STEPS IN THE PROCEDURE. (a) Step 1
(i) Any employee with a problem concerning the application of their working conditions which could give rise to a grievance (step 2) or disagreement shall discuss it with their immediate supervisor to resolve it if possible. A Union representative may be present if the employee so desires, provided the immediate supervisor is advised of this and of the nature of the problem in advance of the discussion. If the problem is not resolved in that informal discussion, or if either party prefers a formal meeting to discuss the problem, a formal meeting shall be requested, in writing (including email), and held consistent with (ii) below. The request in writing may be made by the supervisor, the employee or the employee’s Union representative.
(ii) The employee may be accompanied by one (1) or two (2) Union representatives if they so desire, so that both parties have an equal number of representatives at the meeting. If this meeting between the employee and their immediate supervisor does not succeed in resolving the problem, or if an employee is unable to discuss the matter with their immediate supervisor, the Union may proceed at step 2 of the Grievance and Disagreement Procedure.
(iii) The supervisor shall follow up with the employee, in writing, addressing the problem of the employee, within a maximal delay of fifteen (15) working days from the initial discussion, or from when the formal request for a meeting was submitted. The parties may mutually agree to extend the timelines herein.
(b) Step 2 If the problem or disagreement is not resolved at step 1, or if the supervisor does not follow up with the employee, in writing, within fifteen (15) working days, the Union shall have the right to submit the grievance or disagreement in writing to Employee Relations within thirty (30) working days from when the meeting at step 1 took place. Employee Relations shall render a written decision within fifteen (15) working days of receipt of the grievance or disagreement. In the event that the supervisor is unable or does not hold the meeting within fifteen (15) working days the Union shall have the right to submit the grievance or disagreement in writing to Employee Relations within forty-five
STEPS IN THE PROCEDURE. 14 (a) STEP 1
STEPS IN THE PROCEDURE. (a) STEP 1
4 1. The employee alone or with his/her representative shall 5 explain the grievance verbally to the person designated to 6 respond to employee grievances in his/her department.
7 2. The person designated in Par. 1. shall within three (3) 8 working days verbally inform the employee of his/her 9 decision on the grievance presented.
10 3. If the supervisor’s decision resolves the grievance, the 11 decision shall be reduced to writing on a Grievance 12 Disposition Form within five (5) working days from the 13 date of the verbal decision and a copy of said disposition 14 shall be immediately forwarded to the Director of Labor 15 Relations. 16 (b) STEP 2
17 1. If the grievance is not settled at the first step, the employee 18 alone or with his/her representative shall prepare the 19 grievance in writing on the Grievance Initiation Form and 20 shall present such form to the person designated in Step 1 21 to initial as confirmation of his/her verbal response. The 22 employee alone or with his/her representative shall fill out 23 the Grievance Initiation Form pursuant to Section 5.01 24 (6)(c) 1,2,3,4,5,6,7, of this Agreement.
25 2. The employee or his/her representative after receiving 26 confirmation shall forward the grievance to his/her 27 appointing authority or the person designated by him/her to 28 receive grievances within fifteen (15) working days of the 29 verbal decision. Failure of the person designated or the 30 appointing authority to provide confirmation shall not 31 impede the timeliness of the appeal.
1 3. The person designated in Step 2, paragraph 2, will schedule
STEPS IN THE PROCEDURE. (a) Step 1
5 1. The employee with his/her representative shall explain the 6 grievance verbally to his/her immediate supervisor
8 2. The supervisor designated in paragraph 1 shall within 5 9 working days verbally inform the employee of his/her 10 decision on the grievance presented.
11 3. If the supervisor’s decision resolves the grievance, the 12 decision shall be reduced to writing on a grievance 13 disposition form within 5 (five) working days from the date 14 of the verbal decision and a copy of said disposition shall 15 be immediately forwarded to the Director of Labor 16 Relations.
STEPS IN THE PROCEDURE. 6 (a) STEP 1
7 1. The employee with his/her representative, will explain his 8 grievance verbally to the employee's immediate supervisor 9 designated to respond to employee grievances.
10 2. The employee's immediate supervisor designated to receive 11 grievances, shall within five working days verbally inform the 12 employee of his/her decision on the grievance presented.
STEPS IN THE PROCEDURE. 27 (a) STEP 1
28 1. The employee with his/her representative shall explain the 29 grievance verbally to the Fire Chief or designee designated to 30 respond to employee grievances.
1 2. The individual designated in paragraph 1 shall within 10 working 2 days verbally inform the employee of his/her decision on the 3 grievance presented.
4 3. If the subject matter of a grievance is not under the authority of 5 the Fire Chief, the grievance shall be initiated at STEP 3 of this 6 Procedure.
STEPS IN THE PROCEDURE. 2 (a) STEP 1
3 1. The employee with his/her representative, will explain his
STEPS IN THE PROCEDURE. It is the mutual desire of the Employer and the Union to provide for prompt adjustment of grievances, with a minimal amount of interruption of the work schedules. Every responsible effort shall be made by the Employer and the Union to affect the resolution of grievances at the earliest step possible. Whenever any time limit specified in this Article ends on a Saturday, Sunday, or legal holiday, the end of such time limit shall be extended until the end of the next day which is not a Saturday, Sunday, or legal holiday. In furtherance of his objection, the following procedure shall be followed:
Step 1: Major/Chief Deputy
STEPS IN THE PROCEDURE. To initiate the EEO Complaint Procedure, any employee, job applicant, or person seeking County services who believes he or she has been subject to harassment, discrimination or retaliation based on a protected classification may make a complaint orally or in writing with any of the following:
1. Immediate supervisor;
2. Any supervisor or manager within or outside the department;
3. Department Head;
4. Departmental Equal Rights Officer;
5. Director of Personnel; or
6. County Equal Rights Officer. Complainants are encouraged to report complaints as soon as learning of the issues related to their complaint. Any delays in reporting complaints may impact the department’s ability to fully investigate and respond to the issues presented. Complainants are encouraged to use the County EEO Complaint form to assist in documenting all of the issues in the complaint. The form is located in the County’s Personnel Manual and on- line at xxxx://xxx.xxxxxxxxxx.xxx/personnel/equal-rights/doc/eeo-complaint-form.doc. Complaints should first be addressed at the department level in an effort to resolve the issues presented. The Departmental Equal Rights Officer (or alternate Departmental Equal Rights Officer) will be responsible for evaluating and responding to the complaint. Due to the nature of certain complaints, the Department and the County Equal Rights Officer may assign an alternate Departmental Equal Rights Officer to complete the departmental level review or may forward the matter directly to the County Equal Rights Officer to coordinate the appropriate follow-up. The Department process will typically include the following:
a) Consult with the complainant to reach a complete understanding of the issues presented.
b) Make necessary inquiries in an attempt to resolve the complaint. This may include interviews with other witnesses or subjects as necessary.
c) Seek informal resolution of problems by facilitating open communications between the complainant and any other involved parties. The Departmental Equal Rights Officer will provide a response to the complainant in writing within 60 calendar days of learning of the complaint. If the complaint will require more than 60- calendar days to fully evaluate and respond, the Departmental Equal Rights Officer will notify the complainant of the additional period of time necessary to complete their findings. Complainants may appeal the findings of the Departmental Equal Rights Officer to the County Equal Rights Officer. It is rec...
STEPS IN THE PROCEDURE. (a) STEP 1
27 1. The employee alone or with his/her representative shall 28 explain the grievance verbally to the person designated to 29 respond to employee grievances in his/her department.
1 2. The person designated in Par. 1. shall within three (3) 2 working days verbally inform the employee of his/her 3 decision on the grievance presented.
4 3. If the supervisor’s decision resolves the grievance, the 5 decision shall be reduced to writing on a Grievance 6 Disposition Form within five (5) working days from the 7 date of the verbal decision and a copy of said disposition 8 shall be immediately forwarded to the Director of Labor 9 Relations.
