Statement of Basic Principles. A. Every employee covered by this Agreement shall have the right to present grievances in accordance with these procedures, with or without representation. Nothing contained in this Article or elsewhere in this Agreement shall be construed to prevent any individual teacher from discussing a problem with the Administration and having it adjusted without intervention or representation of organization representatives, provided that the Union has been given the opportunity to be present at such adjustment.
B. An employee who participates in these grievance procedures shall not be discriminated against and shall not be subjected to discipline or reprisal because of such participation.
C. The failure of a grievant or the Union to act on any grievance within the prescribed time limits will act as a bar to any further appeal, and an administrator’s failure to give a decision within the time limits shall permit the grievant to proceed to the next step.
D. The Union will be notified of the final disposition of the grievance within ten (10) days, which disposition shall not be in conflict with any of the terms or conditions of this Agreement.
E. Conferences under this procedure shall be conducted at a time and a place which will afford a fair and reasonable opportunity for all persons, including witnesses entitled to be present , to attend and will be held, insofar as possible, after regular school hours or during non-teaching times of personnel involved. When such hearings and conferences are held, at the option of the Superintendent, during school hours, all employees whose presence is required shall be excused with pay, for that purpose.
F. It is agreed that any investigation or other handling or processing of any grievance by the grieving employee or the Union representatives shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program and related work activities of the employee.
Statement of Basic Principles. 1. The Union, on behalf of Employees, shall have the right to present grievances in accordance with these procedures.
2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance.
3. An Employee who participates in these grievance procedures shall not be subject to discipline or reprisal because of such participation.
4. Administrators have the responsibility to consider and take action promptly, within authority delegated to them, on grievances presented to them.
5. The failure of an administrator at any level to render a decision to the Employee and Union within the proper time limits permits the Employee to proceed to the next stage, within the limits provided.
6. The failure of an Employee or the Union to appeal a decision to the next higher stage within the proper time limits shall constitute a withdrawal and shall bar further action on that Employee's grievance or on a grievance by the Union relating to that issue. However, if the Union formally withdraws a grievance it has filed, it is not precluded from filing a subsequent grievance arising from a separate alleged violation relating to that issue.
7. The Employee or group of Employees has a right to be present and to be represented by the Union at the Employee's option, if the grievance proceeds beyond the preliminary stage. If the Employee(s) elects to be represented, the representative shall not be a representative of any Employee organization other than the Union.
8. When the grievance originates at an administrative level higher than Coordinator, Division Director, or Associate Xxxx, the Union shall start the grievance at the appropriate written stage of the grievance procedure as designated herein.
9. Hearings and conferences held under this procedure shall be conducted at a time and place which shall afford a fair and reasonable opportunity for all persons, including witnesses, entitled to be present to attend. A hearing or conference held during regular business hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attend. When such hearings and conferences are conducted during hours in which an Employee whose presence is required is scheduled to teach, that Employee shall be excused, with pay, for that purpose.
Statement of Basic Principles. A. Every teacher who so requests shall be represented by the MTA in the grievance procedure. The teacher shall be present at any grievance discussion. When the presence of a teacher at a grievance hearing is requested by either party, illness or other incapacity of the teacher shall be grounds for any necessary extension of grievance procedure time limits. The failure of the grievant to act on any grievance with the prescribed time limits will act as a bar to any further appeal. The time limits, however, may be extended by mutual agreement.
B. A teacher who participates in these grievance procedures shall not be subject to discipline or reprisal because of such participation. A copy of the grievance shall not be filed in the teacher's personnel folder.
C. Hearings and conferences under this procedure shall be conducted at a time and place which will afford a fair and reasonable opportunity for all persons, including witnesses entitled to be present to attend and will be held, insofar as possible, after regular school hours, or during non-teaching time of personnel involved. When such hearings and conferences are held at the option of the administration during school hours, all employees whose presence is required shall be excused, with pay, for that purpose. Arbitration hearings, however, shall be held during regular working hours unless scheduled otherwise by the arbitrator.
D. All notices of hearings and dispositions of grievances shall be either mailed, emailed, or hand delivered with the date of mailing or postmark and date of receipt recorded thereon. Written grievances and appeals shall be deemed to have been received one (1) day after postmarked: if hand delivered, the date received and initials of the recipient shall be recorded thereon.
E. It is important that a grievance be processed as rapidly as possible. The number of days indicated at each level shall be considered as a maximum, and every effort shall be made to expedite the process. The time limit specified may be extended by mutual agreement.
F. All grievances may be withdrawn at any level without prejudice. In the case of grievances filed by individuals, the teacher involved has the right to withdraw the grievance at any time.
Statement of Basic Principles. 10.3.1 Nothing contained herein will be construed as limiting the right of any teacher having a complaint or grievance to discuss the matter with his/her supervisor and/or principal and having the complaint or grievance adjusted without the intervention of the Association.
10.3.2 Any grievant may be accompanied at any step of the procedure by a representative of his/her choosing who is a teacher in the District. Such representative may be a member of the Association and may participate in the procedure. Either party with two (2) days' prior notification may be accompanied at levels three (3) and four (4) (as later defined) by counsel. If one party gives notice that counsel will be present, the other party may bring counsel without notification.
10.3.3 When a grievant is not represented by the Association, the Association will reserve the right to have its representative present to state its view at levels 3 or 4 of the grievance procedure.
10.3.4 The failure of a grievant to act on any grievance within the prescribed time limits will prohibit any further appeal, and an administrator's failure to give a decision within the time limits will permit the grievant to proceed immediately to the next step.
10.3.5 In all cases, time limits may be extended by written mutual agreement.
Statement of Basic Principles. 1. No reprisals shall be taken by the Board or the administration against an employee because of his/her participation in a grievance.
2. A grievance may be withdrawn at any level without establishing precedent.
3. Time Bar Failure of an employee or the Association to act on any grievance within the prescribed time limits will bar any further appeal. If no written decision has been rendered within the time limits indicated by a step, then the grievance may be processed to the next step.
Statement of Basic Principles. At least one (1) Union representative and one (1) representative of the Administration shall be present at any meetings, hearings, appeals, or other proceedings relating to a grievance which has been formally presented. The teacher or group of teachers involved in the grievance have the right to be present at the meeting and to be represented by the Union. Nothing contained herein shall be construed as limiting the right of any teacher having a grievance to discuss the matter informally with the teacher’s supervisor and having the grievance adjusted without intervention of the Union provided that the Union President will be notified of the final disposition of the grievance and the adjustment is not inconsistent with the terms of this Agreement.
Statement of Basic Principles. 1. Every teacher covered by this Agreement will have the right to present grievances in accordance with these procedures, with or without representation. Nothing contained in this Article or elsewhere in this Agreement will be construed to prevent any individual from discussing a problem with the administration and having it adjusted without intervention or representation of Association representatives.
2. A teacher who participates in these grievance procedures will not be subjected to discipline or reprisal because of such participation.
3. The failure of a teacher or the Association to act on any grievance within the prescribed time limits will act as a bar to filing or to any further appeal and an administrator’s failure to give a decision within the time limits will permit the grievant to proceed to the next step. The time limits, however, may be extended by mutual agreement.
4. Any teacher has a right to be represented in the grievance procedure. The teacher will be present at any grievance discussion when the administration and/or the Association deems it necessary.
5. All time limits will consist of school days; however, during summer recess, time limits will consist of days when the central administrative office is open to the public for business.
6. With the agreement of both parties, any of the grievance steps can be bypassed.
Statement of Basic Principles. 1. Every employee covered by this Agreement shall have the right to present grievances in accordance with these procedures, with or without representation of the Union. Nothing contained in this Article or elsewhere in this Agreement shall be construed to prevent any individual employee from discussing a problem with the Administration and having it resolved without intervention of or representation by the Union so long as such resolution is consistent with the terms of this Agreement.
2. An administrator's failure to give a decision within the time limits shall permit the grievant to proceed to the next step. The time limits, however, may be extended by mutual agreement.
3. It is agreed that any investigation or other handling or processing of any grievance by the grieving employee or Union representatives shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program and related work activities.
Statement of Basic Principles. 1. Every teacher covered by this Agreement shall have the right to present grievances in accordance with these procedures, with or without representation of the Union. Nothing contained in this Article or elsewhere in this Agreement shall be construed to prevent any individual teacher from discussing a problem with the Administration and having it resolved without intervention of or representation by the Union.
2. The failure of a teacher or the Union to act on any grievance within the prescribed time limits shall act as a bar to any further appeal and an administrator’s failure to give a decision within the time limits shall permit the grievant to proceed to the next step. The time limits, however, may be extended by mutual agreement and said agreement must be in writing.
3. It is agreed that any investigation or other handling or processing of any grievance by the grieving teacher or Union representatives shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program and related work activities. Teachers shall suffer no loss of pay or benefits for attending grievance hearings held during the workday.
Statement of Basic Principles. 1. The District recognizes the use of progressive discipline where, in the sole discretion of the Superintendent, progressive discipline is appropriate.
2. Any licensed staff who is disciplined shall, other than in the case of discharge pursuant to sections 24-11 and/or 24-12 of the Illinois School Code, have the right to appeal such discipline by filing a grievance in accordance with the grievance and arbitration procedure set forth in this Agreement. Any licensed staff who is disciplined may write a response to any disciplinary documentation placed in the personnel file in accordance with applicable law.
3. Notwithstanding anything in this Agreement to the contrary, the Board shall not be required to utilize or exhaust any and/or all of the steps of progressive discipline. Nothing herein shall in any manner whatsoever modify, limit, or restrict the Board’s rights and/or obligations under Articles 24-11 and/or 24-12 of the Illinois School Code.
