Step 2—Formal Grievance Sample Clauses

Step 2—Formal Grievance. If the grievance is not satisfactorily resolved at Step 1 of the formal process (above), then the grievant may request that the grievance be advanced to Step 2 of the grievance procedure by presenting a Formal grievance in writing to the General Manger. Any request to advance to step 2 must be made no later than fourteen (14) calendar days after the Department Manager’s written reply at Step 1. If no written reply is given, the request to advance to Step 2 must be made within fourteen (14) calendar days after the timeline for providing a response to Step 1 has expired. The General Manager or designee shall meet with the grievant, the Department Manager, Human Resources Manager, and at the employee’s request the designated representative, to discuss the facts no later than fourteen (14) calendar days after the receipt of the grievance at their level. The General Manager or designee shall respond to the grievant in writing within fourteen (14) calendar days after the meeting.
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Step 2—Formal Grievance. If the grievance is not satisfactorily resolved at Step 1 of the formal process (above), then not later than fourteen (14) calendar days after the Department Manager’s written reply it may be presented in writing to the General Manager. The General Manager shall meet with the grievant, the Department Manager, Human Resources Manager, and at the employee’s request the designated representative, to discuss the facts no later than fourteen (14) calendar days after the receipt of the grievance at his/her level. The General Manager shall respond to the grievant in writing within fourteen (14) calendar days after the meeting.
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Step 2—Formal Grievance. Should the Occasional Teacher be dissatisfied with the answer received at Step 1, or should the Principal or appropriate Superintendent of Education fail to submit the answer within the time stipulated, the Bargaining Unit, through a recognized officer, may submit a formal grievance in writing to the Superintendent of Education – People and Culture or designate stating the facts on which the grievance is based, a notation of the sections of the Agreement claimed to have been violated, and the remedy requested. It shall be submitted no later than five (5) school days following receipt of the answer at Step 1 and, in any event, no later than thirty (30) school days following the date on which the facts giving rise to the grievance arose. The Superintendent of Education – People and Culture or designate shall arrange, within five (5) school days following receipt of the grievance, a meeting to take place as soon as practical at a mutually convenient time. The meeting shall be attended by the Superintendent of Education – People and Culture or designate, and any other administrative staff representatives the Superintendent of Education – People and Culture or designate may choose to be present, together with the President of the Bargaining Unit or designate, and at least one other Bargaining Unit representative. A grievance shall be filed and advanced in accordance with this Article, sections L9.06, L9.07 or L9.08, whichever is applicable. A grievor who is the subject of an Individual Grievance may attend at the request of either party. The Superintendent of Education – People and Culture or designate shall answer the grievance in writing and submit such answer to the President of the Bargaining Unit or designate in accordance with this Article, but in any event no later than ten (10) school days from the date of the meeting.
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Step 2—Formal Grievance. If the grievance is not settled to the satisfaction of the employee at Step 1, the matter may be referred to the Local Union where it shall be reduced to writing and formalized as a grievance. Thereafter, the Union shall have carriage of the formal grievance. The formal grievance shall be submitted to the Director of Human Resources within five (5) days after the employee receives the decision from Step 1, or where Step 1 was not invoked, within five (5) days of its occurrence, or within five (5) days from the date on which the employee(s) could reasonably become aware of the circumstances giving rise to the grievance. The grievance shall contain all related information on the grievance and shall contain the names of all employees affected by it. The Director of Human Resources shall deal with the grievance and provide his answer including the reasons for his decision, in writing, to the Union within five (5) days, following receipt of the grievance.
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Step 2—Formal Grievance a. If a grievance is not resolved informally at Step 1, the grievance must be submitted in writing to FP’s Chief Financial Officer within twenty
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Step 2—Formal Grievance. Failing resolution of the complaint, a formal grievance may be submitted by the Society to the PowerON Supervisor, or their designate, within twenty (20) days after the circumstances giving rise to the grievance. The PowerON Supervisor or their designate will meet with the Union, and if applicable, the employee involved to discuss and attempt to resolve the issue. The PowerON Supervisor or their designate will render a decision within ten (10) following the day on which the written grievance was presented to them. A grievance is defined as any dispute between PowerON and the Society arising from the application, administration, interpretation or alleged violation of the Collective Agreement, or unreasonable exercise of Management discretion in the administration and application of the collective agreement Grievances related to Policy, Discipline, Discharge, Discrimination, Harassment or Management grievances are excluded from the Complaint stage of Article 12 and will be filed directly at step 2. Group complaints will normally be considered at the Complaint Step if the employees report to a single supervisor.
Sample 1
Step 2—Formal Grievance. Any employee may file as a formal grievance, any grievance arising out of the interpretation of the terms of this Agreement with the Manager. Said grievance must be made within twenty (20) business days of the occurrence giving rise to the grievance or it will be deemed waived. The employee and Union representative will meet with the Manager within ten (10) business days of receipt of the grievance. The Manager must render a response within five (S) business days of that meeting. Should the response fail to bring about a satisfactory settlement, the matter may be referred to Step 3.
Sample 1
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Step 2—Formal Grievance. Any worker or any official of the Union may notify the Court Human Resources Director 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 filed within 28 calendar days from the date of the worker's knowledge of an alleged grievance. Any grievances involving demotion, suspension, non-punitive discipline or dismissal must be filed within 14 calendar days after receipt of written notification of such disciplinary action. The Court Human Resources Director or his/her designated representative shall have 28 calendar days 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.
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Related to Step 2—Formal Grievance

  • Formal Grievance Step 1 6

  • Formal Grievance - Step 2 A. If the grievant is not satisfied with the decision rendered pursuant to Step 1, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the second level of appeal. If the department head or designee is the first level of appeal, the grievant may bypass Step 2.

  • Formal Grievance - Step 1 A. If an informal grievance is not resolved to the satisfaction of the grievant, a formal grievance may be filed no later than:

  • Formal Grievance - Step 3 A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the third level of appeal. If the department head or designee is the second level of appeal, the grievant may bypass Step 3.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • Year-End Grievance In the event a grievance is filed at such time that it cannot be processed through all steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or within a maximum of 30 days thereafter. Reduction of the time limit shall be with mutual consent.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

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