STEP V. If the employee is dissatisfied with the decision of the City Manager, they may appeal, in writing, to the Grievance Committee. An employee appeal must be submitted on the approved form within five days of their receipt of the decision of the City Manager.
STEP V. Upon satisfactory completion of one year’s service at Step IV as evidenced by a performance evaluation with an overall rating of “Good Work” or above, the straight time rate of pay shall be as shown on the pay schedule.
STEP V. Submit the grievance to arbitration as provided in Section 23 of this Agreement within thirty (30) days of the expiration of the twenty-five (25) day period of Step IV (b).
STEP V. 1 . In the event the Forum is not satisfied with the disposition of the grievance at Step III, they may, within twenty (20) days of receipt of the disposition, submit to arbitration by serving a written request for arbitration to the Chief Human Resources Officer, with a copy to the College President. Alternatively, in the event that Step IV (mediation) was elected, the Faculty Forum may, within twenty (20) days of receipt of the notice of termination of mediation, submit to arbitration by serving a written request for arbitration to the Chief Human Resources Officer, with a copy to the College President. In matters involving contract language interpretation, the College may submit such matters to arbitration by serving a written request for arbitration to the Faculty Forum Presi- dent within fifteen (15) days of meeting with the Forum and failing to come to an agreement.
STEP V. If the Union is not satisfied with the disposition of the grievance at the preceding level, or if no disposition has been made within the period above, provided, the grievance, only at the option of the Union, shall be submitted before an impartial arbitrator. The Union shall exercise the right to arbitration by giving the Superintendent or designee written notice. If the parties cannot agree as to the arbitrator within five (5) calendar days from the notification date, that arbitration shall be pursued. The arbitrator shall be selected by the Federal Mediation and Conciliation Service (FMCS), in accordance with its rules, which rules shall likewise govern the arbitration proceeding. The District and the Union shall not be permitted to assert in any such arbitration proceeding any ground or to rely on any evidence not previously disclosed to the other party. The decision of the arbitrator shall be final and binding upon both parties. The arbitrator shall have no authority to amend, change, alter, or otherwise modify the Labor Agreement between the parties. Likewise, the arbitrator shall have no authority to substitute his/her judgment for that of one of the parties where the Labor Agreement expressly grants discretionary authority to one of the parties. Should the arbitrator find a judgment was made by one of the parties in an arbitrary, capricious, or illegally discriminatory manner, the arbitrator has the authority to order the party to reconsider its judgment to correct the abuse of discretion so found. All costs incurred in the arbitration process shall be paid by the losing party. If partial relief is specified for one or both parties, the arbitrator shall make an award allocating cost.
STEP V. If the Step Four answer is not satisfactory, and the grievance does not concern clinical issues, the parties may call in a mediator to attempt to resolve the dispute. The mediator shall have no authority to bind the parties to any settlement or to add to, subtract from, modify, change or alter any of the provisions of this Agreement. A party desiring mediation at this stage must make its request to the other party within seven (7) days of the step IV response. The party receiving a request to mediate must respond to such request within seven (7) calendar days of its receipt or the request shall be deemed rejected.
STEP V. If the grievance remains unresolved at the conclusion of Step IV, or if the grievance is not mediated, it may be submitted to arbitration by either party, provided written notice of the intent to proceed to arbitration is delivered to the Employer or the Union within ten
STEP V. Where the decision of the Company is to discharge for just cause, the employee shall first be notified in writing with a Step V Letter of Discipline stating that he is "suspended pending discharge". The Step V Letter shall include the specific charge or charges precipitating the action.
STEP V. Demand for Arbitration within ten (10) workdays of receipt of response or non- 30 response. 31 Workday is defined as a day that the District Administration offices are open for business. 33 Section 21.2.1. STEP I. Informal Meeting with Supervisor. 34 The employee shall first discuss the grievance with his immediate supervisor. If the employee 35 wishes, he may be accompanied by an Association representative at such discussion. All 36 grievances not brought to the immediate supervisor in accordance with the preceding sentence 37 within twenty (20) workdays of the occurrence of the grievance shall be invalid and subject to 38 no further processing. 39 40 Section 21.2.2. STEP II. Submit in Writing to Immediate Supervisor. 41 If the grievance is not resolved to the employee's satisfaction within the twenty (20) workdays 42 in accordance with the preceding subsection, the employee shall reduce to writing a statement 43 of the grievance containing the following: 44
STEP V. If the Union is not satisfied with the University's decision at Step IV or if no Step IV decision is received, the Union may refer the matter to arbitration.
