Step 2. Employee Relations Sample Clauses

Step 2. Employee Relations. Any employee or any official of the Union may notify Employee Relations in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Notification must be received within twenty- eight (28) calendar days from the date of the employee's knowledge of an alleged grievance. Any grievances involving demotion, suspension, non-punitive discipline, reduction in step or dismissal must be received within fourteen (14) calendar days after receipt of written notification of such disciplinary action. The Employee Relations Director or his/her designated representative, shall have twenty (20) workdays in which to investigate the merits of the complaint, to meet with the complainant and, if the complainant is not the Union, to meet also with the officials of the Union, and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
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Step 2. Employee Relations. Any employee or official of PDA may notify Employee Relations in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the remedy desired. Such notification must be received within twenty-eight calendar days from the date of the employee's knowledge of an alleged grievance. Any grievance involving demotion, suspension or dismissal must be received within fourteen calendar days of the above specified action. Employee Relations or a designated representative who in the case of a grievance alleging discrimination shall be the EEO Coordinator shall have twenty workdays to investigate the merits of the complaint, to meet with the complainant, and, if the complainant is not PDA, to meet also with the officials of PDA and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
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Step 2. Employee Relations. Any nurse or any CNA official may notify Employee Relations in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be received within fourteen (14) calendar days from the date of the nurse's or CNA's knowledge of an alleged grievance. Any grievance involving demotion, suspension or dismissal must be received within fourteen
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Related to Step 2. Employee Relations

  • EMPLOYEE RELATIONS Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • ACTIONS BY EMPLOYEE RELATIONS BOARD If any action(s) by the Employee Relations Board prior to the expiration of this MOU result in any significant changes to the composition of this representational unit, the parties to this MOU will meet as soon as possible thereafter to consider any revisions or amendments thereto that may be required.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer.

  • Employee Relations Committee ‌ The parties agree to an Employee Relations Committee (E.R.C.) to address issues of concern to both employees and the Employer. The meetings will be held as needed at the request of either party at the store or at an otherwise mutually agreed location. The Union Representative and up to two (2) bargaining unit employees or their designates. Subjects addressed may include health and safety, housekeeping and maintenance. Issues that arise between meetings may be presented in writing to management or the Union. The Employer will reply in writing or determine that an additional

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Employee Requests To reduce the impact of a layoff, an employee may request a voluntary layoff, leave without pay, a reduction in compensation, reduction in hours of work, or movement to a funded, vacant exempt position for which the employee is qualified. If it is necessary to limit the number of employees who are on unpaid leave at the same time, the President, reporting Vice President, or designee, in consultation with the Associate Vice President for Human Resource Services and/or designee, will determine who will be granted a leave without pay and/or reduction in hours based upon business and staffing needs. The decision regarding whether to move an employee to a vacant exempt position is discretionary with the College.

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during any extension, the right to respond is lost.

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