Common use of Steps in the Grievance Procedure Clause in Contracts

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor in writing within seven (7) actual working days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five (5) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five (5) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the department, within five (5) working days following receipt of the answer from the first step or five (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (5) working days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (5) working days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meeting.

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor in writing within seven (7) actual working days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five seven (57) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five seven (57) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five seven (57) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five seven (57) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the department, within five seven (57) working days following receipt of the answer from the first step or five seven (57) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five seven (57) working days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five seven (57) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five seven (57) working days, or if the employee receives no reply to his/her written grievance at the end of the five seven (57) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five seven (57) working days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five seven (57) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meeting. Step 4. If the grievance is not settled at Step 3, either party may request an additional meeting including the parties’ legal counsel in an effort to reach resolution within fifteen (15) working days after receipt of the County Human Resources Director or their nominee’s answer in Step 3 or the use of FMCS or SERB at no cost to either party.

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor in writing within seven ten (710) actual working calendar days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five seven (57) actual working calendar days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five seven (57) actual working calendar days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five seven (57) working days, calendar days unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five seven (57) working calendar days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative second step hearing officer within the department, within five seven (57) working calendar days following receipt of the answer from the first step or five seven (57) working calendar days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five seven (57) working calendar days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer head/designee shall reply to the employee within five seven (57) actual working calendar days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five seven (57) working calendar days, or if the employee receives no reply to his/her written grievance at the end of the five seven (57) working calendar days, his/her grievance may be taken to Step 3 of the grievance procedure within five seven (57) working calendar days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five seven (57) working calendar days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The County Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten fourteen (1014) actual working calendar days from the termination of the meeting.

Steps in the Grievance Procedure. Step 1. The aggrieved employee Step One. In the event the dispute is not resolved in the verbal discussion or group of employees must present informal step, the grievance shall be reduced to hiswriting and signed by the employee and her/her his Union representative and filed with her/his immediate supervisor in writing within seven (7) actual working days of outside the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five (5) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed bargaining unit within five (5) working days after the answer from the informal step. In order to determine if a formal grievance should be reduced to writing, the Union may request documents or other information from the Library. The immediate supervisor or her/his designee shall meet with the employee receives hisand her/her reply or should have received his/her reply. Group grievances, his representative and answer the grievance in this Step, shall be presented in the first instance writing to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated and her/his representative within the department, within five (5) working days following after receipt of the grievance. If the grievance is not satisfactorily resolved or answered within the required five (5) working days, the Union may refer the grievance to the second step of the grievance procedure. If the Union fails to refer the grievance to the second step within five (5) working days after receipt of the answer from rendered in this step, the first step grievance shall be considered resolved or dropped on a non-precedental basis. 2. Step Two. If the grievance is not settled at Step One, the grievance, along with all correspondence, may be referred in writing to the Executive Director of the Library by the Union. The Executive Director or her/his designee shall meet with the employee and her/his Union representative within five (5) working days after receipt of the grievance. The Executive Director and the grievant may each have no more than four (4) representatives at the grievance meeting. Both the grievant and the Library Administration have the right to call such witnesses as are necessary to the investigation of the grievance. The Executive Director will issue an answer within five (5) working days from the date close of the meeting. If the grievance is not settled, the Union may refer the grievance to the Third Step of the grievance procedure. If the grievance is not appealed to the appropriate step within fifteen (15) working days after receipt of the answer should have been received and no answer was filed by rendered at this step, the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and considered resolved or dropped on a fourth copy shall be retained by the employeenon-precedental basis. The department head Union may choose to appeal non-precedent setting grievances or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within suspensions of five (5) working days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken less to Step 3 Three – Mediation. Precedent setting grievances and those of the grievance procedure within suspensions of greater than five (5) working days after the date the reply was or should have been received. more may be appealed to Arbitration in Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources DirectorFour, or his/her nominee, shall hold a meeting with regard by mutual agreement may be taken to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meetingmediation.

Steps in the Grievance Procedure. Step 1The steps in the grievance procedure are as follows: 12.2.1. First Step: Immediate Supervisor A faculty member who has a grievance concerning his or her employment should promptly, and in no event later than fifteen (15) University days after the grievance may reasonably be known to exist, inform his or her immediate supervisor, in writing, and then meet with the appropriate supervisor to discuss the grievance. On grievances related to payroll items, the grievance must be presented within thirty (30) University days after the payday concerned. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor in writing within seven (7) actual working days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold then set a meeting place and time within the next two (2) University days, for an oral presentation of the grievance. If the aggrieved faculty member wishes, the appropriate Faculty Association representative may assist the faculty member in the oral presentation. During the oral presentation, the grievant will present the First Step paperwork (Appendix F) documenting the alleged violation of the Agreement. If the aggrieved faculty member does not receive a satisfactory resolution of the grievance within two (2) University days after the oral presentation, the grievance may be submitted to the Xxxxxxx for a written decision (Second Step), provided the submission is made within five (5) actual working days after the grievance is presented to him/her in writingUniversity days. 12.2.2. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination Second Step: Xxxxxxx Review Upon receipt of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five (5) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Stepgrievance, the procedure defined in Step 2 Xxxxxxx shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the departmentset, within five (5) working days following receipt of the answer from the first University days, a place and time for a second-step or five (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisorgrievance hearing. The distribution by the employee of the copies of the written grievance Such hearing shall be as follows: one scheduled to occur within ten (110) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (5) working University days of receipt of the written grievance. The Union aggrieved faculty member may request that a representative from a neutral division or department serve as have the hearing officer. Management will determine assistance of Faculty Association representatives at the neutral division or departmenthearing. The hearing officer Xxxxxxx will provide a written decision within twenty (20) University days. Whether or not Faculty Association representatives assist at the grievance hearing, the Faculty Association shall reply to the employee within five (5) actual working days from the termination receive a copy of the meetingwritten decision. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (5) working days after the date the reply was or should have been received. Step 3. If a grievance aggrieved faculty member is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for satisfied with the resolution of the grievance. The Union shall forward , the faculty member may, within ten (10) University days after the written decision is received, submit the grievance to Human Resources for the Third Step. 12.2.3. Third Step: Review Conference The Review Conference will be scheduled for the purpose of restating the Faculty Association's and copies the University's positions and working toward a mutually acceptable solution of the reply thereto, if anygrievance. The County Human Resources Director, or his/her nominee, Such conference shall hold a meeting with regard be scheduled to the grievance occur within five ten (510) working University days following receipt of Notification from the faculty member. Faculty Association participants in this conference shall be limited to the aggrieved faculty member, a Faculty Association representative, and a representative of the MEA-NEA. University participants in this conference shall include at least one University person other than the University representative who answered the grievance at a previous step. If the aggrieved faculty member is not satisfied with the resolution of the grievance, the faculty member may, within ten (10) University days after the written decision is received, submit the grievance to the Chair of the Internal Grievance Review Board for the Fourth Step, Internal Grievance Review Board. 12.2.4. Fourth Step: Arbitration 12.2.4.1. If after the Third Step of the grievance procedure, the grievance is still unsettled, and if it involves a controversy concerning compliance with the express terms of this Agreement, the Faculty Association may, within ten (10) University days after receipt of the written answer from the Fourth Step, request arbitration by giving notice, in writing, to the Human Resources Office. If no such notice is given within ten (10) University days, the grievance shall be deemed settled and not subject to arbitration. 12.2.4.2. The grievance meeting arbitration proceeding shall include no more than four be conducted by an arbitrator to be selected by the University and the Faculty Association within ten (410) representatives University days after notice has been given. If the parties fail to select an arbitrator, the American Arbitration Association shall be requested by either or both parties to provide a panel of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Managementfive arbitrators. Both the employee University and the County Management representatives Association shall have the right to have available such witnesses as are necessary strike two names from the panel. The University shall strike the first name; the Association shall then strike one name. The process will be repeated and the remaining person shall be the arbitrator. 12.2.4.3. The jurisdictional authority of the arbitrator is defined and limited to the determination of any grievance which involves a controversy concerning compliance with any provision of this Agreement and is submitted to the arbitrator consistent with the provisions of this Agreement. 12.2.4.4. In making his or her decision, the arbitrator cannot modify, detract from, or alter the provisions of the contract, and shall be bound by the principles of law relating to the interpretation of contracts followed by the Michigan courts. The arbitrator is specifically prohibited by this Agreement from hearing any grievance involving the discharge of probationary and temporary faculty members or hearing any grievance concerning the decision not to reappoint, retain a faculty member on a supplemental assignment, or the School Promotion Committee decision to promote or not to promote. 12.2.4.5. The decision of the arbitrator shall be final and binding on the parties, and the arbitrator shall be requested to issue his or her reasoned decision within thirty (30) days after the conclusion of testimony and argument. 12.2.4.6. Expenses for the explanation arbitrator's services and investigation the proceedings shall be borne equally by the University and the Association. However, a reasonable number of faculty members who are called to testify during an arbitration hearing during their assigned working hours shall do so without loss of time or pay. In the grievanceevent that either party desires a transcript, the cost shall be borne by the party making the request. 12.2.4.7. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination Expedited arbitration may be utilized by mutual agreement of the meetingboth parties.

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the grievance to his/her immediate supervisor Manager of Nursing or designee in writing writing, in person or electronically within seven ten (710) actual working calendar days of when the occurrence grievant knew or should have known of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or delegate, staff representative representative, or Member Resource Center Representative in attendance at the meeting if heshe/she he so requests. The manager and/or immediate supervisor Manager of Nursing or designee shall hold a meeting reply to the grievant within five seven (57) actual working calendar days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting, in person or electronically. If an employee does not agree with the response or does not receive a reply to his/her written or electronic grievance within five seven (57) working calendar days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five seven (57) working calendar days after the employee receives his/her reply or should have received his/her reply. Group Class action grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the groupManager of Nursing or designee. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative second step hearing officer within the department, within five seven (57) working calendar days following receipt of the answer from the first step or five seven (57) working calendar days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the electronic or written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department headHuman Resources Manager, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head Human Resources Manager or his/her designee will investigate, make inquiries, and hold a hearing on the grievance and provide a written reply within five seven (57) working calendar days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meetingaggrieved employee. Step 3. If the employee does not receive a satisfactory reply to his/her written grievance within five seven (57) working calendar days, or if the employee receives no reply to his/her electronic or written grievance at the end of the five seven (57) working calendar days, his/her grievance may be taken to Step 3 of the grievance procedure within five seven (57) working calendar days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, Director or his/her nominee, shall hold a meeting with regard to the grievance within five fourteen (514) working calendar days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee grievant (example staff representative and/or xxxxxxx delegate and/or employeegrievant and/or Member Resource Center Representative), and no more than four (4) representatives of County Management. Both the employee grievant and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee grievant in writing within ten fourteen (1014) actual working calendar days from the termination of the meeting.

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the grievance to his/her the immediate supervisor in writing writing, on the official AFSCME grievance form, within seven (7) actual working calendar days of the occurrence of the act or acts about which there is a complaint. The grievance shall contain the aggrieved employee(s) name and signature; the date and with whom Step 2. An employee or group of employees whose grievance has not been answered or has been answered, but not settled at Step 1 of this procedure may refer the right grievance to have a xxxxxxx and/or staff representative in attendance at the meeting if heDivision Administrator or his/she so requestsher designee, within seven (7) calendar days following receipt of the answer from the first step. The manager and/or immediate supervisor Division Administrator or his/her designee shall hold a meeting within five (5) actual working days after with regard to the grievance is presented to himwithin seven (7) calendar days of receipt of the grievance. The Division Administrator or his/her in writing. The manager/supervisor designee shall reply to the employee within five seven (57) actual working calendar days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five seven (57) working calendar days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed within five (5) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the department, within five (5) working days following receipt of the answer from the first step or five (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (5) working days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (5) working days after the date the reply was or should have been receivedprocedure. Step 3. If a grievance is has not been answered or has been answered but not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Agency Director or his/her nomineedesignee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, Agency Director or his/her nomineedesignee, shall hold a meeting with regard to the grievance within five seven (57) working calendar days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, Agency Director or his/her nominee, designee shall reply to the employee in writing within ten fourteen (1014) actual working calendar days from the termination of the meeting.. If an employee does not agree with the response or does not receive a reply to his/her written grievance within

Steps in the Grievance Procedure. The following steps shall be followed in processing grievances. At any step of the grievance procedure, the Employer may request additional information from the Union in writing, in regards to the reasons the Union felt the grievance was unsatisfactorily resolved at the prior step. 6.3.1. Step 11 - Supervisor. Step 1 provides an opportunity for discussion and remedy of the grievance at the lowest possible level. The aggrieved employee grievant employee(s), with or group of employees must without the Union Xxxxxxx, shall present the grievance within ten (10) working days of its alleged occurrence, or when the employee(s) first knew (or should have known) of its occurrence, to his/her immediate supervisor in writing within seven (7) actual working days of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right who shall attempt to have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five (5) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 of the grievance procedure. A Step 2 grievance must be filed resolve it within five (5) working days after the employee receives his/her reply receipt of this grievance. Oral warnings shall not be grieved beyond this step. 6.3.2. Step 2 - Division or should have received his/her replyMid-Level Supervisor. Group grievances, in this Step, All grievances of disciplinary action at a written warning level or higher shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. filed initially at Step 2. An employee or group Or, if the Union is not satisfied with the solution of employees whose grievance has not been answered under the immediate supervisor at Step 1 of this procedure or has been answeredregarding other grievance topics, but not settled under Step 1 of this procedure may refer the grievant and the Union Xxxxxxx shall submit the grievance to the department head or the designated representative in written form within the department, within five ten (5) working days following receipt of the answer from the first step or five (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (510) working days of the supervisor's response, to the Division or Mid-Level Supervisor or designee. The statement must include: a) A statement of the grievance and relevant facts. b) Specific provision(s) of the Agreement alleged to have been violated. c) Remedy sought. 6.3.2.1. Where there is not a Division or Mid-Level supervisor the grievance shall instead be filed at Step 3 with the Union supplying the written grievance statement information requested in Step 2. 6.3.2.2. The Division or Mid-Level Supervisor or designee shall schedule a meeting with the parties within ten (10) working days after receipt of the grievance and shall attempt to resolve the grievance. The Union may request that Division or Mid-Level Supervisor or designee shall provide a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply written response to the employee Union Staff Representative, with a copy to the Xxxxxxx and the grievant within five ten (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (510) working days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meeting.

Steps in the Grievance Procedure. Step 1. The aggrieved employee or group of employees must present the One a. A teacher with a grievance to will first discuss it with his/her immediate supervisor in writing within seven (7) actual working days principal or other administrator individually or with a member of the occurrence of the act or acts about which there is a complaint. The aggrieved employee has the right to have a xxxxxxx and/or staff representative in attendance at the meeting Association grievance committee if he/she so requestswishes, with the objective of resolving the matter. A second administrator may also be in attendance. b. In the event the matter is not resolved, the grievance, stated in writing, may be formally submitted to the principal or other administrator within thirty (30) calendar days following the act or conditions which are the basis of the grievance. The manager and/or immediate supervisor principal or other administrator shall hold a meeting hearing with the parties in interest within five (5) actual days after receipt of the written grievance. c. Within ten (10) working days after of the hearing, the principal or other administrator shall communicate his/her decision, in writing, to the aggrieved teacher who submitted the grievance. Step Two a. If the aggrieved teacher is not satisfied with the disposition of the grievance is presented to himat Step One, he/her she may file the grievance, in writing. The manager/supervisor shall reply to , with the employee superintendent within five (5) actual days of receipt of the decision rendered by the principal or other administrator. The appeal shall set forth specifically the act or conditions and the grounds on which the grievance is based, a copy of the decision of Step One, and the grounds for regarding the decision as incorrect. b. Appeals to the superintendent shall be heard by the superintendent within ten (10) working days from the termination of the meetingreceipt of the appeal. If an employee does not agree with The participants in this conference shall be those who participated in Step One. Written notice of the response or does not receive a reply to time and place of hearing shall be given five (5) days prior thereto the participants. Within ten (10) working days of hearing the appeal, the superintendent of schools shall communicate his/her written decision to the aggrieved teacher and all other parties officially present at the hearing. This shall include supporting reasons for that decision. a. If the aggrieved person is not satisfied with the disposition of the grievance at Step Two, he/she may, within five (5) working days, unless request in writing that the time limits are mutually waived, Association submit his/her grievance may to an umpire panel. This shall be taken to Step 2 done within fifteen (15) working days after receipt of the grievance procedurerequest. b. The umpire panel shall be made up of one member of the Association designated by the Association, one member of the school administration selected by the Board and one impartial umpire. The impartial umpire will be mutually agreed upon by the other members of the panel. In the event the parties are unable to agree upon an umpire, an umpire shall be selected by submitting a written request to the American Association of Arbitrators asking for a list of five (5) mediators. The mediators shall be selected by striking names alternately from the list until one name remains, with the initial elimination awarded to the party who has not requested mediation. The impartial umpire shall serve as chairman of the umpire panel. c. The umpire panel will have authority to hold hearings and make procedural rules. All hearings held by the umpire panel shall be in closed sessions and no news releases shall be made concerning progress of the hearings. Unilateral communication outside of the hearings concerning the issues, either by the Association of any of its members to Board members or by Board members to Association members, is expressly prohibited. d. A Step 2 grievance must report of the umpire panel shall be filed within submitted in writing to the Association and the administration only. Within five (5) working days after receiving the report of the umpire panel, the Association and administration will meet to discuss the report. No more than three (3) persons representing the Association and three (3) members representing the administration shall attend such meetings. e. The Association and the administration shall take action on the report of the umpire panel not later than ten (10) working days after the receipt of the report. f. The costs and expenses of the umpire panel, including per diem expenses, if any, plus actual and necessary travel and subsistence expenses, shall be shared equally by the District and the Association. a. Within five (5) working days after the employee receives his/her reply or should have received his/her replyaction of the Association and the administration at Step Three, an appeal from the action may be made to the Board of Education. Group grievancesThis appeal shall be in writing and shall be accompanied by a copy of the appeal at Step Two and Step Three, a copy of the decisions at Step Two and Step Three and the reasons for regarding the decision as incorrect. b. No later than at the next meeting of the Board of Education after receipt of the appeal, provided that the Board shall receive such an appeal at least three (3) working days before such meeting, the Board shall hold a hearing on the grievance. Participants in this Step, hearing shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined those who participated in Step 2 Two and Step Three. The participants shall be used. Step 2. An employee or group notified of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the department, within hearing at least five (5) working days following receipt in advance of said hearing. All hearings shall be in closed sessions and no news releases shall be made concerning progress of the answer from the first step or five hearings. c. Within twenty (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of the copies of the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (5) working days of receipt of the grievance. The Union may request that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (520) working days after the date hearing on the reply was or should have been received. Step 3. If a grievance is not settled at Step 2appeal, files relating the Board shall communicate its decision, in writing, to the grievance principal or other administrator, the superintendent, the Association and to the aggrieved teacher. Public releases shall be forwarded to made only upon agreement by the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee Board and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meetingAssociation.

Steps in the Grievance Procedure. (a) Step 1. 1 The aggrieved employee or group of employees must present griever will first seek to settle the grievance to his/her dispute with the Employee's immediate supervisor in writing Supervisor on an informal basis within seven ten (710) actual working days following the date of the occurrence of giving rise to the act or acts about which there is a complaintgrievance. The aggrieved employee has the right to Supervisor shall have a xxxxxxx and/or staff representative in attendance at the meeting if he/she so requests. The manager and/or immediate supervisor shall hold a meeting within five (5) actual working days after the grievance is presented to him/her in writing. The manager/supervisor shall reply to the employee within five (5) actual working days from the termination of the meeting. If an employee does not agree with the response or does not receive a reply to his/her written grievance within five (5) working days, unless days in which to respond to the time limits are mutually waived, his/her grievance may be taken to grievance. (b) Step 2 of the grievance procedure. A Step 2 grievance must be filed 2 (i) Failing satisfactory settlement and within five (5) working days after the employee receives his/her reply or should have received his/her reply. Group grievances, response in this Step, shall Step 1 from the Supervisor the grievance may be presented in submitted by the first instance Union to the lowest ranking supervisor common to all employees appropriate Department Head or his delegate in writing with particulars of the group. If a group grievance is not satisfactorily settled in this Step, and the procedure defined in Step 2 shall be usedredress sought. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer (ii) The appropriate Department Head shall review the grievance to and shall provide the department head or Union and the designated representative griever with a written decision together with the reasons therefore within the department, within five ten (510) working days following receipt from the day that the grievance was initiated. (c) Step 3 If the decision of the answer from appropriate Department Head does not settle the first step or grievance, the Union must within five (5) working days from the date day that the answer should have been decision was received and no answer was filed by the manager/ supervisor. The distribution by Union, appeal the employee decision in writing to the Chief Administrative Officer and such appeal shall specify all the details of the copies grievance, the Article or Articles of this Agreement upon which the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisor, one (1) copy to the department head, one (1) copy to the employee representativeis based, and a fourth copy the remedy requested. (d) Step 4 The Chief Administrative Officer, or his designate, shall be retained by the employee. The department head or his/her designee will investigate, make inquiries, and hold a hearing on the grievance within five (5) working days of receipt of the grievance. The Union may request day that a representative from a neutral division or department serve as the hearing officer. Management will determine the neutral division or department. The hearing officer shall reply to the employee within five (5) actual working days from the termination of the meeting. If the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (5) working days after the date the reply was or should have been received. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward Chief Administrative Officer received the grievance and copies of a written decision on the reply thereto, if any. The County Human Resources Director, or his/her nominee, grievance together with the reasons therefore shall hold a meeting with regard be given to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing Union within ten (10) actual working days of the hearing. (e) Step 5 If the decision of the Chief Administrative Officer, or his designate, does not settle the grievance; the Union must within ten (10) working days from the termination of day the meetingdecision was received refer the grievance to an arbitration board as hereinafter set out.

Steps in the Grievance Procedure. Step 1. The aggrieved An employee or group of employees must present shall discuss the grievance to Grievance with his/her immediate supervisor in writing as soon as possible after the occurrence of the event giving rise to the Grievance. (Should the Grievance arise out of a bid for another internal position, the employee shall have met the first step requirements if he/she discusses his/her concerns with either the hiring Coordinator or Supervisor, or the Human Resources Department.) If the employee, after discussing the Grievance with his/her immediate supervisor, still believes a violation exists he/she shall submit a written Grievance within seven ten (710) actual working days of the occurrence or knowledge of the occurrence of the act or acts about which there is a complaintevent causing the Grievance. The aggrieved employee has Grievance form shall be in duplicate with one copy going to the right to have a xxxxxxx and/or staff representative in attendance at supervisor and the meeting if he/she so requestsother staying with the Grievant. The manager and/or immediate written Grievance must be delivered to the supervisor shall hold a meeting within the above time limit. The supervisor must respond in writing to the Grievance within five (5) actual working days after receipt of the grievance written grievance. 2. If the Grievance is presented to him/her not resolved at Step 1, the employee may submit the Grievance in writing. The manager/supervisor shall reply writing to the employee Program Director, within five (5) actual working days after receipt of the response from the termination of the meetingSupervisor. If an employee does not agree The Program Director shall meet with the response or does not receive a reply to Grievant and his/her written representative in an effort to settle the grievance within five (5) working days, unless the time limits are mutually waived, his/her grievance may be taken to Step 2 days of receipt of the grievance procedureGrievance. A Step 2 grievance must be filed The Program Director shall respond in writing within five (5) working days after this meeting. 3. If the Grievance is not resolved at Step 2, the employee receives may submit the Grievance, in writing, to the Chief Human Resources Officer, or his/her reply or should have received his/her reply. Group grievances, in this Step, shall be presented in the first instance to the lowest ranking supervisor common to all employees in the group. If a group grievance is not satisfactorily settled in this Step, the procedure defined in Step 2 shall be used. Step 2. An employee or group of employees whose grievance has not been answered under Step 1 of this procedure or has been answered, but not settled under Step 1 of this procedure may refer the grievance to the department head or the designated representative within the departmentdesignee, within five (5) working days following after receipt of the answer response from the first step Program Director. The Chief Human Resources Officer, or his/her designee, shall meet with the Grievant and his/her representatives in an effort to settle the Grievance within five (5) working days from the date the answer should have been received and no answer was filed by the manager/ supervisor. The distribution by the employee of receipt of the copies Grievance. Within five (5) days of this meeting, the written grievance shall be as follows: one (1) copy to the manager and/or immediate supervisorChief Human Resources Officer, one (1) copy to the department head, one (1) copy to the employee representative, and a fourth copy shall be retained by the employee. The department head or his/her designee will investigatedesignee, make inquiriesshall respond, and hold a hearing on in writing, with his/her disposition of the grievance Grievance. 4. If the Grievance is not resolved at Step 3, the employee may submit the Grievance, in writing, to the Human Resources Committee of the Community Mental Health Authority within five (5) working days of receipt of the grievanceChief Human Resources Officer's response. A copy shall be submitted to the Chief Human Resources Officer. The Union may request that a representative from a neutral division or department serve as Human Resources Committee, at its next regularly scheduled meeting, shall meet with the hearing officerGrievant and his/her representatives in an effort to resolve the Grievance. Management will determine the neutral division or department. The hearing officer shall reply to the employee within Within five (5) actual working days of this meeting the Human Resources Committee shall respond, in writing, with their disposition of the Grievance. 5. If the Grievance is not satisfactorily resolved at Step 4 and the Union wishes to carry the matter further, it shall, within thirty (30) calendar days from the termination date of the meeting. If response in Step 4, file a Demand for Arbitration with the employee does not receive a satisfactory reply to his/her written grievance within five (5) working days, or if the employee receives no reply to his/her written grievance at the end of the five (5) working days, his/her grievance may be taken to Step 3 of the grievance procedure within five (5) working days after the date the reply was or should have been receivedEmployer. Step 3. If a grievance is not settled at Step 2, files relating to the grievance shall be forwarded to the County Human Resources Director or his/her nominee, for the resolution of the grievance. The Union shall forward the grievance and copies of the reply thereto, if any. The County Human Resources Director, or his/her nominee, shall hold a meeting with regard to the grievance within five (5) working days following receipt of the grievance. The grievance meeting shall include no more than four (4) representatives of the employee (example staff representative and/or xxxxxxx and/or employee), and no more than four (4) representatives of County Management. Both the employee and the County Management representatives shall have the right to have available such witnesses as are necessary for the explanation and investigation of the grievance. The Human Resources Director, or his/her nominee, shall reply to the employee in writing within ten (10) actual working days from the termination of the meeting.