SPECIAL GRIEVANCE PROCEDURE. 12.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 of this agreement. (a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure. (b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources manager within five (5) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee. (c) Thereupon the grievance shall be handled as an appeal to the human resources manager at step three of the general grievance procedure. (d) If the decision is not satisfactory the matter may then proceed, on the giving of the prescribed notice of appeal as an appeal to the umpire at step four of the general grievance procedure. 12.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition. 12.03 On request by a discharged employee to his/her supervisor the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her chairperson or, in the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, before leaving the company's premises. (a) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing by (b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources and shall be reviewed by him/her and his/her decision thereon shall be given in writing within fourteen
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 10.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee for six (6) or more working days and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 5.01 of this agreement.
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources manager within five (5) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee.
(cb) Thereupon the grievance shall be handled as an appeal to the The human resources manager at step will review the discharge, suspension or allegation of discrimination and whenever practicable render his/her decision within three (3) regular working days after receipt of the general grievance proceduregrievance.
(dc) If the decision is not satisfactory satisfactory, the matter may then proceed, proceed on the giving of the prescribed notice of appeal as an appeal to the an umpire at step four three of the general grievance procedure.
12.02 10.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.
12.03 10.03 On request by a discharged employee to his/her supervisor department manager, the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her committeeperson or with the chairperson or, in of the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, negotiating committee before leaving the company's premises.
(a) 10.04 An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing by
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, agreement may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources manager and shall be reviewed by him/her the human resources manager and his/her decision thereon shall be given as in writing within fourteenthe case of an appeal to him/her on a grievance. If the decision of the human resources manager be not satisfactory to the union, the matter may then proceed as an appeal to an umpire at step three of the general grievance procedure.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 of this agreement.
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources manager within five (5) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee.
(c) Thereupon the grievance shall be handled as an appeal to the human resources manager at step three of the general grievance procedure.
(d) If the decision is not satisfactory the matter may then proceed, on the giving of the prescribed notice of appeal as an appeal to the umpire at step four of the general grievance procedure.
12.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.not
12.03 On request by a discharged employee to his/her supervisor the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her chairperson or, in the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, before leaving the company's premises.
(a) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing byby the president, the vice president or a nominee of the president of the local with the human resources manager concerned and shall be reviewed by him/her and his/her decision thereon shall be given as in the case of an appeal to him/her on a grievance. If the decision of the human resources manager is not satisfactory to the local concerned, the matter may then proceed as an appeal to the umpire at step four of the general grievance procedure.
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources and shall be reviewed by him/her and his/her decision thereon shall be given in writing within fourteen
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 9.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee for six (6) or more working days and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 5.01 of this agreement.
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources employee relations manager within five three (53) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, discrimination the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee.
(cb) Thereupon The employee relations manager will review the grievance shall be handled as an appeal to the human resources manager at step discharge, suspension or allegation of discrimination and whenever practicable render his/her decision within three (3) regular working days after receipt of the general grievance proceduregrievance.
(dc) If the decision is not satisfactory satisfactory, the matter may then proceed, proceed on the giving of the prescribed notice of appeal as an appeal to the an umpire at step four three of the general grievance procedure.
12.02 9.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/his/ her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.
12.03 9.03 On request by a discharged employee to his/her supervisor department manager, the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her committeeperson or with the chairperson or, in of the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, negotiating committee before leaving the company's premises.
(a) 9.04 An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing by
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, agreement may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources employee relations manager and shall be reviewed by him/her the employee relations manager and his/her decision thereon shall be given as in writing within fourteenthe case
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 of this agreement.
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources manager within five (5) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee.
(c) Thereupon the grievance shall be handled as an appeal to the human resources manager at step three of the general grievance procedure.
(d) If the decision is not satisfactory the matter may then proceed, on the giving of the prescribed notice of appeal as an appeal to the umpire at step four of the general grievance procedure.
12.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.
12.03 On request by a discharged employee to his/her supervisor the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her chairperson or, in the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, before leaving the company's premises.
(a) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing byby the president,
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources and shall be reviewed by him/her and his/her decision thereon shall be given in writing within fourteenfourteen (14) regular working days following the day upon which the allegation was received by him. If the decision of the vice president, human resources is not satisfactory to the union the matter may then proceed as an appeal to the umpire at step four of the general grievance procedure.
12.05 Informal discussions between the company and the union with respect to a particular grievance lodged under article 11 or article 12 which has not been settled at step three may be held even though notice of appeal to the umpire has been given pursuant to section 11.07 upon the following basis:
(a) Either party may request that a particular grievance be discussed informally.
(b) No discussion will take place unless both parties are in agreement that such discussion should take place. Any such discussion shall be without prejudice to the rights of either party under the grievance procedure and shall not affect the times prescribed in which appeals must be lodged.
(c) If both parties are in agreement that a particular grievance should be discussed informally, a meeting will be held as soon as possible between the company and the union for this purpose at a location determined by mutual agreement.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 of this agreement.employee
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) . The grievance may be lodged in writing by the discharged or suspended employee with the human resources re- sources manager within five (5) 5 regular working days of the discharge dis- charge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) 5 regular working days after the cause of the grievance should have become known to the employee.
(c) . Thereupon the grievance shall be handled as an appeal to the human resources manager at step three of the general grievance procedure.
(d) . If the decision is not satisfactory the matter may then proceed, on the giving of the prescribed notice of appeal as an appeal to the umpire at step four of the general grievance procedure.
12.02 . Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/his/ her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination termina- tion of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.
12.03 . On request by a discharged employee to his/her supervisor the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/his/ her chairperson or, in the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, before leaving the company's premises.
(a) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing by
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources and shall be reviewed by him/her and his/her decision thereon shall be given in writing within fourteenOakville
Appears in 1 contract
Samples: Memorandum of Agreement
SPECIAL GRIEVANCE PROCEDURE. 12.01 The following special procedure shall be applicable to a grievance alleging improper discharge of an employee or suspension of an employee and may be used by an employee alleging improper layoff or discrimination as defined in section 7.01 of this agreement.
(a) The consent of the appropriate local must be obtained prior to the initial presentation of the grievance and to the filing of an appeal to the next step in the grievance procedure.
(b) The grievance may be lodged in writing by the discharged or suspended employee with the human resources manager within five (5) regular working days of the discharge or suspension. In the case of an allegation of improper layoff or discrimination, the grievance may be lodged in writing by the affected employee within five (5) regular working days after the cause of the grievance should have become known to the employee.or
(c) Thereupon the grievance shall be handled as an appeal to the human resources manager at step three of the general grievance procedure.
(d) If the decision is not satisfactory the matter may then proceed, on the giving of the prescribed notice of appeal as an appeal to the umpire at step four of the general grievance procedure.
12.02 Notwithstanding anything contained elsewhere in this agreement, no grievance shall be lodged or prosecuted against the termination of employment by the company of a probationary employee unless the employee alleges that his/her discharge is not for cause or unless the employee alleges that he/she has been discriminated against in such termination of employment by reason of union activity, and the umpire shall not reverse his/her termination of employment on any other ground. This shall not prevent a probationary employee from lodging a grievance on any other working condition.
12.03 On request by a discharged employee to his/her supervisor the employee will be given an opportunity to discuss his/her discharge with his/her committeeperson, his/her chairperson or, in the case of a Windsor or Oakville employee, his/her xxxxxxx, provided such representative is then at work, before leaving the company's premises.
(a) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to only one (1) of the bargaining units defined in article 2, may be lodged in writing byby the president, the vice president or a nominee of the president of the local with the human resources manager concerned and shall be reviewed by him/her and his/her decision thereon shall be given as in the case of an appeal to him/her on a grievance. If the decision of the human resources manager is not satisfactory to the local concerned, the matter may then proceed as an appeal to the umpire at step four of the general grievance procedure.
(b) An allegation by the union that the company has violated or misinterpreted this agreement, where the alleged violation or misinterpretation relates to more than one (1) of the bargaining units defined in article 2, may be lodged in writing by the chairperson of the master negotiating committee with the vice president, human resources and shall be reviewed by him/her and his/her decision thereon shall be given in writing within fourteen
Appears in 1 contract
Samples: Collective Bargaining Agreement
