Steps in Procedure. (a) In the event of any dispute arising as to the interpretation or application of this agreement, or any matter arising in the course of employment, the following procedure will apply. Except where a bona fide health and safety issue is involved, the parties shall ensure the continuation of work and customary work practices.
(b) Where a bona fide health and safety issue exists, an employee shall not work in an unsafe environment but, where appropriate, shall accept reassignment to alternative suitable work/work environment in the meantime.
(c) The objectives of the procedure shall be to promote the resolution of disputes, or matters that may give rise to an industrial dispute, by measures based on consultation, co-operation and discussion; to minimise the level of industrial confrontation, and to avoid interruption to the performance of work and the consequential loss to services and wages.
(d) A party to the dispute may appoint another person, organization or association to accompany or represent them in relation to the dispute.
(e) Depending on the issues involved, a procedure involving up to three stages of discussion shall apply. These are:
(i) Discussions between the employee/s concerned and at the employee’s request their nominated representative, and the immediate supervisors.
(ii) Discussions involving the employee/s and at the employee’s request their nominated representative and the next level of management.
(iii) Discussions involving the employee/s and at the employees request their nominated representative and the management representative.
(f) There shall be an opportunity for any party to raise the issue to a higher stage.
(g) There shall be a commitment by the parties to achieve adherence to this procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute.
(h) Throughout all stages of the procedure all relevant facts shall be clearly identified and recorded.
(i) Sensible time limits shall be allowed for the completion of the various stages of the discussions. Where practicable, each step outlined in (e) shall not exceed 7 working days.
(j) In the event that the preceding steps have failed to resolve the dispute, either party to this Agreement may refer the dispute to the Australian Industrial Relations Commission (AIRC) pursuant to section 709 of the Act for expeditious resolution by mediation and/or conciliation and, where the matter ...
Steps in Procedure. Grievances arising under this Agreement shall be resolved as follows:
Step 1. The Council, or individual grievant, shall prepare a written grievance on a form mutually agreed to between the Employer and the Council and presented to the Sheriff's designee, no later than ten (10) calendar days after the Employee was notified of the decision by the Sheriff’s designee. Within ten (10) calendar days after the grievance has been submitted, the Sheriff’s designee shall meet with the grievant and the Council representative to discuss the grievance and make a good faith attempt to resolve the grievance. The Sheriff’s designee shall respond in writing to the grievant and the Council representative within ten (10) calendar days following the meeting.
Step 2. If the grievance is not settled at Step 1, the grievance may be referred in writing by the Council within ten (10) calendar days after the decision of the Sheriff’s designee to the Sheriff himself. Within ten (10) calendar days after the grievance has been filed with the Sheriff, the Sheriff shall meet with the Council representative and the grievant to discuss the grievance and make a good faith effort to resolve the grievance. The Sheriff shall respond in writing to the grievant and the Council within ten (10) calendar days following that meeting.
Step 3. Only in the case of grievances involving the shared responsibilities of the Employer or the interpretation of contract language or grievances, the settlement of which would involve monies beyond the budgeted funds of the Sheriff and if the grievance is not settled at Step 2, the Council, within ten (10) calendar days after the Sheriff’s written decision at Step 2, may refer the grievance in writing to the Sheriff and the designee(s) of the Chairman of the County Board. Within ten (10) calendar days after such referral, the grievant, the Council representative, the Sheriff and the designee(s) of the Chairman of the County Board shall meet and make a good faith effort to resolve the grievance. The Sheriff and the designee(s) of the Chairman of the County Board shall respond in writing to the grievant and the Council within ten (10) calendar days following that meeting. The Sheriff shall have one vote and the designee(s) of the Chairman of the County Board shall collectively have one vote in resolving such grievances.
Step 4. If the dispute is not settled at Step 2 or Step 3, the matter may be submitted to arbitration by the Council, the County or the Sheriff wit...
Steps in Procedure. Step 1: The grievant alone, or with two (2) Association representatives, shall orally contact his/her immediate supervisor within ten (10) working days after s/he knew or should have known of the cause of such grievance. In the event of a grievance the officer shall perform his/her assigned work task and grieve his/her complaint later. The officer's immediate supervisor shall within five (5) calendar days, orally inform the officer and the Association of his/her decision. Parties presented with an oral grievance or with an oral decision on a grievance shall
Step 2: If the grievance is not settled at Step 1, the grievant, with two (2) Association representatives, may within five (5) calendar days after the oral decision of his/her immediate supervisor, prepare a written grievance to the Police Chief.
Steps in Procedure a. An employee who has a complaint should first try to resolve it through discussion with the employee's immediate supervisor without undue delay, but in no event later than 15 calendar days after the wrong has been committed.
b. If the action taken by his/her supervisor does not satisfy the employee, the employee may take his/her complaint to successive levels of supervision within the applicable department up to and including the City Manager.
Steps in Procedure. Step 1. The employee or the employee’s Union xxxxxxx shall submit a grievance in writing to the immediate supervisor within 10 calendar days after the grievant knew or, through the exercise of reasonable diligence, should have known of the cause of such grievance. The immediate supervisor shall have 10 calendar days in which to meet with the grievant and/or Union representative and respond in writing to the grievance.
Step 2. If the grievance is not resolved at the first step, the Union or grievant shall present the grievance to the next-in-line supervisor within 10 calendar days after receiving the immediate supervisor’s Step 1 response. Such next-in-line supervisor shall meet with the grievant and/or Union representative and respond in writing to the grievance within 10 calendar days.
Step 3. If the matter is not resolved at Step 2, the Union and the grievant shall appeal the written grievance to the appropriate department head and meet with such department head and a representative of the Human Resources Department within 10 calendar days of receiving the Step 2 response. The department head shall respond in writing within 10 calendar days of meeting with the grievant and Union representative.
Step 4. If the grievance is not satisfactorily resolved at Step 3 or no answer is given within the time specified, the Union may advance the grievance to mediation within 14 calendar days of the Step 3 answer or the date on which such answer was due. Mediation shall be requested by written notice to the Employer, in which event the Union and the Director of Human Resources (or designee) shall jointly request the Federal Mediation and Conciliation Service to provide the services of a mediator at a time or times convenient to the parties. More than one grievance may be submitted to the same mediator if the parties mutually agree in writing.
Step 5. If mediation is conducted without success, the Union may advance the grievance(s) to arbitration within 14 calendar days of the last date of mediation. In such event, representatives of the Employer and the Union shall meet to select an arbitrator. If the Union and the Employer are unable to agree on an arbitrator within such 14 calendar day period or such extended time period as the parties may jointly establish, the parties shall jointly request the Federal Mediation and Conciliation Service to submit a panel of arbitrators, and an arbitrator will be determined in accordance with the selection procedure prescribed by th...
Steps in Procedure a) Any employee who feels that there has been a violation or misinterpretation of an article of this Agreement or that he has been treated unfairly under any of its terms must, by personal interview, discuss the matter with his immediate Supervisor. A Union representative may be present if the employee or Company desires, provided the immediate Supervisor is advised of this and of the nature of the problem, in advance of the discussion. This meeting shall take place no later than fourteen (14) working days following the awareness of the issue;
b) Where such discussion fails to satisfy the complaint of the employee, the matter must be submitted in writing to the Supervisor within three (3) working days. The latter shall schedule a meeting no later than fourteen (14) business days with the employee and Union representative to discuss and resolve the issue. HR department shall render a written decision within seven (7) business days from the meeting date;
c) Should the matter still not be resolved to the Union satisfaction, the Union will appeal the decision in writing (with the response from HR in attachment) within seven (7) business days to the Operation Director or delegate, who shall meet with the Union representative to discuss the matter. The Operation Director shall provide a written response within seven (7) business days of the meeting to either uphold or deny the grievance;
d) Should the Operation Director’s response be unsatisfactory to the Union, the matter will be discussed between the General Manager and a District 140 General Chairperson;
e) Should the grievance still be unresolved, the matter may be referred to accelerated arbitration.
Steps in Procedure. Disputes arising under this Agreement shall be resolved as follows:
(a) Step 1 - Coroner If no agreement is reached between the employee and the supervisor, as provided for in Section 13.2 - Dispute Resolution, the Unit Xxxxxxx or Labor Council shall prepare a written grievance on a form mutually agreed to (see, Appendix "B") and presented to the Coroner no later than fourteen (14) calendar days after the employee was notified of the decision by the supervisor. Within seven (7) calendar days after the grievance has been submitted, the Coroner shall meet with the grievant and the Labor Council Representative and the Unit Xxxxxxx to discuss the grievance and make a good faith attempt to resolve the grievance. The Coroner shall respond in writing to the grievant and the Union Representative within seven (7) calendar days following such meeting.
Steps in Procedure. Step 1: The grievant, alone or with a union representative, shall, within ten (10) business days after he/she knew or should have known of the cause of such grievance, and having tried to resolve the grievance orally with his/her supervisor, or Battalion Chief shall prepare a written grievance on forms provided by the City and present the written grievance to the Battalion Chief.
Step 2: If the grievance is not settled at Step 1, the grievant, with one (1) union representative, may, within seven (7) business days after the written Step 1 decision present the grievance to the Fire Chief. The Chief shall meet with the employee and not to exceed two (2) union representatives to discuss the grievance. Said meeting shall occur within fourteen (14) business days of the submission by the employee. The Chief will review and investigate the grievance and inform the aggrieved employee and the union in writing of the decision within ten (10) business days after the meeting with the grievant and the Chief.
Step 3: If the grievance is not settled at Step 2, the grievant, with one (1) union representative, may, within seven (7) business days after the written Step 2 decision, prepare a written appeal on forms supplied by the City and present the appeal to the Human Resources Director. The Human Resources Director shall meet with the employee and not to exceed two (2) union representatives to discuss the grievance appeal. Said meeting shall occur within eight (8) business days of the submission of the appeal by the employee. The Human Resources Director will review and investigate the grievance and inform the aggrieved employee and the Union in writing of the decision within five (5) business days after the meeting with the grievant.
Step 4: If the grievance is not settled in the third step, any grievance which is not covered by Section 62.13 of the Wisconsin Statutes, but rather relates to the interpretation of the contract, shall be submitted to the Human Resources Committee. This appeal shall take place within five (5) business days after receipt of the written decision of the Human Resources Director. The Human Resources Committee shall meet with the employee and not to exceed two (2) union representatives to discuss the grievance at a time and date mutually agreed upon by the parties. The date for the meeting with the Human
Step 5: If the grievance is not settled in the fourth step, the subject matter of the grievance may be appealed to arbitration within five (5) b...
Steps in Procedure. Disputes arising under this Agreement shall be resolved as follows:
Steps in Procedure. Grievances arising under this Article shall be resolved as follows:
