Review of Grievance Sample Clauses

Review of Grievance. A building technology employee who feels that she or he has a grievance shall be invited to discuss the matter with her or his supervisor. The Board of Education recognizes the importance of open and xxxxx discussion on any matter that is of concern to a building technology employee. All grievances not settled to the satisfaction of the building technology employee may be taken to the Board of Education and shall be in writing and shall be made through the representative of the Group. In the event that the building technology employee and the Board of Education are unable to resolve any grievances, the group or the Board of Education may petition the Director of the Bureau of Mediation/State of Minnesota for the sole purpose of effecting a settlement of the dispute.
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Review of Grievance. A custodian who feels that she or he has a grievance shall be invited to discuss the matter with her or his supervisor. Custodians should follow the chain of command before the issue is brought to the school board. The Board of Education recognizes the importance of open and xxxxx discussion on any matter that is of concern to a custodian. All grievances not settled to the satisfaction of the custodian may be taken to the Board of Education and shall be in writing and shall be made through the representative of Local Union No. 70 of I.U.O.E. In the event that the custodian and the Board of Education are unable to resolve any grievances, the union or the Board of Education may petition the Director of the Bureau of Mediation/State of Minnesota for the sole purpose of effecting a settlement of the dispute.
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Review of Grievance. A clerical employee who feels that she or he has a grievance shall be invited to discuss the matter with her or his supervisor. Clerical employees should follow the chain of command before the issue is brought to the school board. The Board of Education recognizes the importance of open and xxxxx discussion on any matter that is of concern to a clerical employee. All grievances not settled to the satisfaction of the clerical employee may be taken to the Board of Education and shall be in writing and shall be made through the representative of Local Union No. 70 of I.U.O.E. In the event that the clerical employee and the Board of Education are unable to resolve any grievances, the union or the Board of Education may petition the Director of the Bureau of Mediation/State of Minnesota for the sole purpose of effecting a settlement of the dispute.
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Review of Grievance. A paraprofessional who feels that she or he has a grievance shall be invited to discuss the matter with her or his supervisor. Paraprofessionals should follow the chain of command before the issue is brought to the school board. The Board of Education recognizes the importance of open and xxxxx discussion on any matter that is of concern to a paraprofessional. All grievances not settled to the satisfaction of the paraprofessional may be taken to a committee of the Board of Education and shall be in writing and shall be made through the representative of Local Union No. 70 of I.U.O.E. In the event that the paraprofessional and the Board of Education committee are unable to resolve any grievances, the union or the Board of Education may petition the Director of the Bureau of Mediation/State of Minnesota for the sole purpose of effecting a settlement of the dispute.
Sample 1
Review of Grievance. Within ten (10) Days of receipt of the Response, the Grievance Panel reviews the Grievance and Response on the merits and determines if there is need for further fact- finding or if a hearing would otherwise be appropriate (e.g., to clarify any aspect of the grievance, allow the parties to address the Grievance Panel or discuss potential remedies or resolution of the grievance). If so, the Grievance Panel determines whether additional written submissions, other information and/or a hearing is required or appropriate. The GP Chair may conduct a conference call with the parties to clarify the need for fact-finding. The GP Chair issues a letter to the parties on whether additional fact-finding is required and: i. if a hearing will not be held, the letter specifies a process and schedule for gathering any required additional information or submissions by the parties or Epic, and for closing the record. ii. if a hearing will be held, the letter specifies the time, place and manner for conducting the hearing (e.g., telephone conference), as well as a process and schedule for gathering any required additional information or submissions by the parties or Epic, and for closing the record.
Sample 1
Review of Grievance. A food service employee who feels that she or he has a grievance shall be invited to discuss the matter with her or his supervisor. Food service employees should follow the chain of command before the issue is brought to the school board. The Board of Education recognizes the importance of open and xxxxx discussion on any matter that is of concern to a food service employee. All grievances not settled to the satisfaction of the food service employee may be taken to the Board of Education and shall be in writing and shall be made through the representative of Local Union No. 70 of I.U.O.E. In the event that the food service employee and the Board of Education are unable to resolve any grievances, the union or the Board of Education may petition the Director of the Bureau of Mediation/State of Minnesota for the sole purpose of effecting a settlement of the dispute.
Sample 1

Related to Review of Grievance

  • Statement of Grievance The grievance shall contain a statement of: (a) The specific situation, act or acts complained of as an agreement violation; (b) The inequity or damage suffered by the employee; and (c) The relief sought.

  • Denial of Grievance Failure by the School Board or its representative to issue a decision within the time periods provided herein shall constitute a denial of the grievance and the employee may appeal it to the next level.

  • Grievance A grievance is an alleged violation, misinterpretation, or misapplication of the terms of the negotiated agreement between the Board and the Association.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Adjustment of Grievance The School Board and the employee will attempt to adjust all grievances which may arise during the course of employment of any employee within the School District in the following manner:

  • Grievance Mediation Nothing in this Article precludes the Parties from mutually agreeing to grievance mediation during any stage of the grievance procedure. The agreement shall be made in writing and stipulate the name of the person and the time line for grievance mediation to occur.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Grievance Redressal In case of any grievance on shortfall penalty, the Contractor may appeal to the Director (Technical) of the Subsidiary Company. Director (Technical) and Director (Finance) shall jointly dispose off the appeal within 15 days by passing suitable order based on the merit of the case. No further committee shall be constituted for redressal of such grievance.

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