Step 1 – Informal Sample Clauses

Step 1 – Informal. The employee shall orally present the grievance to the employee's immediate supervisor within fourteen (14) calendar days from the time the employee becomes aware of the occurrence which gave rise to the grievance. The immediate supervisor shall investigate and provide an appropriate answer within fourteen (14) calendar days following an informal meeting at this Step. There shall be no prohibition against having a grievance representative present.
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Step 1 – Informal. A grievant shall first discuss the grievance with the appropriate immediate supervisor. The date of such discussion and the signature of the grievant and the appropriate supervisor shall be noted on the grievance form (Appendix A). This meeting shall be on an informal basis and shall be within fifteen (15) days following the act or condition which is the basis of the grievance. The supervisor shall respond within ten (10) days after the conclusion of the meeting on the “Disposition” portion of Appendix A.
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Step 1 – Informal. Any employee or Union representative who believes the provisions of this Agreement have been violated may discuss the matter with the employee’s immediate supervisor as designated by the Employer in an effort to avoid a grievance and/or resolve any dispute. While employees are encouraged to utilize the provisions of this subdivision, nothing herein shall be construed as a limitation upon the employee's Union representative respecting the filing of a grievance at Subd. 2 (Step 2) of the grievance procedure.
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Step 1 – Informal. 27 Employees shall first discuss the grievance with their immediate supervisor. If employees so 28 wish, a local Association representative at such discussion may accompany them. All 29 grievances not brought to the immediate supervisor in accordance with the preceding sentence 30 within twenty (20) workdays of the occurrence of the grievance shall be invalid and subject to 31 no further processing. 32
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Step 1 – Informal. The grievant shall first discuss the alleged grievance with the grievant’s immediate supervisor in a scheduled meeting.
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Step 1 – Informal. A bargaining unit faculty member shall first discuss a grievance with his or 20 her department or unit head within 45 days following the date on which the 21 grievant knew, or reasonably should have known, of the act, omission, or 22 condition which is the basis of the grievance.
Sample 1
Step 1 – Informal. 21 The employee shall first discuss the grievance with his/her immediate supervisor or administrator 23 be Step 1 of the Grievance Procedure. If the employee wishes, (s)he may be accompanied by an 24 Association representative at such discussion. All grievances not brought to the immediate 26 occurrence of the grievance, shall be invalid and subject to no further processing.
Sample 1
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Step 1 – Informal a) Any complaint may be lodged in confidence with a Union or management official of their choice or a formal complaint may be lodged directly at Step 2. In either case, the recipient of the complaint shall immediately notify the other party and together they will notify the alleged harasser of the complaint. b) The complaint shall be investigated by the two parties in confidence and an attempt will be made to achieve resolution. c) If a satisfactory resolution is achieved, the process ends here. d) If no satisfactory resolution is achieved, then Step 2 is implemented.
Sample 1
Step 1 – Informal. 11 The employee shall first discuss the grievance with his/her immediate supervisor or administrator
Sample 1

Related to Step 1 – Informal

  • Důvěrné informace V průběhu klinického hodnocení mohou zdravotnické zařízení a hlavní zkoušející získávat nebo vytvářet informace, které jsou důvěrnými informacemi zadavatele nebo jeho přidružené strany.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

  • Budget Information Funding Source Funding Year of Appropriation Budget List Number Amount

  • Requested Information with reasonable promptness, such other data and information relating to the business, operations, affairs, financial condition, assets or properties of the Company or any of its Subsidiaries or relating to the ability of the Company to perform its obligations hereunder and under the Notes as from time to time may be reasonably requested by any such holder of Notes.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • - CLEC INFORMATION 3.1 Except as otherwise required by law, CenturyLink will not provide or establish Interconnection, Unbundled Network Elements, ancillary services and/or resale of Telecommunications Services in accordance with the terms and conditions of this Agreement prior to CLEC's execution of this Agreement. The Parties shall complete CenturyLink's "New Customer Questionnaire," as it applies to CLEC's obtaining of Interconnection, Unbundled Network Elements, ancillary services, and/or resale of Telecommunications Services hereunder. 3.2 Prior to placing any orders for services under this Agreement, the Parties will jointly complete the following sections of CenturyLink's "New Customer Questionnaire:" General Information Billing and Collection (Section 1) Credit Information Billing Information Summary Billing OSS and Network Outage Notification Contact Information System Administration Contact Information Ordering Information for LIS Trunks, Collocation, and Associated Products (if CLEC plans to order these services) Design Layout Request – LIS Trunking and Unbundled Loop (if CLEC plans to order these services) 3.2.1 The remainder of this questionnaire must be completed within two (2) weeks of completing the initial portion of the questionnaire. This questionnaire will be used to: Determine geographical requirements; Identify CLEC identification codes; Determine CenturyLink system requirements to support CLEC's specific activity; Collect credit information; Obtain Billing information; Create summary bills; Establish input and output requirements; Create and distribute CenturyLink and CLEC contact lists; and Identify CLEC hours and holidays. 3.2.2 CLECs that have previously completed a Questionnaire need not fill out a New Customer Questionnaire; however, CLEC will update its New Customer Questionnaire with any changes in the required information that have occurred and communicate those changes to CenturyLink. Before placing an order for a new product, CLEC will need to complete the relevant New Product Questionnaire and amend this Agreement.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.

  • Induction Procedures a) The parties to this Agreement acknowledge that it is in the interests of the industry that all new employees and employers on a building project understand their obligations to this Agreement and are introduced to their jobs in a manner which will help them work safely and efficiently. b) In order to achieve this it is recommended that, in conjunction with the Site Management, Job Xxxxxxx and Safety Supervisor/Safety Committee, new employees and new employers be given an explanation of the following: ⮚ The Rights and Obligations of this Agreement including its disputes/grievance resolution procedures; ⮚ The appropriate issue of work clothing and safety equipment as per this Agreement; ⮚ Safety Rules and Procedures including relevant legislation; ⮚ Superannuation entitlements; ⮚ Long Service Leave provisions; ⮚ Redundancy Pay entitlements; ⮚ Site Emergency procedures; ⮚ Award or Enterprise Agreement rates of pay; ⮚ Site-specific matters such as security, etc. procedures; ⮚ Rights, obligations and benefits of union membership. c) The induction presentation and material shall have regard to the language skills of the employee/employer.

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