this right in advance. The Employer also agrees, as a good labour relations practice, it will also notify the Bargaining Unit. 8.03 It is the intent of the parties that complaints of employees shall be adjusted as quickly as possible, and it is understood that the Union has no grievance concerning an individual nurse until the Director of Care or her/his designate has been given an opportunity of adjusting the complaint. Such complaint shall be discussed with the Director of Care within fifteen (15) working days after the circumstances giving rise to it have occurred. This discussion may include consultation, advice and assistance from others. If there is no settlement within nine (9) working days, it shall then be taken up as a grievance within nine (9) working days in the following manner and sequence: The Union may present the grievance to the Administrator, or her/his designate, who shall render her/his decision within five (5) working days after the presentation of the grievance to her/him. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. If the decision is unsatisfactory, then the grievance may be presented in the following manner: Within ten (10) working days after the decision is given at Step No. 1, the aggrieved employee, and/or the Grievance Committee shall meet with a committee appointed by the Board of Directors of the Manor to consider the grievance. At this stage the employee and/or the Grievance Committee may be accompanied by a representative of the Union. The decision of the committee of the Board of Directors will be rendered in writing to the Labour Relations Officer and the bargaining unit representative within ten (10) working days following such a meeting.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity. 8.02 In all steps of this grievance procedure an aggrieved employee, if she so desires may be accompanied by or represented by her Union Representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses' Association may be present at the request of either party. 8.03 Should any dispute arise between the Employer and an employee, or between the Employer and the Union, as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, the employee or Union Representative will bring it to the attention of the immediate supervisor to settle such differences within ten (10) days of the occurrence. If further action is to be taken, then within ten (10) days of the discussion, the employee, who may request the assistance of her Union Representative and/or Labour Relations Officer, shall submit the written grievance to the Administrator or designate. A meeting will be held between the parties within ten (10) days. The Administrator shall give a written decision within ten (10) days of the meeting to the Bargaining Unit President or her designate with a copy to the Labour Relations Officer. Should the Administrator fail to render his decision or failing settlement of any grievance under the foregoing procedure, including any questions as to whether a matter is arbitrable, the grievance may be referred to arbitration by either party. If no written notice of intent to submit the matter for arbitration is received within ten (10) days after the decision under Step No. 1 is received, the grievance shall be deemed to have been settled or abandoned. 8.04 A written grievance will indicate the nature of the grievance and the remedy sought by the grievor. Union grievances shall be set out on the union grievance form. Alternately, the parties may agree to an electronic version of this form and a process for signing. 8.05 Time limits fixed in the grievance and arbitration procedures may be extended only by written, mutual consent of the parties. Should the Employer not respond within the time limit(s) fixed, such failure to respond shall be deemed to be a denial of the grievance. Should a grievance not be submitted within the various time limits specified in this Agreement, unless mutually extended, it shall be considered to have been settled or abandoned.

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