Common use of Section Grievance Procedure Clause in Contracts

Section Grievance Procedure. An employee with a complaint will first discuss the matter with their Line Manager. The employee may choose to be accompanied by a Shop Xxxxxxx. Failing satisfactory resolve, the matter shall be submitted as a grievance to the procedure as herein provided. A grievance is any controversy, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.

Section Grievance Procedure. An In the event that any employee covered by this agreement is dealt with in such a complaint will first discuss way that the employee considers injustice has been done to him, he may take the matter up as a grievance with their Line Managerthe Company, within and not after, fourteen (14) days of the incident giving rise to the grievance. In the event the incident took place at a base other than the employee's home base, the fourteen day period begin when the employee returns to his home base. All grievances shall be dealt with at a base mutually agreed upon by the Company and the Association President (or his delegate) to be most convenient to the efficient settlement of the grievance. However, if the parties cannot agree the base where the grievance was originally filled will be used, The following procedure shall be adhered to in processing grievances: STEP The employee shall take the grievance up with the Association Representative where it will be determined if the employee has a grievance. If the employee does in fact have a grievance, settlement be attempted verbally with his superior by the Association Representative. The employee may choose be present at this meeting if he so chooses or if management deems necessary. STEP If settlement satisfactory to the employee is not reached in STEP the Association Representative may take the matter up on the employee's behalf with the Department Manager or his nominee and make a further attempt to settle the grievance. grievances submitted to the Department Manager shall be accompanied in and shall contain a concise statement of the facts that concern the grievance. STEP If settlement satisfactory to the employee is not reached seven (7) days from the it was referred to the Department Manager, the Association Representative may take the matter up with the General Manager or his nominee. The decision of the General Manager shall be given in writing within seven (7) calender days from the day the matter referred to him or his nominee. STEP When grievances cannot be finally adjusted by a Shop Xxxxxxx. Failing satisfactory resolvethe Company and Association Representatives, the matter shall be submitted as a to Arbitration hereinafter provided. Whenever either party to this Agreement desire to submit any grievance to the procedure as herein provided. A grievance is any controversyarbitration, complaint or misunderstanding or dispute arising as written notice shall be given to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at other party stating the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step subject of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum at the same time nominating an arbitrator. Within seven (7) calender days after receipt of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify notice the other party in writing of its desire to submit shall either accept the difference arbitrator named or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairpersonsuggest another arbitrator. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees they fail to agree upon a Chairpersonan arbitrator, within the time limit, the appointment shall an arbitrator will be made appointed by the Minister of Labour for OntarioCanada. As soon as the Arbitrator has been selected, upon he shall meet and hear the request evidence and representation of either partyboth parties, and shall render a decision within fourteen (14) calender days, which shall be binding to both parties of this agreement. The arbitration board Arbitrator shall hear not have jurisdiction to alter or change any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, nor give any decision inconsistent with the and determine provisions of this Agreement. Each of the difference parties hereto shall equally bear the expense of the Arbitrator. if any. No person shall be selected as an arbitrator who has been directly involved in attempts to negotiate the grievance. In the event that an allegation of misinterpretation or allegation violation of the Collective Agreement, or an employee is suspended as a disciplinary measure for more than three (3) days, or an employee is discharged, the Parties involved may file a grievance at STEP of the Grievance Procedure. It is understood and shall issue a decision agreed that the time limits set forth herein may be altered by mutual agreement between the Company and the decision Association. No grievance shall be final and binding upon considered by the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.unless:

Section Grievance Procedure. The to this Agreement shall attempt to resolve grievances as quickly as possible. No grievance shall be considered where the circumstances giving rise to occurred or more than full calendar days before the filing of the grievance or days from date the grievant became aware of the alleged violation. An employee or the Union shall discuss problems orally with the supervisor in an attempt to seek a complaint will first discuss the matter with their Line Manager. The employee may choose to be accompanied by a Shop Xxxxxxx. Failing satisfactory resolve, the matter shall be submitted as a grievance solution prior to the procedure as herein providedcommencement of the formal grievance procedure. A grievance is any controversy, complaint may be filed by an or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this AgreementUnion. All Formal grievances must will be submitted in writing at processed promptly using the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five following procedure: (5In Writing) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concernedaggrieved employee, jointly with one or more members of the Grievance Committee, their Line Manager Union Xxxxxxx and the Department ManagerSupervisor. THIRD STEP: The Company will give its answer within calendar days. Between the employee concerned, jointly with one or more members of the Grievance Committeeaggrieved employee, the Department Manager Union Xxxxxxx, the Supervisor or his representative. The Company will provide an answer in writing to the Union within calendar days. the President, Chief Xxxxxxx and Xxxxxxx, and the Brewery Department Supervisor, the Plant Manager or Nominee. FOURTH STEP: Between the a representative of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or NomineeCompany. The A Union Staff Representative may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandonedpresent. The Company guarantees to all employees that their standing representative will give the Union written decision within calendar days following the plant, or with the Company, will Step meeting. Section Time limits cannot be prejudiced in any way because of their action in carrying complaints waived unless by mutual agreement between the Company and grievances to higher management levels when there the Union. Section Arbitration Procedure A If the grievance has been failure with and either party desires to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where arbitrate a difference arises between the parties grievance relating to the interpretation, application, administration or administration alleged violation of this the provisions of the Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice outlined below shall contain the name of the first party’s appointee to an arbitration boardbe followed. The Recipient parties shall select an arbitrator by exchanging lists reflecting the names of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration boardarbitrators. The two appointees so selected shall, within five (5) days of individual whose name appears on both lists be accepted by the appointment of parties as the second of them, appoint a third person who shall be the Chairpersonarbitrator. If parties do not succeed in selecting an arbitrator on the recipient exchange of lists, this procedure will be repeated. If a second exchange of lists the notice fails to appoint parties do not succeed in selecting an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon at the request of either party. C The arbitration board arbitrator selected shall set a convenient date and place for the hearing and hear and determine both sides of the difference dispute before rendering a decision. D The Arbitrator shall not be authorized lo make any decision inconsistent with the of this Agreement, nor to alter, modify or allegation and shall issue a amend any part of this Agreement. The decision and of the decision Arbitrator shall be final and binding upon on the parties Company, the Union and upon any employee affected by itthe employees. The decision E Each party shall pay its own expenses incurred in arbitration, including the expense of a majority shall be the decision its witnesses and representatives. All other expense of arbitration, including fees and expenses of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairpersonarbitrator, shall be equally shared by both parties to the Agreement Company and each party shall pay the expenses, if any, of its own nominee to the arbitration boardUnion.

Section Grievance Procedure. An employee with The City and the Union agree that it is in the best interest of both parties to have complaints and grievances adjusted promptly. It is specifically agreed that before a complaint becomes a grievance, the authorized supervisor, the employee andlor the employee representative involved will first meet and discuss the matter issue. Where possible, the employee or employee representative will be provided with their Line Managerall known or available informationthat will be relied upon by the Employer. In order for a complaint to be considered valid an employee must bring a complaint to the attention of the authorized supervisor within seven (7) calendar days of an incident. If the complaint is not satisfactorilyresolved within seven (7) calendar days, the employee may choose to have recourse within twenty-one (21) calendar days to the grievance procedure as follows: Step The employee Union shall submit to Labour Relations the grievance in writing on forms provided by the City. The employee may choose to have assistance of a Union official. The employee's Manager or delegate shall meet with the andlor the Union representative within fourteen (14) calendar days from the day on which the grievance was received by Labour Relations. Within fourteen (14) calendar days of this meeting, a written response will be accompanied issued by the Employer. If the grievance is not resolved the Union may, at the end of this period and within fourteen (14) calendar days, refer the grievance to Step NOTE: In a Shop Xxxxxxxcase where the grievance deals with a termination, Step Iof the process is waived and the grievances proceed directly to Step Step The Director or delegate shall, within fourteen (14) calendar days of the date the grievance referral at Step was received by Labour Relations, meet with the and/or the Union representative. Failing satisfactory resolveWithin fourteen (14) calendar days of this meeting, the Employer will issue a written response. If the grievance is not resolved, the Union may, at the end of this period and within fourteen (14) calendar days, refer the grievance to Step Step The City Manager or delegate shall, within fourteen (14) calendar days of the date the grievance referral at Step was received by Labour Relations, meet with the and/or the Union representative. Within fourteen (14) calendar days of this meeting a written response will be issued by the Employer. If the grievance is not resolved, the union may, at the end of this period and within one (1) calendar month, file for arbitration. The tirnelines provided in this Section may be extended by mutual agreement of the Employer and the Union. Upon receipt by the General Manager of written notice from the President of the Union of the desire to arbitrate the grievance, the matter shall be submitted as a grievance referred to Expedited Arbitration, governed by the procedure as herein provided. A grievance is any controversyagreed-upon Rules and Procedures, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties mayprefer the more traditional three (3) person board. In the event of Expedited Arbitration, after exhausting any grievance procedure established by this Agreementthe Labour Relations Branch shall contact the agreed-upon Arbitrator and make the necessary arrangements. Should the parties choose a three (3) person board, notify the other party in writing of its desire to submit the difference or allegation to arbitration City and the notice Union shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to each appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, arbitrator within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.seven

Section Grievance Procedure. An If an employee covered by this agreement is dealt with a complaint will first discuss by the such way that contravenes the provisions of this agreement, the employee may take the matter up as a grievance with the Company within, and not after, working days of the incident giving rise to the grievance. The following proceduresshall be adhered to in processing grievances. The employee shall take matter up with immediate (or their Line Managerdesignate). The employee may choose to be accompanied by have the assistance of a member of the Association Executive or a Shop Xxxxxxx. Failing satisfactory resolveIf the matter is not settled by the immediate (or their designate) within working days from the date on which was taken up with the Executive of the Association may investigate the employee's grievance. In order to pursue it further, the grievance will be put in writing and signed by the employee concerned and by the Executive of the Association. grievance shall contain a statement of the facts complained of and the adjustment requested. A member of the Association Executive and the employee will meet with the General Manager (or their designate) and render decision to the employee and the Association Executive within working days of receivingthe written grievance. If the matter not settled in Step the employee may within working days the response, refer the grievance in writing to the Vice President and General Manager and or representative shall meet with the employee and a member of the Association Executiveto review the grievance and shall render a decision in writing to the employee and the Assoclation Executive within working days. If the matter is not settled in Step the employee may within working days refer the grievance to the Vice Presidentof Human Resources and or representative shall meet with the employee, and a member of the Association Executive to review the grievance and shall render a decision in writing to the employee and the Association Executive within working days. If the decision to the grievance as set out in Step is not acceptable to the the Association may request the grievance proceed to at any time ten working days following the at Step The shall be selected by agreement of the parties, or failing that, appointment by the Federal Minister of Labour. The decision reached by the arbitrator shall be bindingon both parties to this agreement. Page The cost of the arbitrator and facilities will be split equally by both parties A Group Grievance is a grievance being filed by morethan one employee and will automatically proceed to Step An Executive Grievance is a grievance tabled by the Association Executive and will automatically proceed to A Management Grievance is a grievance tabled by Management and will automatically to Step Dismissal an employee believes that has been dismissedwithout just cause, the matter shall may be submitted treated as a special grievance to commencingat Step of the procedure as herein providedGrievance Procedures. A Any special grievance is any controversy, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at and lodged with the First Step Company within ten five working days from after the time that employee ceased to work for the alleged violation Company. In the event an employee is dismissed or suspended, and later reinstated through the grievance procedure, the employee will not suffer a loss of pay, seniority or benefits unless mutually agreed by the Collective Agreement took placeCompany and the Association Executive. Any grievance submitted Employees shall have reasonable access to their personnel records in the First Step presence of a and may take copies of such. In the grievance procedure and required to go to Fourth Stepdisciplinary process, shall only reprimands issued less than months apart will be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed referred to. The procedure for discussion After a month period of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxxno reprimands, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does all previous reprimands will not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandonedin a subsequent disciplinary process. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels utilizes a progressivedisciplinary approach when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration boarddealing reprimands. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who Company shall be the Chairperson. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.proceed as follows:

Section Grievance Procedure. An employee with The City and the Union agree that it is in the best interest of both parties to have complaints and grievances adjusted promptly. It is specifically agreed that before a complaint becomes a grievance, the authorized supervisor, the employee andlor the employee representative involved will first meet and discuss the matter with their Line Managerissue. Where possible, the employee or employee representative will be providedwith all known or available informationthat will be relied upon by the Employer. In order for a complaint to be considered valid an employee must bring a complaint to the attention of the authorized supervisor within seven (7) calendar days of an incident. If the complaint is not satisfactorilyresolved within seven (7) calendar days, the employee may choose to have recourse within twenty-one (21) calendar days to the grievance procedure as follows: Step The employee Union shall submit to Labour Relations the grievance in writing on forms provided by the City. The employee may choose to have assistance of a Union official. The employee's Manager or delegate shall meet with the andlor the Union representative within fourteen (14) calendar days from the day on which the grievance was received by Labour Relations. Within fourteen (14) calendar days of this meeting, a written response will be accompanied issued by the Employer. If the grievance is not resolved the Union may, at the end of this period and within fourteen (14) calendar days, refer the grievance to Step NOTE: In a Shop Xxxxxxxcase where the grievance deals with a termination, Step Iof the process is waived and the grievances proceed directly to Step Step The Director or delegate shall, within fourteen (14) calendar days of the date the grievance referral at Step was received by Labour Relations, meet with the and/or the Union representative. Failing satisfactory resolveWithin fourteen (14) calendar days of this meeting, the Employer will issue a written response. If the grievance is not resolved, the Union may, at the end of this period and within fourteen (14) calendar days, refer the grievance to Step Step The City Manager or delegate shall, within fourteen (14) calendar days of the date the grievance referral at Step was received by Labour Relations, meet with the and/or the Union representative. Within fourteen (14) calendar days of this meeting a written response will be issued by the Employer. If the grievance is not resolved, the union may, at the end of this period and within one (1) calendar month, file for arbitration. The tirnelines provided in this Section may be extended by mutual agreement of the Employer and the Union. Upon receipt by the General Manager of written notice from the President of the Union of the desire to arbitrate the grievance, the matter shall be submitted as a grievance referred to Expedited Arbitration, governed by the procedure as herein provided. A grievance is any controversyagreed-upon Rules and Procedures, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties mayprefer the more traditional three (3) person board. In the event of Expedited Arbitration, after exhausting any grievance procedure established by this Agreementthe Labour Relations Branch shall contact the agreed-upon Arbitrator and make the necessary arrangements. Should the parties choose a three (3) person board, notify the other party in writing of its desire to submit the difference or allegation to arbitration City and the notice Union shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to each appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, arbitrator within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etc., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.seven

Section Grievance Procedure. An (a) It is the desire of the parties hereto that complaints of employees be adjusted as quickly as possible. If an employee with a has any complaint will shall first discuss the matter with their Line Managerthe xxxxxxx concerned and may have the assistance of Committee member if so requests. An employee having complied with the provisions of Section (a) and who believes that the complaint has not been adjusted satisfactorily may lodge a written grievance. The employee may choose to be accompanied by a Shop Xxxxxxx. Failing satisfactory resolve, the matter shall be submitted as a entitled to have the assistance of Committee member in preparing such grievance on forms supplied by the Company. The Committee member shall give the grievance to the procedure as herein providedLocal Human Resources Representative who will forward it to the proper level of authority for review and reply. As part of this review, the grievance will be discussed by Management representatives,the Zone Committee member, the Plant Chairperson and the grieving employee, if required. A grievance is any controversy, complaint or misunderstanding or dispute arising as written reply to the meaninggrievance will be given within three (3) working days of the presentation of the grievance unless the employee is working hour shifts in which case the written reply will be given within five (5)working days. Unless the parties have agreed to waive or extend the following time limit, application or observance it shall be optional to the Company to decline to consider any grievance the alleged circumstances of any provision which occurred more than working days prior to its presentation except in the case of this Agreementa grievance claiming failure on the part of the Company to give the required notice of recall, in which instance, the period of time shall be thirty (30) days. All grievances must A further exception would involve an employee, with seniority, who is suspended, in which instance, the period of time shall be submitted five (5) working days from the employee's receipt of written notice. Probationary employees are entitled to lodge a grievance in writing the same manner, and to the same extent as regular employees, except with respect to their termination of employment. If the decision given under Section is not satisfactory to the employee, the grievance may be presented within five (5) working days after such decision by the employee's Committee member to the local Human Resources Representative to be taken up at a meeting arranged between management and the First Step plant committee which will be held within ten five (5) working days from the time that the alleged violation of receipt of the Collective Agreement took placegrievance. Any grievance submitted Unless otherwise agreed Management shall give its decision in writing to the First Step Plant Committee Chairperson or designate within working days following the meeting. If the decision of the grievance procedure and required Management is not satisfactory to go to Fourth Step, shall be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members the Chairperson of the Grievance CommitteePlant Committee may, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section serving written notice within ninety fifteen (9015) working days of the Fourth Step answer. Any grievance not referred date on which Management's decision was received, appeal there from to Arbitration within an impartial arbitrator, selected by the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain Union. If the name of Company and the first party’s appointee to an arbitration board. The Recipient of the notice shall, Union cannot agree within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) working days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint on an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon of the request Province of either partyOntario shall be requested to select one. The arbitration board shall hear and determine decision of the difference or allegation and shall issue a decision and the decision arbitrator shall be final and binding upon on both parties. The fees and expenses of the arbitrator shall be shared equally by the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etchereto., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.

Section Grievance Procedure. An employee with The Commission and the Union agree that it is in the best interest of both parties that complaints and grievances shall be adjusted promptly. It is specifically agreed that before a complaint will first discuss becomes a grievance, the matter with their Line Managersupervisor involved must be given full opportunity to investigate and adjust the complaint. In order for a complaint to be considered valid an employee must bring a complaint to the attention of the supervisor within five working days of an incident. If the complaint is not satisfactorily resolved within working days, the employee may choose to have recourse twenty-one calendar days to the grievance procedure as follows: five within NOTE: Step 1 The employee shall submit the grievance in writing on forms provided by the Commission to the supervisor. The employee may choose to be accompanied by have the assistance of a Shop XxxxxxxUnion official. Failing If a settlement satisfactory resolve, the matter shall be submitted as a grievance to the procedure as herein provided. A grievance is any controversy, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, is not reached within five working days or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Steptime period mutually agreed upon, the grievance may at the end of this period and within five working days proceed to Step Security Claims Department grievances are exempt from the Step 2 procedure and proceed directly to Step Step 2 The employee or the Union shall present the grievance to the Division Manager, The employee may choose to have the assistance of a Union official If a settlement of the Division Manager or his or her delegate satisfactory to the employee concerned is not reached within five working days or a time period mutually agreed upon, the grievance may at the end of this period and within five working days proceed to Step Step 3 to The employee or the Union shall present the grievance to the General Manager. The employee or the Commission may choose to have the Union Executive in attendance at a meeting with the General Manager or his or her delegate. If a settlement satisfactory the employee concerned or the Union is not reached within five working days or a time period mutually agreed upon, the grievance may at the end of this period and within one month be referred to Arbitration under Section within ninety (90) working days a Board of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etcArbitration., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.

Section Grievance Procedure. An All grievances, raised by an employee with a complaint will first discuss (or employees) over the matter with their Line Manager. The employee may choose to be accompanied by a Shop Xxxxxxx. Failing satisfactory resolve, the matter shall be submitted as a grievance to the procedure as herein provided. A grievance is any controversy, complaint or misunderstanding or dispute arising as to the meaning, application or observance of any provision of this Agreement. All grievances must be submitted in writing at the First Step within ten working days from the time that the alleged violation of the Collective Agreement took place. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be raised promptly attended toby the employee(s) concerned (within five working days of the event giving rise to the grievance two days after written notification to the Union, in the case of a disciplinary suspension or discharge) and settlement attempted in accordance with a maximum of five (5) days between each step unless an extension is mutually agreed tothe following procedure: Step The aggrieved employee, accompanied by the Shop Xxxxxxx if he desires, shall discuss the grievance with his supervisor. The procedure for discussion of any grievances which may arise supervisor shall be as follows: FIRST STEP: By discussion between give his answer or decision by the employee concerned with the Shop Xxxxxxx, or a member end of the Grievance Committeeshift on the next working day after the discussion. Step The Step 1 answer shall settle the grievance, unless the grievance is placed in writing (on grievance form supplied by the Union), stating the facts, and their Line Manager. SECOND STEP: Between dated and signed by the aggrieved employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the Chairman of the Grievance Committee and presented to the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section Plant Superintendent within ninety (90) three full working days of the Fourth delivery of the Step 1 answer. The Plant Superintendent and Supervisor shall meet within three working days thereafter with the Chairman of the Grievance Committee and one other Grievance Committeeman in an attempt to resolve the grievance. He shall then his 2 answer within two working’ days after such meeting. Step The Step 2 answer shall settle the grievance unless it is appealed in writing by the Grievance Committee to the Plant Manager within three full working days the delivery ‘of the Step 2 answer. A meeting will be held within ten working days between the Grievance Committee, an International Union representative and the Plant Manager or his designee (and any of his staff) to discuss the grievance. His Step 3 answer shall be given within five full working days after such meeting. Notwithstanding, the time limits stated above any grievance dealing with a suspension or discharge will be answered at the stage within calendar days of its filing with the Company. Any grievance not referred to Arbitration dealing with other issue will be answered at the stage within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or calendar days of its filing with the Company, . If a grievance is not answered within the or time limit such grievance will not be prejudiced settled in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either favour of the parties may, after exhausting any grievance procedure established by this Agreement, notify party filing the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (5) days, advise the other party of the name of its appointee to the arbitration board. The two appointees so selected shall, within five (5) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etcgrievance., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.

Section Grievance Procedure. An employee with i Step One In the event that a complaint will first discuss the matter with their Line Manager. The employee may choose to be accompanied by a Shop Xxxxxxx. Failing satisfactory resolve, the matter shall be submitted as a grievance to the procedure as herein provided. A written grievance is any controversy, complaint or misunderstanding or dispute submitted arising as to out of the meaning, application or observance of any provision operation of this Agreement. All grievances must be submitted , except in writing at the First Step within ten working days from cases of discharge or suspension, the employee shall continue to work as per the conditions existing prior to the time that the alleged violation grievance arose, and any formal meetings to discuss the grievance shall be held in the presence of the Collective Agreement took placeshop xxxxxxx. Any grievance submitted in the First Step of the grievance procedure and required to go to Fourth Step, shall be promptly attended to, with a maximum of five Two If there is no satisfactory resolution at first step then may within seven (5) days between each step unless an extension is mutually agreed to. The procedure for discussion of any grievances which may arise shall be as follows: FIRST STEP: By discussion between the employee concerned with the Shop Xxxxxxx, or a member of the Grievance Committee, and their Line Manager. SECOND STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, their Line Manager and the Department Manager. THIRD STEP: Between the employee concerned, jointly with one or more members of the Grievance Committee, the Department Manager and the Brewery Manager or Nominee. FOURTH STEP: Between the of the Grievance Committee and the Executive Council of the Union and the President of the Ontario Region and/or Nominee. The Union may also choose to be represented by an executive member of Local FIFTH STEP: If the Union does not agree with the Company’s decision given at Fourth Step, the grievance may be referred to Arbitration under Section within ninety (90) working days of the Fourth Step answer. Any grievance not referred to Arbitration within the time limit specified herein shall be considered to have been abandoned. The Company guarantees to all employees that their standing within the plant, or with the Company, will not be prejudiced in any way because of their action in carrying complaints and grievances to higher management levels when there has been failure to settle such complaints and grievances satisfactorily through their immediate Line Managers. Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any that this Agreement has been violated, either of the parties may, after exhausting any grievance procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to arbitration and the notice shall contain the name of the first party’s appointee to an arbitration board. The Recipient of the notice shall, within five (57) days, advise the department supervisor that the employee intends to proceed with the grievance. The department superintendent and Area Vice President will then have fourteen (14) days from the date of notification I to deal with, and answer the grievance. Grievances other than those of individual employees may be initiated at Step Two either party. Step Three If there is no satisfactory resolution at second step then either party may, within seven (7) days, refer the question to the Standing Committees by advising chairmen of the name Standing Committees of its appointee the intention to proceed with the grievance. The Standing Com- mittees will then have thirty (30)days to deal with, and answer the grievance. Step Four If there is no satisfactory resolution at third step then the question may, within seven (7) days upon written request of either Standing Committee he referred to the President of the Local and the Mill Manager who will then have thirty (30) days to deal with, and answer the grievance. Either party may elect to involve outside help at this step such as a regional Union representative and/or a Management representative from outside Specialties. Step Five If there is no satisfactory resolution at fourth step then the matter may, within thirty (30) days, be referred to an Arbitrator. The time periods may he extended mutual agreement Management and the Local Union. Where a grievance arising from the discharge of an employee progresses to arbitration, either party may elect, in writing, to utilize the procedure outlined in Section below as an alternative to the arbitration board. The two appointees so selected shallprocedure set out in Section Section 2: National Officer It is understood that in all discussions concerning grievances, within five (5) days of any National Officer may Union Standing Committee in their meetings and the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint an arbitrator, or National Officer may call if the two appointees fail to agree upon a Chairperson, within the time limit, the appointment shall be made by the Minister of Labour for Ontario, upon the request of either party. The arbitration board shall hear and determine the difference Union Standing Committee or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it. The decision of a majority shall be the decision of the arbitration board, but if there is no majority the decision of the Chairperson shall govern. The reasonable costs of such arbitration including the fees and expenses, stenographic services, etcother them in their meetings with Company officials., of the Chairperson, shall be equally shared by both parties to the Agreement and each party shall pay the expenses, if any, of its own nominee to the arbitration board.