Common use of Statement of Basic Principles Clause in Contracts

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. 1. The Union, on behalf of Employees, (a) Every teacher 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. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. An Employee (b) A teacher who participates in these grievance procedures shall not be subject subjected 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. (c) The failure of a teacher to act on any grievance within the prescribed time limits will act as a bar to any further step and an administrator at any level Administrator's failure to render give a decision to the Employee and Union within the proper time limits permits shall permit the Employee teacher to proceed to the next stagestep. Any time limit, within the limits providedhowever, may be extended by mutual agreement. 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 (d) Any teacher 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 time in the grievance procedure as designated hereindoes the Administration. The teacher shall be present at any grievance discussion when the Administration and/or the Association deems it necessary. 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. 9(e) In any instance where the Association is not represented in the grievance procedure, the Association will be notified of the final disposition of the grievance which disposition shall not be in conflict with any of the terms or conditions of this agreement. Any final disposition of a grievance alleged by the Association to be in conflict with this agreement shall be grievable by the Association. (f) Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, persons including witnesses, witnesses entitled to be present present, to attend. A hearing or conference held during attend and will be held, insofar as possible, after regular business school hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attendor during non-teaching time of personnel involved. When such hearings Hearings and conferences are conducted may be held, at the option of the Administration, during school hours in which an Employee and any employee whose presence is required is scheduled to teach, that Employee shall be excused, with pay, for that purpose. (g) It is agreed that any investigation or other handling or processing of any grievance by the grieving teacher organization 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 teaching staff.

Statement of Basic Principles. 1A. Every employee who so requests shall be represented by the MEA in the grievance procedure. The Unionemployee shall be present at any grievance discussion. When a party requests the presence of an employee at a grievance hearing, illness or other incapacity of the employee shall be grounds for any necessary extension of grievance procedure time limits. The failure of the grievant to act on behalf any grievance within the prescribed time limits will act as a bar to any further appeal and any administrator’s failure to give a decision within the time limits shall cause the grievance to be advanced to the next step of Employeesthe grievance process. The time limits, shall have the right to present grievances in accordance with these procedureshowever, may be extended by mutual agreement. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. B. An Employee 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 A copy 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 filed in the Unionemployee’s personnel folder. 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. C. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present to attend. A hearing or conference held during attend and will be held, insofar as possible, after regular business school hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attendor during non- teaching time of personnel involved. When such hearings and conferences are conducted held at the option of the administration during hours in which an Employee school hours, all employees whose presence is required is scheduled to teach, that Employee 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 or sent date on email: 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 employee involved has the right to withdraw the grievance at any time. If the employee or Association unilaterally chooses to withdraw the grievance after the grievance has been submitted to arbitration, the Association shall be responsible for all costs and fees associated with the arbitrator. If the Board and Association mutually agree to withdraw the grievance, the parties shall share all costs and fees associated with the arbitrator.

Statement of Basic Principles. 1A. Every employee who so requests shall be represented by the MEA in the grievance procedure. The Unionemployee shall be present at any grievance discussion. When a party requests the presence of an employee at a grievance hearing, illness or other incapacity of the employee shall be grounds for any necessary extension of grievance procedure time limits. The failure of the grievant to act on behalf any grievance within the prescribed time limits will act as a bar to any further appeal and any administrator’s failure to give a decision within the time limits shall cause the grievance to be advanced to the next step of Employeesthe grievance process. The time limits, shall have the right to present grievances in accordance with these procedureshowever, may be extended by mutual agreement. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. B. An Employee 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 A copy 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 filed in the Unionemployee’s personnel folder. 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. C. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present to attend. A hearing or conference held during attend and will be held, insofar as possible, after regular business school hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attendor during non- teaching time of personnel involved. When such hearings and conferences are conducted held at the option of the administration during hours in which an Employee school hours, all employees whose presence is required is scheduled to teach, that Employee 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 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 employee involved has the right to withdraw the grievance at any time. If either party unilaterally chooses to withdraw grievance after the grievance has been submitted to arbitration, the party unilaterally withdrawing said arbitration grievance shall be responsible for all costs and fees associated with the arbitrator, unless mutually agreed to otherwise.

Statement of Basic Principles. 1. The Union, on behalf A. Every employee or group of Employees, employees shall have the right to present grievances in accordance with these proceduresthis procedure. 2. B. All discussions shall be kept confidential, to the extent possible, confidential during procedural stages of the resolution of a grievance. 3. C. An Employee employee who participates in these grievance procedures shall not be subject to discipline or reprisal because of such participation. 4. Administrators have D. The administration has the responsibility to consider and take action promptly, within the authority delegated to them, on grievances presented to them. 5. E. The failure of an administrator at employee of the Union to act within the time limits will act as a bar to any level further appeal, and an administrator's failure to render give a decision to the Employee and Union within the proper time limits permits shall permit the Employee grievant to proceed to the next stagestep. The time limits, within the limits providedhowever, may be extended by mutual agreement. 6. The failure of F. When 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 employee chooses to be represented by the Union at the Employee's option, if in the grievance proceeds beyond the preliminary stage. If the Employee(s) elects to be representedprocedure by other than a Union designee, the such representative shall may not be a representative an official or employee of any Employee organization other than the UnionAmerican Federation of Teachers. 8G. The teacher (or the representative of teachers in a group grievance) shall be present at any grievance discussion when the administration and/or the Union deems it necessary. When the presence of a teacher at a grievance originates at an administrative level higher than Coordinatorhearing is requested by either party, Division Director, illness or Associate Xxxxother incapacity of the teacher shall be grounds for any necessary extension of grievance procedure time limits. H. In any instance where the Union is not represented in the grievance procedure, the Union shall start will be notified of the disposition of the grievance at the appropriate written stage each formal step of the procedures. No disposition of any grievances shall be in conflict with any of the terms or conditions of this Agreement. Any final disposition of a grievance procedure as designated hereinalleged by the Union to be in conflict with this Agreement shall be grievable by the Union, starting at the Superintendent level. 9. I. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, persons (including witnesses, witnesses entitled to be present present) to attend. A hearing attend and will be held, insofar as possible, after regular school hours 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 attendnon-teaching time of personnel involved. When such hearings and conferences are conducted held during hours in which an Employee school hours, all employees whose presence is required is scheduled to teach, that Employee shall be excused, excused with pay, pay for that purpose. J. By mutual agreement lower steps in the grievance procedure may be by-passed.

Statement of Basic Principles. 1. The Union, on behalf of Employees, ) 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 employee from discussing a problem with the administration and having it adjusted without intervention or representation of Union representatives. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. ) An Employee employee who participates in these grievance procedures shall not be subject subjected 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. 3) The failure of an administrator at employee, or the Union when requested by the grievant, to act on any level grievance within the prescribed time limits will act as a bar to render any further appeal and an administrator's failure to file a decision to the Employee and Union within the proper time limits permits shall permit the Employee grievant to proceed to the next stagestep. The time limits, within the limits providedhowever, may be extended by mutual agreement. 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 4) Any employee has a right to be represented in the grievance procedure. The employee shall be present at any grievance discussion and to at his/her request may be represented by the Union. Illness or other incapacity of the employee shall be grounds for any necessary extension of grievance procedure time limits. 5) In any instance where the Union at the Employee's option, if the is not represented in a formal (Step 3) grievance proceeds beyond the preliminary stage. If the Employee(s) elects to be representedprocedure, the representative Union will be notified of the final disposition of the grievance, which disposition shall not be a representative in conflict with any of any Employee organization other than the terms or conditions of this Agreement. Any final disposition of said grievance alleged by the grievant to be in conflict with this Agreement shall be grievable by 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. 6) Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present present, to attend. A hearing or conference held during attend and will be held, except when written permission is secured from the Superintendent, after regular business work hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attendor during non-work time of personnel involved. When such hearings and conferences are conducted held, at the option of the Superintendent, during hours in which an Employee work hours, all employees whose presence is required is scheduled to teach, that Employee shall be excused, with pay, for that purpose. 7) 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 related work activities of the Union employees.

Statement of Basic Principles. 1. The UnionBoard, administration, and Association shall cooperate in the investigation of any grievance and shall furnish requested information on behalf of Employees, a timely basis. 2. Each party shall have the right to present include such representatives, as it deems necessary to develop facts pertinent to the grievance. 3. Each employee shall have the right to file grievances in accordance with these procedures. 24. All discussions Each employee shall have the right to be represented by the Association or by legal counsel. No employee shall be kept confidential, required to discuss any grievance if the extent possible, during procedural employee’s representative has not been given a reasonable opportunity to be present. 5. Nothing in this article shall be construed as limiting the right of an employee to discuss a problem with his/her supervisor or the administration without Association intervention. The goal of the grievance process is to resolve conflict at the earliest stages of the resolution of a grievanceprocedure. 36. The Board acknowledges the right of Association grievance representatives to participate in any formal step of the grievance process, as the ultimate decision to proceed to arbitration rests with the Association’s Executive Board. When a grievant is not represented in the grievance procedure by the Association, the Association shall receive written notification of the employer’s decision at each formal step of the process. 7. An Employee employee who participates in these the grievance procedures procedure shall not be subject to discipline or reprisal reprisals of any kind because of such participation. 4. Administrators have An administrator shall not discuss an employee’s participation in the responsibility to consider grievance procedure with any other bargaining unit member. No documents, communications and take action promptly, within authority delegated to them, on grievances presented to them. 5. The failure records dealing with the processing 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 shall 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 Unionplaced in an employee’s personnel file. 8. When Hearings, conferences or other proceedings related to the processing of a 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 that will afford a fair and reasonable opportunity for all personsnecessary participants, including witnesses, entitled to be present witnesses to attend. Insofar as possible, such meetings will be held after regular school hours or during non-duty time of the personnel involved. The Superintendent may release an employee during school hours to participate in the grievance process. 9. In no case shall an employee suffer any loss of pay or benefits due to required participation in the grievance process. The Superintendent and Association president shall jointly determine the necessity for releasing an employee during school hours in order to process or investigate a grievance. 10. A hearing grievance may be settled at any step with or conference held during regular business hourswithout establishing prejudice or precedent when mutually agreed by the Association, 9:00 a.m. – 5:00 p.m.the grievant and the employer. 11. A grievance may be withdrawn at any level without establishing precedent. 12. The failure of an employee or the Association to act on any grievance within the prescribed time limits will act as a bar to further appeal. The failure of an administrator or the Board to give a decision within the time limits shall permit the grievant to proceed to the next step. 13. The final resolution of the grievance shall not be inconsistent with the terms of this Agreement. If the Association believes the final resolution of any grievance prior to the final step of the grievance procedure, Monday – Fridayother than by reason of failure to act within the prescribed time limits, is deemed in conflict with the Agreement, the Association shall have the right to afford file a fair grievance. 14. All time limits in this Article shall consist of workdays during the aggrieved employee’s/employees’ contract year unless otherwise noted. If a grievance is submitted less than ten (10) school days before the close of the current school term, time limits shall consist of weekdays. Holidays shall not be included. Time limits for Association grievances shall consist of workdays during the school year and reasonable opportunity to be present and attend. When such hearings and conferences weekdays during the period when ten-month employees 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 purposenot present.

Statement of Basic Principles. 1. a. The Unionwritten claim of a grievance shall state the specific facts giving rise to grievance, on behalf identify the specific clause or clauses of Employees, shall the Agreement which are alleged to have been violated and the right to present grievances in accordance with these proceduresremedy requested. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. b. An Employee 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. c. The failure of an administrator at any level to render a decision to the Employee and Union within the proper time limits permits and procedures specified for the Employee filing and processing of a grievance must be followed. Unless otherwise specifically stated, all days referred to in the grievance procedure are work days. Failure of the grievant or Association to meet any time limit shall bar further processing of the grievance. Failure of the Board or the administration to act in a timely manner shall permit the grievant or the Association to proceed to the next stagestep. The time limits, within the limits providedhowever, may be extended by mutual agreement. 6. The failure d. No grievance shall be processed or entertained unless it is filed within fourteen (14) days of an Employee or the Union to appeal a decision initial event giving rise 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 issuegrievance. 7. The Employee or group of Employees e. Any employee has a right to be present and to be represented by the Union at the Employee's option, if in the grievance proceeds beyond procedure. The employee shall be present at any grievance discussion when 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. 8administration and/or Association deem it necessary. When the presence of an employee at a grievance originates at an administrative level higher than Coordinatorhearing is requested by either party, Division Director, illness or Associate Xxxx, other incapacity of the Union employee shall start the grievance at the appropriate written stage be grounds for any necessary extension of the grievance procedure as designated hereintime limits. 9. f. Any grievance not appealed after denial by the Board or the administration shall bar later filing of the same or substantially same grievance by the same grievant. g. Grievances may not be modified after submission at Step 1 of Section 8.3 without mutual agreement of the parties. h. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present present, to attend. A hearing or conference attend and will be held during insofar as possible after regular business work 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 held, at the option of the administration during hours in which an Employee work hours, all employees whose presence is required is scheduled to teach, that Employee shall be excused, excused with pay, pay for that purpose. i. Any investigation or other handling or processing of a grievance by the grievant or the Association 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 staff. j. All documents, communications and records dealing with the processing of a grievance shall be filed only in files designated for that purpose.

Statement of Basic Principles. 1. The Union, Every employee covered by this Agreement or the Association on behalf of Employees, shall a class(es) 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 shall be construed to prevent any individual employee from discussing a problem with the administration and having it adjusted without intervention or representation of Association representatives. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. An Employee employee who participates in these grievance procedures shall will not be subject subjected 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. 53. The failure of an administrator at employee or the Association to act on any level grievance within the prescribed time limits will act as a bar to render any further appeal and an administrator's failure to give a decision to the Employee and Union within the proper time limits permits will permit the Employee grievant to proceed to the next stagestep. The time limits, within the limits providedhowever, may be extended by mutual agreement. 64. 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 Any employee has a right to be present and to be represented by the Union at the Employee's option, if in the grievance proceeds beyond procedure at Step C-2 and beyond. The employee will be present at any grievance discussion when the preliminary stage. If administration and/or the Employee(s) elects to be represented, the representative shall not be a representative of any Employee organization other than the Union. 8Association deems it necessary. When the presence of an employee at a grievance originates at hearing is requested by either party, illness or other incapacity of an administrative level higher than Coordinator, Division Director, or Associate Xxxxemployee will be grounds for any necessary extension of grievance procedure time limits. 5. In any instance where an employee is not represented in the grievance procedure, the Union shall start the grievance at the appropriate written stage Association will be notified of the grievance procedure as designated hereinfinal disposition of the grievance. Such disposition will not be in conflict with any of the terms or conditions of this Agreement. 96. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present present, to attend. A hearing or conference held during attend and will be held, insofar as possible, after regular business school hours, 9:00 a.m. – 5:00 p.m., Monday – Friday, is deemed to afford a fair and reasonable opportunity to be present and attendor during non-teaching time of personnel involved. When such hearings and conferences are conducted held at the option of the Administration during hours in which an Employee school hours, all employees whose presence is required is scheduled to teach, that Employee shall will be excused, excused with pay, pay for that purpose. 7. It is agreed that any investigation or other handling or processing of any grievance by the grievant or association representatives(s) will be conducted so as to result in no interference with no interruption whatsoever of the instructional program and related work activities of the staff. 8. At any time during the following procedure, the grievant may withdraw his complaint without establishing precedent. Written notice of withdrawal may be requested by either party. 9. A working day will constitute any calendar day except weekends and school holidays. Summer break will not be considered a school holiday.

Statement of Basic Principles. 1. The Union, on behalf of Employees, Every teacher 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 Association representatives. 2. All discussions shall be kept confidential, to the extent possible, during procedural stages of the resolution of a grievance. 3. An Employee A teacher who participates in these grievance procedures shall not be subject subjected 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. 53. The failure of a teacher or the Association to act on any grievance within the prescribed time limits will act as a bar to any further appeal and an administrator at any level administrator's failure to render give a decision to the Employee and Union within the proper time limits permits shall permit the Employee grievant to proceed to the next stagestep. The time limits, within the limits providedhowever, may be extended by mutual agreement in writing signed by both parties. 64. 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 Any teacher has a right to be present and to be represented by the Union at the Employee's option, if in the grievance proceeds beyond procedure. The teacher shall be present at any grievance discussion when the preliminary stageadministration and/or the Association deem it necessary. If When the Employee(s) elects to presence of a teacher at a grievance hearing is requested by either party, illness or other incapacity of the teacher shall be representedgrounds for any necessary extension of grievance procedure time limits. 5. In any instance where the Association is not represented in the grievance procedure, the representative Association may be notified of the final disposition of the grievance which disposition shall not be a representative in conflict with any of any Employee organization other than the Unionterms or conditions of this Agreement. 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. 96. Hearings and conferences held under this procedure shall be conducted at a time and place which shall will afford a fair and reasonable opportunity for all persons, including witnesses, witnesses entitled to be present present, to attend. A hearing or conference held during attend and will be held, insofar as possible, after regular business school hours, 9:00 a.m. – 5:00 p.m.or during non-teaching time of personnel involved. When, Monday – Fridayat the option of the administration, is deemed to afford a fair and reasonable opportunity to be present and attend. When such hearings and conferences are conducted held during hours in which an Employee school hours, all employees whose presence is required is scheduled to teach, that Employee shall be excused, with pay, for that purpose. 7. It is agreed that any investigation or other handling or processing of any grievance by the grieving teacher(s) or Association representatives shall be conducted so as to result in no interference with or interruption whatsoever of the instructional program of the teaching staff. 8. If the grievance procedure is used during a summer vacation period, the term "school days" shall mean the regularly scheduled business days.

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 XxxxAssocxxxx Dean, 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. 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.