Common use of Rights of the Grievant and the Association Clause in Contracts

Rights of the Grievant and the Association. a. A grievant may appear on his/her own behalf or may be represented at any and all steps of the grievance procedure by the Association. b. The Association shall receive notice of each meeting held to resolve the grievance and shall be given a copy of the recommended disposition of such grievance at each step. Such written notice and disposition shall be made at the same time and in the same manner as such notice or disposition is required to be sent to the grievant. c. The fact that an employee files a grievance shall not be recorded in his/her personnel file or in any file used in the transfer assignment or promotion process; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall the grievant, the Association or its officers be placed in jeopardy or be the subject for reprisal or discrimination for having followed this grievance procedure. If a grievance appears to arise from the actions of an administrative officer other than the principal of a school and affects a support teacher, a group or class of support teachers or is concerned with a system-wide policy, it may be submitted at Step II described below. The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to grievances. All parties agree that proceedings shall be kept confidential.

Rights of the Grievant and the Association. a. A grievant may appear on his/her own behalf or may be represented at any and all steps of the grievance procedure by the Association. b. The Association shall receive notice of each meeting held to resolve the grievance and shall be given a copy of the recommended disposition of such grievance at each step. Such written notice and disposition shall be made at the same time and in the same manner as such notice or disposition is required to be sent to the grievant. c. The fact that an employee files a grievance shall not be recorded in his/her personnel file or in any file used in the transfer assignment or promotion process; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall the grievant, the Association or its officers be placed in jeopardy or be the subject for reprisal or discrimination for having followed this grievance procedure. If a grievance appears to arise from the actions of an administrative officer other than the principal of a school and affects a support teacher, a group or class of support teachers or is concerned with a system-wide policy, it may be submitted at Step II described below. The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to grievances. All parties agree that proceedings shall be kept confidential.

Rights of the Grievant and the Association. a. ‌ 1. A grievant shall be present at all grievance hearings and may appear on his/her own behalf or may only be represented at any and all steps of the grievance procedure by the Association. At all levels other than the arbitration level the grievant may have up to two (2) representatives of the BEA and/or OEA accompany him/her. The number of representatives allowed at arbitration shall be determined by the parties and/or arbitrator. b. 2. The grievant and the Association shall receive notice of each meeting held to resolve the grievance and shall be given a copy of the recommended disposition of such grievance at each step. Such written notice and disposition shall be made at the same time and in the same manner as such notice or disposition is required to be sent to the grievantparties concerned. c. 3. The fact that an employee files a grievance shall not be recorded in his/her personnel file or in any file used in the transfer assignment transfer, assignment, or promotion process; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall the grievant, the Association or its officers be placed in jeopardy or be the subject for reprisal or discrimination for having followed this grievance procedure. If a grievance appears to arise from the actions of an administrative officer other authority higher than the principal of a school and affects a support teacher, a group or class of support teachers teachers, or is concerned with a system-wide policy, it may be submitted at as Step II described below. The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to grievances. All parties agree that proceedings shall be kept confidential.

Rights of the Grievant and the Association. a. 1. A grievant shall be present at all grievance hearings and may appear on his/her own behalf or may only be represented at any and all steps of the grievance procedure by the Association. At all levels other than the arbitration level the grievant may have up to two (2) representatives of the BEA and/or OEA accompany him/her. The number of representatives allowed at arbitration shall be determined by the parties and/or arbitrator. b. 2. The grievant and the Association shall receive notice of each meeting held to resolve the grievance and shall be given a copy of the recommended disposition of such grievance at each step. Such written notice and disposition shall be made at the same time and in the same manner as such notice or disposition is required to be sent to the grievantparties concerned. c. 3. The fact that an employee files a grievance shall not be recorded in his/her personnel file or in any file used in the transfer assignment transfer, assignment, or promotion process; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall the grievant, the Association or its officers be placed in jeopardy or be the subject for reprisal or discrimination for having followed this grievance procedure. If a grievance appears to arise from the actions of an administrative officer other authority higher than the principal of a school and affects a support teacher, a group or class of support teachers teachers, or is concerned with a system-wide policy, it may be submitted at as Step II described below. The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to grievances. All parties agree that proceedings shall be kept confidential.

Rights of the Grievant and the Association. a. A grievant may appear on his/her their own behalf or may be represented at any and all steps of the grievance procedure by the Association. b. The Association shall receive notice of each meeting held to resolve the grievance and shall be given a copy of the recommended disposition of such grievance at each step. Such written notice and disposition shall be made at the same time and in the same manner as such notice or disposition is required to be sent to the grievant. c. The fact that an employee files a grievance shall not be recorded in his/her their personnel file or in any file used in the transfer assignment or promotion process; nor shall such fact be used in any recommendation for reemployment or recommendation for other employment; nor shall the grievant, the Association or its officers be placed in jeopardy or be the subject for reprisal or discrimination for having followed this grievance procedure. If a grievance appears to arise from the actions of an administrative officer other than the principal of a school and affects a support teacher, a group or class of support teachers or is concerned with a system-wide policy, it may be submitted at Step II described below. The purpose of these procedures is to secure, at the lowest possible administrative level, equitable solutions to grievances. All parties agree that proceedings shall be kept confidential.