Step Two - Formal Grievance. A. Within ten (10) days from the receipt of the verbal decision from the supervisor, the employee, if they wish to appeal the decision shall submit a formal written grievance to their supervisor. The grievance shall be submitted on forms provided by the City's Personnel Office and in conformance with the procedure stated thereon. Failure to complete this procedure will bar further consideration of the grievance.
Step Two - Formal Grievance. When a bargaining unit member is not satisfied with that officer’s informal response or lack of response to their grievance at Step One of the grievance procedure, the grievant may submit his grievance in writing to the next level in the chain of command within ten (10) calendar days from the receipt of the informal response. The written grievance shall be submitted to this level on the grievance form agreed upon by the parties (see Appendix) after the grievant has received a response to his informal Step One grievance. The responsible party receiving the written grievance form shall date stamp or initial the form on the date of its receipt. Within ten (10) calendar days of their receipt of the written grievance the responsible party shall affix their written response to the form, date and sign their response, and submit to the grievant and their Union Representative a written response to the grievance. This response shall be given to the grievant in person.
Step Two - Formal Grievance. The grievance shall be submitted in writing to the immediate supervisor, with a copy to the Union representative, within TWENTY (20) days following the act or condition on which the grievance is based, except that grievances concerning discipline shall be filed within TEN (10) days. The immediate supervisor shall within ten (10) days of receipt of the grievance meet with the grievant(s) and the Union to hear the grievance. The immediate supervisor shall within ten (10) working days of the meeting with the grievant(s) and the Union present his/her decision in writing to the grievant(s) with a copy to the Union representative. A formal grievance must be presented in writing on the grievance form (attached as Appendix C and incorporated herein) and should state the date submitted, the date of the alleged violation, who is affected, the nature of the grievance, what sections of the contract have allegedly been violated and the relief sought. Any grievance presented in writing by the grievant(s) or the Union shall be answered in writing.
Step Two - Formal Grievance. If the grievance has not been settled, it shall be presented in writing by the Union Chief Xxxxxxx to the Town Supervisor within seven work days after the Superintendent's response is due. The Town Supervisor shall respond to the Union xxxxxxx in writing within three working days.
Step Two - Formal Grievance. If the grievance cannot be resolved through Step One, the Union may file a formal complaint on behalf of an aggrieved employee(s). The grievance must be submitted, in writing, to the Superintendent of Highways within twenty-one calendar days from knowledge of the occurrence, or when the Union should have had knowledge. The grievance must specify the nature of the grievance, including a statement of facts, times and dates. Within seven calendar days after receiving the grievance, the Superintendent of Highways shall meet with the aggrieved employee(s) and the designated representative of the Union. Within seven calendar days after the meeting, the Superintendent of Highways shall issue a written response to the grievance, which shall be given to the employee, Xxxxxxx, and Business Agent.
Step Two - Formal Grievance. If the grievant(s) is not satisfied with the response provided pursuant to subsection (a) above, within five (5) working days after receiving the response, the grievant(s) may submit a formal, written grievance to the County Manager. When the Association is not the grievant, the County shall immediately furnish a copy of the grievance to the Association. Within ten (10) working days from the date the County Manager receives the written grievance, the County Manager or his/her designee will hold a meeting to review and discuss the grievance. If the employee desires a representative to be present at this meeting, the County Manager or his/her designee shall make a reasonable effort to schedule the meeting at a time and place, consistent with the timelines contained herein, to permit the employee’s representative to be present. Within ten (10) working days following completion of this meeting, the County Manager or his/her designee will give a written response to the grievant(s)(with a copy to the Association when applicable). Following receipt of the response, if the grievance is not timely advanced to Arbitration pursuant to Article 10, it shall be considered settled on the basis of the decision last made by the County Manager, but such settlement shall not constitute a precedent in any other case.
Step Two - Formal Grievance. If the informal discussion does not resolve the issue and the applicant/client indicates that they wish to raise a formal grievance, they should put the grievance in writing. • The grievance should be summarised in the words of the applicant or client or read back to them and agreed as an accurate outline of their grievance within 5 working days. • The grievance must be logged onto Medical Detection Dogs’ database Step Three: Investigation The grievance investigation is confidential. It will be undertaken by the Investigating Manager, who would be the Client and Partnership Co-ordinator or the Assistance Dog Programme Manager. The Investigating Manager will study the facts surrounding the case, taking fact-based witness statements where required, within 15 working days of the action being logged. • A date for a meeting should be arranged, at a time and location that is suitable to all parties, as soon as is reasonably possible and in any event within 15 working days of the grievance being logged. • If the applicant/client wishes, they may bring along a third party for support, such as a family member or friend, not acting in a legal capacity. • If the applicant/client refuses to come to the meeting, then the grievance will be closed. No appeal is possible in this situation, as the meeting is a basic requirement to resolve the issue Step Four: Grievance Meeting A meeting should be arranged between the applicant/client and the individual whom the grievance is against. The Investigating Manager will act as facilitator, to discuss and try to resolve the grievance. The applicant/client will be asked and supported to state their case. If appropriate, an action plan will be discussed by the Investigating Manager and a timescale will be arranged for a review.
Step Two - Formal Grievance. In the event that a resolution of the grievance, satisfactory to the Union and the Employer, does not result at Step One, an attempt to resolve the grievance shall be made between the Employee, the Union Business Agent and General Manager. The parties will attempt to resolve the grievance within five (5) days from receipt of the written response in Step One. Following receipt of the grievance the General Manager shall have five (5) days to respond in writing, and such response shall include the reasons for his decision. Any meeting between the parties at this step must involve the employee, the Business Agent, and the General Manager, or his designate, other than a member of management who has previously been involved in an attempt to resolve the grievance. Failing a satisfactory resolution in Step Two within five (5) days of the date the grievance was received by the General Manager, either party may advance the grievance to arbitration in accordance with the provisions of this agreement or the Ontario Labour Relations Act.
Step Two - Formal Grievance. 1. If the grievant is dissatisfied with the immediate supervisor’s response, pursuant to Step One of this procedure, the grievant may file a formal grievance with the Fire Chief. The formal grievance shall be in writing and must be filed within fourteen (14) calendar days of the grievant’s receipt of his/her immediate supervisor’s decision pursuant to Step One. The formal grievance shall include the following:
Step Two - Formal Grievance. If the matter cannot be resolved at Step One, a Union Officer or Shop Xxxxxxx may file a formal complaint on behalf of an aggrieved employee(s) with the Director of Physical Plant, Senior Associate Athletic Director, or the Director of Food Service, as appropriate. The grievance shall specify the nature of the grievance, including the section of the Collective Bargaining Agreement that was allegedly violated, a statement of facts, times and dates, and the remedy sought. The grievance must be submitted, in writing, to the Director of Physical Plant, Senior Associate Athletic Director, or the Director of Food Service, as the case might be, within ten business days from the Step One meeting. Within ten business days after receiving the grievance, the Director of Physical Plant, Senior Associate Athletic Director, or the Director of Food Service, as the case might be, will meet with the Marist College Chapter Chairperson, or designee. Within ten business days after the meeting, the Director of Physical Plant, Senior Associate Athletic Director, or Director of Food Service, as the case might be, will issue a written response to the grievance, which will be given to the Marist College Chapter Chairperson.
