Section 2 – Procedure. In order to be considered, a grievance must be filed at the first step in writing, on the form provided by the Union, within twenty-one (21) calendar days of the occurrence of the event which gave rise to the grievance, except that when an employee first becomes aware, or in the exercise of reasonable diligence should have become aware, of its occurrence at a later date, the grievance may be filed within twenty- one (21) calendar days of that time, but in no event more than forty (40) calendar days after the occurrence of the event which gave rise to the grievance.
Section 2 – Procedure. A. Unit members and the Association shall receive written notification of the District's intent to suspend prior to such action. With the notice of intent to suspend, the unit member shall receive notice of the effective date of the intended action, a statement of charges, and a statement of particular facts upon which the charges are based. The unit member shall also receive copies of or access to documents or other materials that support the proposed action. The unit member shall be given an opportunity to respond, either orally or in writing, to the proposed action.
Section 2 – Procedure. A. Any disciplinary action imposed upon an employee may be processed as a grievance through the regular grievance procedure, including the arbitration step, if necessary. This procedure shall be exclusive, and the procedure and remedies herein provided shall apply in lieu of all other procedures and remedies, including Sections 75 and 76 of the Civil Service Law which shall not apply to employees.
Section 2 – Procedure. Step 1. In the event an employee believes that there is a basis for a grievance, he or she shall present the alleged grievance to his or her GCA Education Services Manager within twenty (20) working days of the date the Employee first knew or should have known of the act or condition upon which the alleged grievance is based. The first step shall be informal.
Section 2 – Procedure. 5 A. In the event of a layoff in any classification, layoff shall be in reverse order of seniority 6 with the least senior employee in the affected classification being laid off first.
Section 2 – Procedure. The parties hereto acknowledge that it is usually most desirable for an employee and the immediately involved supervisor to resolve problems through free and informal communications. If, however, such informal processes fail to satisfy the employee, a grievance may be processed as follows: Step One The grievant or Union shall present the grievance in writing within ten (10) days of the event giving rise to the grievance specifying the article and clause alleged to have been violated and stating the remedy sought, to the supervisor immediately involved. The supervisor shall provide a written answer to the grievance or the aggrieved teacher within ten (10) days after receipt of the grievance. Step Two If the grievance is not resolved at Step One, the aggrieved or Union may refer the grievance to the superintendent or official designee within ten (10) days after the receipt of the Step One answer. The superintendent shall arrange for a meeting to take place within ten (10) days of his receipt of the appeal. Within ten (10) days of the meeting, the grievant shall be provided with the superintendent's written response. Step Three If the Union is not satisfied with the disposition of the grievance at Step Two or the time limits expire without the issuance of the superintendent's written reply, the Union may submit the grievance to final and binding arbitration under the Voluntary Labor Arbitration Rules of the American Arbitration Association, which shall act as the administrator of the proceedings. If a demand for arbitration is not filed within fifteen (15) days of the date for the Step Two answer, then the grievance shall be deemed withdrawn. If both parties agree, the Expedited Arbitrator Rules of the American Arbitration Union shall be used. If either party disagrees to use the Expedited Arbitration Rules, the grievance shall be processed using the Voluntary Labor Arbitration Rules.
Section 2 – Procedure. 1. When an employee is to be disciplined or placed on investigatory suspension (to be used only where removal from the job or premises is warranted), a meeting shall first be held and the employee and his/her Union representative shall be informed why he/she is being disciplined or placed on investigatory suspension. The employee will be provided an opportunity to respond.
Section 2 – Procedure. 27 Step 1 - The employee and their representative shall reduce a grievance to writing, outlining 28 the facts as they are understood, specifying the article and section of the contract that has been 1 violated and the remedy that is sought and present the grievance to the Operations Manager or 2 Division Manager in their absence, and to the union president, within fourteen (14) calendar days of 3 the occurrence of the event. The Operations Manager shall gain all relevant facts and shall attempt to 4 adjust the matter and notify the employee within ten (10) business days of grievance filing. If a 5 grievance is not pursued to the next level within ten (10) business days, it shall be presumed resolved.
