Step 3 – Appeal Sample Clauses

Step 3 – Appeal. If the grievance is not satisfactorily resolved at Step 2, it may be appealed by submitting the grievance to the County Administration with a copy to the Elected Official or Department Head involved within five (5) working days. Following receipt of the appeal, a meeting shall be held between representatives of the Employer and the Union Bargaining Committee. Either party may have non-employee representatives present if desired. If the meeting cannot be scheduled within a ten (10) day period, it shall be scheduled at the mutual convenience of the parties. The Employer will answer the grievance within five (5) days after the meeting.
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Step 3 – Appeal. The Union must appeal the Manager’s decision to the District Manager, Director of Human Relations or the Director of Labor Relations within ten (10) business days of the Manager’s decision or the matter will be deemed resolved at Step 2. The District Manager or his/her designee must render a written response within twenty (20) business days. Should the response fail to bring about a satisfactory settlement, the Union may, if it so desires, refer the matter to Step 4, Arbitration.
Sample 1
Step 3 – Appeal. (1) If no agreement can be reached, The Union shall, within ten (10) working days of the preceding disposition present the grievance in writing to the County Administrator. Upon presentation of filing, the Administrator and the Union shall mutually agree upon a date to meet to consider those grievances, said meeting to be held within ten (10) working days hence.
Sample 1
Step 3 – Appeal. Within five (5) days of written receipt of the decision of the action or within ten (10) days after the formal meeting held at Step 2, whichever is later, the grievant may file an appeal containing the alleged violation, specific article and language violated and remedy sought by the employee in writing to the Superintendent or his/her designee.
Sample 1

Related to Step 3 – Appeal

  • Disciplinary Appeals If an employee desires to appeal a disciplinary action, he/she (or the representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or his/her identified representative within ten (10) calendar days of receipt of the Notice of Appeal for the purpose of determining whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine his/her availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources Director or designee will send a letter to the Public Employment Relations Board (PERB) requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is chosen, the parties will contact the arbitrator to schedule a hearing. During the hearing the formal rules of evidence do not apply. The cost of the list of arbitrators and the arbitrator him/herself, shall be split between the City and the Association unless Association is not financially supporting the appeal by providing representation for the employee. Once the arbitrator issues his/her advisory recommendation he/she will submit it to the City Manager as well as both parties’ representatives. The arbitrator shall provide copies to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, both parties’ representatives may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why. Within thirty five (35) calendar days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue and send his/her final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching his/her decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statement (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator. The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.5.

  • Appeal (1) An appeal against a decision of the Court of First Instance may be brought before the Court of Appeal by any party which has been unsuccessful, in whole or in part, in its submissions, within two months of the date of the notification of the decision.

  • Appeals Process A. The Contractor’s appeal process shall, at a minimum:

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