Common use of REPRESENTATION AND GRIEVANCE PROCEDURES Clause in Contracts

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation or application of any portion of the Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of investigation of or discussion of any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permission. 1: When an employee has a complaint or grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen (15) work days after occurrence of incident or within fifteen (15) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five (5) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s). It shall be discussed at a meeting of the Step No. 2 representative(s) of the employer and the grievance committee to be held within seven (7) working days after the supervisor gives his answer in the first step. An answer will be given within five (5) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s), accompanied by such other management staff as he may elect to have present. This meeting shall be held as soon as a mutual agreeable date can be arranged. Section 2. If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer fails to give answer within the time limits listed in Step No. 2, the grievance shall be considered settled on the basis of the remedy sought in the grievance. Section 3. In the event that either party decides that further meetings in Step No. 3 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor Supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form from and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor Supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall be held as soon as have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mutual agreeable date can be arrangedmediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer Employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other other, in writing writing, not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two (2) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of the Step No. 2 representative(s) of the employer and the grievance committee to be held within seven (7) working days after the supervisor gives his answer in the first step. An answer will be given within five (5) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4 In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer Employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other other, in writing writing, not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement. Any decision rendered by an impartial arbitrator shall be final and binding on both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from form work or from interpretation or application of any portion of the Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of investigation of or discussion of any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permission. 1: When an employee has a complaint or grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen (15) work days after occurrence of incident or within fifteen (15) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five (5) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s). It shall be discussed at a meeting of the Step No. 2 representative(s) of the employer and the grievance committee to be held within seven (7) working days after the supervisor gives his answer in the first step. An answer will be given within five (5) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s), accompanied by such other management staff as he may elect to have present. This meeting shall be held as soon as a mutual agreeable date can be arranged. Section 2. If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer fails to give answer within the time limits listed in Step No. 2, the grievance shall be considered settled on the basis of the remedy sought in the grievance. Section 3. In the event that either party decides that further meetings in Step No. 3 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) days of fo application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two (2) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4 In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer Employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other other, in writing writing, not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement. Any decision rendered by an impartial arbitrator shall be final and binding on both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three (3) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of investigation of or discussion of any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permission. This investigation of or discussion will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the employer for the Union to be able to investigate or discuss any grievance on employer time. If this time during work hours amounts to more than a total of three (3) hours per grievance, the Local Union will reimburse the School District for the expenses incurred (i.e., wages, sub costs, payroll taxes) over the three (3) hours allowed per grievance. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor Supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form from and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor Supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. Section 2. If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance A written answer will be considered to given within ten (10) work days after the meeting is held or such longer period as may be voidagreed upon by the Board of Education and the committee. If the employer fails to give answer within the time limits listed in Step No. 2, the grievance shall be considered settled on the basis of the remedy sought in the grievance. Section 3. 4: In the event that either party decides that further meetings in Step No. 3 will the matter is not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) days after the last meeting resolved in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretationgrieving party shall have the right to submit the matter to the State of Michigan, applicationDepartment of Consumer and Industry Services, or alleged violation Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the contract or disputed disciplinary action. Within grieving party's intent is given to the Superintendent within ten (10) working days of application, or alleged violation from receipt of the contract or disputed disciplinary actionwritten answer to Step 3. Within ten (10) days of receipt of such notice (or further period as may be agreed to), Failure to do so within the parties shall meet for time allotted above will result in the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both partiesgrievance being abandoned.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three (3) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of investigation of or discussion of any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permission. This investigation of or discussion will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the employer for the Union to be able to investigate or discuss any grievance on employer time. If this time during work hours amounts to more than a total of three (3) hours per grievance, the Local Union will reimburse the School District for the expenses incurred (i.e., wages, sub costs, payroll taxes) over the three (3) hours allowed per grievance. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement. Any decision rendered by an impartial arbitrator shall be final and binding on both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two (2) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer Employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other other, in writing writing, not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement. Any decision rendered by an impartial arbitrator shall be final and binding on both parties.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three two employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of This investigation of or discussion of will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the Employer for the Union to be able to investigate or discuss any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permissionon employer time. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor Supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form from and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor Supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given within ten (10) work days after the meeting is held or such longer period as may be agreed upon by the Board of Education and the committee. Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer Employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other other, in writing writing, not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement.

REPRESENTATION AND GRIEVANCE PROCEDURES. Section 1. 1 The parties agree that in the interest of harmony on the job, any grievance which is an alleged violation of the Agreement arising from work or from interpretation interpretations or application of any portion of the this Agreement, should be handled as quickly as possible and exclusively under the following procedures: For the purpose of effectively representing the employees coming within the jurisdiction of the Union and this Agreement, the Union shall select a grievance committee of three (3) employees in the unit. These committee members, insofar as possible, will be from different schools. The committee members shall be permitted a reasonable time away from their work for the purpose of investigation of or discussion of any grievance which may arise, after getting permission from their supervisor. The supervisor will not arbitrarily withhold such permission. This investigation of or discussion will normally be performed during non-working time; but it is understood by the parties that there will be occasions when that is not possible, then it will be permitted by the employer for the Union to be able to investigate or discuss any grievance on employer time. If this time during work hours amounts to more than a total of three (3) hours per grievance, the Local Union will reimburse the School District for the expenses incurred (i.e., wages, sub costs, payroll taxes) over the three (3) hours allowed per grievance. 1: When an employee has a complaint or possible grievance, it will first be discussed orally between the supervisor and employee(s) involved, with or without a committee member, within fifteen ten (1510) work days after occurrence of incident or within fifteen ten (1510) work days after the employee became, or should have become, aware of the incident giving rise to the grievance. The supervisor shall have five ten (510) work days in which to give an answer. 2: In the event the complaint or grievance is not settled in Step No. 1, it shall be reduced to writing on the standard grievance form and presented to the employer’s Step No. 2 representative(s)Superintendent of Schools. It shall be discussed at a meeting of with the Step No. 2 representative(s) of the employer Superintendent and the grievance committee to be held within seven ten (710) working days after the supervisor gives his his/her answer in the first step. An A written answer will be given within five ten (510) work days after the meeting is held or such longer period as may be agreed upon by the Step No. 2 representative(s) Superintendent and the committee. Step No. 3: In the event no settlement is reached in Step No. 2, it shall be turned over to a representative of the International Union, who accompanied by the committee, shall meet with the employer’s designated Step No. 3 representative(s)Board of Education, accompanied by such other management staff as he the Board of Education may elect to have present. This meeting shall be held as soon as a mutual mutually agreeable date can be arranged. A written answer will be given Step No. 4: In the event the matter is not resolved in Step No. 3, the grieving party shall have the right to submit the matter to the State of Michigan, Department of Consumer and Industry Services, Employment Relations Commission, requesting the assistance of a mediator, providing that notice of the grieving party's intent is given to the Superintendent within ten (10) working days from receipt of the written answer to Step 3. Failure to do so within the time allotted above will result in the grievance being abandoned. Section 2. 2 If the Union fails to advance a grievance to the next higher step within the time limits set forth above, the grievance will be considered to be void. If the employer fails to give answer within the time limits listed in Step No. 23, the grievance shall be considered settled on automatically moved to the basis of the remedy sought in the grievancenext grievance step. Section 3. 3 In the event that either party decides that further meetings in Step No. 3 4 will not lead to a settlement of the dispute, the dispute may be submitted to an impartial arbitrator chosen by the parties. The party desiring to arbitrate shall so notify the other in writing not later than thirty (30) calendar days after the last meeting in Step No. 3. In order to be submitted to arbitration, the dispute may involve interpretation, application, or alleged violation of the contract or disputed disciplinary action4. Within ten (10) days of application, or alleged violation of the contract or disputed disciplinary action. Within ten (10) work days of receipt of such notice (or further period as may be agreed to), the parties shall meet for the purpose of choosing an arbitrator. In the event the parties are unable to agree on the choice of an arbitrator, the Michigan Employment Relations Commission will be asked to submit a panel pool of possible arbitrators and one will be chosen according to Commission rules. All expenses of an arbitrator shall be borne equally by both parties. In order to be submitted to arbitration, the dispute must be either a disciplinary action resulting in loss of more than three (3) days paid or wrongful discharge. All other submissions to arbitration shall be by mutual agreement. Any decision rendered by an impartial arbitrator shall be final and binding on both parties.