Common use of Rules Applicable to Grievance Mediation Clause in Contracts

Rules Applicable to Grievance Mediation. Any document provided prior to or during the mediation will be returned to the issuing party at the conclusion of the mediation process. Settlements reached at mediation will not be considered a precedent or normal practice and will not be raised in support of any future grievance. Anything said or done at mediation will not be used against either the Employer, employee, or the Union at any subsequent arbitration. At any subsequent arbitration hearing or any hearing on the matter by the Labour Relations Board, the mediator will not be a witness. No transcripts or records will be kept by the mediator other than the mediation occurred, when, where, the parties to the dispute and whether settlement was achieved. Parties to the mediation will have the authority to conclude a settlement at mediation. The mediator will provide an introduction or the mediation process, e.g. – concept, ground rules, process and questions. The process will be determined by the parties to the mediation with respect to the collective agreement, opportunities to comment, and meeting as a group or individually with the mediator. If a settlement can be reached, the terms of the settlement will be put in writing, and signed by the parties. If no agreement is possible, the mediator will verbally set out respective positions, and points of difference. The mediator my shut down the mediation process if it appears resolution is unlikely.

Rules Applicable to Grievance Mediation. Any document provided prior to or during the mediation will be returned to the issuing party at the conclusion of the mediation process. Settlements reached at mediation will not be considered a precedent or normal practice and will not be raised in support of any future grievance. Anything said or done at mediation will not be used against either the Employeremployer, employee, or the Union at any subsequent arbitration. At any subsequent arbitration hearing or any hearing on the matter by the Labour Relations Board, the mediator will not be a witness. No transcripts or records will be kept by the mediator other than the mediation occurred, when, where, the parties to the dispute and whether settlement was achieved. Parties to the mediation will have the authority to conclude a settlement at mediation. Grievance Mediation Process The mediator will provide an introduction or of the mediation process, e.g. – concept, ground rules, process and questions. The process will be determined by the parties to the mediation with respect to the collective agreementCollective Agreement, opportunities to comment, and meeting as a group or individually with the mediator. If a settlement can be reached, the terms of the settlement will be put in writing, and signed by the parties. If no agreement is possible, the mediator will verbally set out respective positions, and points of difference. The mediator my may shut down the mediation process if it appears resolution is unlikely.

Rules Applicable to Grievance Mediation. Any document provided prior to or during the mediation will be returned to the issuing party at the conclusion of the mediation process. Settlements reached at mediation will not be considered a precedent or normal practice and will not be raised in support of any future grievance. Anything said or done at mediation will not be used against either the Employer, employee, or the Union at any subsequent arbitration. At any subsequent arbitration hearing or any hearing on the matter by the Labour Relations Board, the mediator will not be a witness. No transcripts or records will be kept by the mediator other than the verification the mediation occurred, when, where, the parties to the dispute dispute, the time, the location and whether settlement was achieved. Parties to the mediation will have the authority to conclude a settlement at mediation. The mediator will provide an introduction or of the mediation process, e.g. – concept, ground rules, process and questions. The process will be determined by the parties to the mediation with respect to the collective agreement, opportunities to comment, and meeting as a group or individually with the mediator. If a settlement can be reached, the terms of the settlement will be put in writing, writing and signed by the parties. If no agreement is possible, the mediator will verbally set out respective positions, and points of difference. The mediator my may shut down the mediation process if it appears resolution is unlikely.

Rules Applicable to Grievance Mediation. Any document provided prior to or during the mediation will be returned to the issuing party at the conclusion of the mediation process. Settlements reached at mediation will not be considered a precedent or normal practice and will not be raised in support of any future grievance. Anything said or done at mediation will not be used against either the Employer, employee, Employee or the Union at any subsequent arbitration. At any subsequent arbitration hearing hearing, or any hearing on the matter by the Labour Relations Board, the mediator will not be a witness. No transcripts or records will be kept by the mediator other than that the mediation occurred, occurred when, where, the parties to the dispute and whether settlement was achieved. Parties to the mediation will have the authority to conclude a settlement at mediation. Following the Mediation process if no settlement is achieved, the grievance may be advanced to Arbitration. Grievance Mediation Process The mediator will provide an introduction or of the mediation process, e.g. – eg. concept, ground rules, process and questions. The process will be determined by the parties to the mediation with respect to the collective agreement, opportunities to comment, and meeting as a group or individually with the mediator. If a settlement can be reached, the terms of the settlement will be put in writing, and signed by the parties. If no agreement is possible, the mediator will verbally set out respective positions, and points of difference. The mediator my may shut down the mediation process if it appears resolution is unlikely.

Rules Applicable to Grievance Mediation. Any document provided prior to or during the mediation will be returned to the issuing party at the conclusion of the mediation process. Settlements reached at mediation will not be considered a precedent or normal practice and will not be raised in support of any future grievance. Anything said or done at mediation will not be used against either the Employer, employee, or the Union at any subsequent arbitration. At any subsequent arbitration hearing or any hearing on the matter by the Labour Relations Board, the mediator will not be a witness. No transcripts or records will be kept by the mediator other than the verification the mediation occurred, when, where, the parties to the dispute dispute, the time, the location and whether settlement was achieved. Parties to the mediation will have the authority to conclude a settlement at mediation. The mediator will provide an introduction or of the mediation process, e.g. – concept, ground rules, process and questions. The process will be determined by the parties to the mediation with respect to the collective agreement, opportunities to comment, and meeting as a group or individually with the mediator. If a settlement can be reached, the terms of the settlement will be put in writing, and signed by the parties. If no agreement is possible, the mediator will verbally set out respective positions, and points of difference. The mediator my may shut down the mediation process if it appears resolution is unlikely.