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.
Sample 1Sample 2Sample 3See All (11)
AutoNDA by SimpleDocs
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.
Sample 1Sample 2Sample 3See All (8)
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.
Sample 1Sample 2See All (5)
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
Sample 1Sample 2
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.
Sample 1Sample 2
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.
Sample 1
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
AutoNDA by SimpleDocs
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

Related to Step 2—Formal Grievance

  • Formal Grievance Step 1 6

  • 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.

  • 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. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • 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.

  • Individual Grievance Subject to clause 19.5 and as provided in section 208 of the PSLRA, an employee is entitled to present a grievance in the manner prescribed in clause 19.10 if the employee feels aggrieved (a) by the interpretation or application in respect of the employee, of (i) a provision of a statute or regulation, or a by-law, direction or other instrument made or issued by the Council, dealing with terms and conditions of employment; or (ii) a provision of a collective agreement or an arbitral award; or (b) as a result of any other occurrence or matter affecting the employee’s terms and conditions of employment.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

  • Class Grievance Class grievance involving one or more Members of the Bargaining Unit or one or more supervisors, and grievances involving an administrator above the building level may be initially filed by the Association.

  • Statement of Grievance The grievance shall contain a statement of: 1. Specific situation, act or acts complained of as violation of this Agreement, or written rules, regulations or policies; 2. The damage suffered by the employee; and 3. The relief sought.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!