Common use of Steps of the Grievance Procedure Clause in Contracts

Steps of the Grievance Procedure. 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Officer (or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) within ten (10) working days of receipt of the individual Supervisor’s/Administrator’s decision. ii) The Chief Human Resource Officer (or designee) will review the grievance. The Chief Human Resource Officer (or designee) will rule on the grievance, in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).

Steps of the Grievance Procedure. 1. a. Step One – Immediate Supervisor i) i. Within five (5) working days after the Grievant grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor supervisor and the Chief of Human Resource Officer(or Resources (or designee). ii) . Within five (5) working days after receiving the written “Employee Grievance Form”, ,” the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) . Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Employee’s Grievance Form” to the Grievant, representative and his/her representative, and the Chief of Human Resource Officer Resources (or designee). 2. b. Step Two – Human Resources i) i. If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief of Human Resource Officer Resources (or designee) within ten (10) working days of receipt of the individual Supervisor’s/Administrator’s decision. ii) . The Chief of Human Resource Officer Resources (or designee) will review the grievance. The Chief of Human Resource Officer Resources (or designee) will rule on the grievance, grievance in writing, writing within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) . If the Chief of Human Resource Officer Resources (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three 3 is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).

Steps of the Grievance Procedure. Before filing a grievance, the employee may take the issue or concern to the Staff Advisory Committee for possible resolution. 1. ) Step One – Immediate Supervisor ia) Within five (5) working days after of the Grievant receives a response to time that the required pre-grievance informal resolution processgrievant knew, or reasonably should have known of the grievance, the Grievant grievant or the Union shall state the grievance in writing on the approved “"Employee Grievance Form” and file same with " to the individual Supervisor and the Chief Human Resource Officer(or building principal, administrative designee), or immediate supervisor. iib) Within five (5) working days after receiving the written “"Employee Grievance Form”, ," the individual Supervisor/Administrator principal or immediate supervisor shall hold a meeting with the Grievant grievant and his/her representative. iiic) Within five (5) working days after the meeting, the individual Supervisor/Administrator principal or immediate supervisor shall communicate his/her response in writing on the “"Employee Grievance Form” " to the Grievant, and his/her representative, and the Chief Human Resource Officer (or designee)grievant. 2. ) Step Two – - Human ResourcesResources Department ia) If the grievance is not resolved to the Grievant’s satisfaction at Step One, and within ten (10) working days of receipt of the Grievant principal’s or immediate supervisor’s response, the grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designeeResources department. b) within ten (10) working days of receipt The Director of the individual Supervisor’s/Administrator’s decision. ii) The Chief Human Resource Officer Resources Department (or designee) will review the grievance. The Chief Human Resource Officer (or designee) If the HR Director determines that the grievance is valid, he/she will rule on in favor of the grievance, grievant. The HR Director has 10 working days to make the decision in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iiic) If the Chief Human Resource Officer (or designee) HR Director does not rule in favor of the Grievant or to the Grievant’s satisfactiongrievant, the Director will assign the grievance may be appealed to Step Three or to Step Four if Step Three an Appeals Panel immediately after his decision is waived as provided hereinmade. 3. d) Within twenty (20) working days after receiving the Step Three – Grievance MediationTwo appeal, the panel shall hold a hearing with the grievant and his/her representative. ie) Within ten (10) working days after the hearing, the designated Chief Panel Officer shall present his/her decision in writing on the “Employee Grievance Form” to the grievant. 3) Step Three – Grievance Appeals Panel (GAP) a) The Grievance Appeals Panel will consist of three people – 1 Union representative, 1 District representative and 1 rotating position (positions rotate each meeting) shared between the Chief of Staff or his/her designee (other than the HR Director/Step 2 Decision Maker) and the KCFT & SRP President or his/her designee. The union representative and the district representative shall be identified no later than August 15 of each year and shall serve for one (1) year terms. b) The GAP will meet at a regularly scheduled monthly meetings. (If necessary, the GAP may schedule additional meetings.) c) Grievances submitted the week before the monthly GAP meeting will be heard the following month. d) All grievances assigned to the GAP will be heard within 30 working days, and a written decision issued within twenty (20) working days of the hearing. 4) Step Four – Superintendent Review a) Within twenty (20) days of receiving the grievance decision of the Chief Human Resource Officer (or designee)at Step Three, either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to review at Step Four. iib) If The Superintendent and/or designee may review the grievance is not resolved through grievance mediationdocumentation and written position statements from both parties, and after consultation with the Grievant mayappropriate Union representative, shall issue a response within ten (1011) working days after the conclusion days. The decision shall be final unless it is a grievance in one of the grievance mediation, appeal to Step Four (Hearing Officer).following categories:

Steps of the Grievance Procedure. Step 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives The employee shall submit a response formal written grievance to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iiiDepartment Head or Branch Director within fourteen (14) Within five calendar days of the occurrence of the matter complained of, or within fourteen (514) working calendar days after he/she would have reasonably been expected to know of its occurrence. The Department Head/Branch Director shall meet with the meeting, employee to discuss the individual Supervisor/Administrator grievance and shall communicate give his/her response in writing on the “Employee Grievance Form” written decision to the Grievant, and his/her representative, employee within seven (7) calendar days of receipt of the grievance. Both the employee and the Chief Human Resource Officer (or designee).responding Step 2. Step Two – Human Resources i) If the grievance is not satisfactorily resolved at Step 1, the employee may submit his/her written grievance to the GrievantAssistant Library Director within three working days of the Department Head/Branch Director’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” decision. The Assistant Library Director shall meet with the Chief Human Resource Officer (employee and his/her shop xxxxxxx and Department Head or designee) Branch Director and shall render his/her decision in writing within ten (10) working days of receipt of the individual Supervisor’sgrievance. Copies shall be furnished to the employee, the xxxxxxx and the Department Head/Administrator’s decisionBranch Director. Both the employee and responding manager shall provide a copy of all written grievances, decisions, and responses to the Human Resources Manager. ii) The Chief Human Resource Officer (or designee) will review the grievance. The Chief Human Resource Officer (or designee) will rule on the grievance, in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not satisfactorily resolved through grievance mediationat Step 2, the Grievant mayunion may submit the written grievance to the Director within three working days of receipt of the Assistant Library Director’s decision. The Director shall meet with the employee, a union representative, the Assistant Library Director and the Department Head/Branch Director and shall render his/her decision in writing within ten (10) working days of receipt of the grievance. Copies shall be furnished to the employee, the Assistant Library Director, and the Department Head/Branch Director. Both the employee and responding manager shall provide a copy of all written grievances, decisions, and responses to the Human Resources Manager. Step 4. If the grievance is not satisfactorily resolved at Step 3, the union may submit his/her written grievance to the Library Commission within three working days of the Director’s decision. The Library Commission shall render the final decision in writing within 20 working days of receipt of the grievance or within 10 working days after the conclusion matter has been reviewed. Copies shall be furnished to the employee and to the OPEIU, Local 32 Business Manager. If the Commission’s decision involves a non-contractual grievance, the decision of the Commission shall be final. Both the employee and responding manager shall provide a copy of all written grievances, decisions, and responses to the Human Resources Manager. Step 5. Any unresolved contract grievance mediation(as defined in Paragraph (B)(1), appeal above) except matters involving appointment, promotion or assignment, may be appealed to Step Four (Hearing Officer).arbitration by the union within 10 days after receipt of the Commission’s decision. The arbitrator shall be selected by agreement between the parties from the panel of arbitrators maintained by the Public Employment Relations Commission in accordance with the selection procedures of the Public Employment Relations Commission. The decision or award of the arbitrator shall be final and binding on the Commission, the Union and the grievant or grievants, to the extent permitted by and in accordance with applicable law and this Agreement. The arbitrator may prescribe an appropriate back pay remedy when he/she finds a violation of this Agreement, provided such remedy is permitted by law and is consistent with the terms of this Agreement, except that he/she may not make an award which exceeds the Commission’s authority, or the scope of this Agreement. The arbitrator shall have no authority to prescribe a monetary award as a penalty for a violation of this Agreement. The arbitrator shall not have the power to add to, subtract from, or modify the provisions of this Agreement, and shall confine his/her decision solely to the interpretation and application of this Agreement. He/she shall confine him/herself to the precise

Steps of the Grievance Procedure. Step 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives The employee shall submit a response formal written grievance to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working Department Head or Branch Director within seven calendar days of the occurrence of the matter complained of, or within seven calendar days after he/she would have reasonably been expected to know of its occurrence. The Department Head/Branch Director shall meet with the meeting, employee to discuss the individual Supervisor/Administrator grievance and shall communicate give his/her response in writing on the “Employee Grievance Form” written decision to the Grievant, and his/her representative, and employee within seven calendar days of receipt of the Chief Human Resource Officer (or designee)grievance. Step 2. Step Two – Human Resources i) If the grievance is not satisfactorily resolved at Step 1, the employee may submit his/her written grievance to the Grievant’s satisfaction Assistant Library Director within three working days of the Step 3. If the grievance is not satisfactorily resolved at Step One2, the Grievant union may appeal submit the written grievance to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) Director within ten (10) three working days of receipt of the individual Supervisor’s/AdministratorAssistant Library Director’s decision. ii) . The Chief Human Resource Officer (or designee) will review Director shall meet with the employee, a union representative, the Assistant Library Director and the Department Head/Branch Director and shall render his/her decision in writing within ten working days of receipt of the grievance. The Chief Human Resource Officer (or designee) will rule on Copies shall be furnished to the grievanceemployee, in writingthe Assistant Library Director, within ten (10) working days of and the filing of the individual Supervisor’sDepartment Head/Administrator’s decisionBranch Director. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 34. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not satisfactorily resolved through grievance mediationat Step 3, the Grievant may, union may submit his/her written grievance to the Library Commission within ten (10) three working days of the Director’s decision. The Library Commission shall render the final decision in writing within 20 working days of receipt of the grievance or within 10 working days after the conclusion matter has been reviewed. Copies shall be furnished to the employee, OPEIU, Local 32 Business Manager. If the Commission’s decision involves a non-contractual grievance, the decision of the Commission shall be final. Step 5. Any unresolved contract grievance mediation(as defined in Paragraph (B)(1), appeal above) except matters involving appointment, promotion or assignment, may be appealed to Step Four (Hearing Officer).arbitration by the union within 10 days after receipt of the Commission’s decision. The arbitrator shall be selected by agreement between the parties from the panel of arbitrators maintained by the Public Employment Relations Commission in accordance with the selection procedures of the Public

Steps of the Grievance Procedure. 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant Xxxxxxxx and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Officer (or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) within ten (10) working days of receipt of the individual Supervisor’s/Administrator’s decision. ii) The Chief Human Resource Officer (or designee) will review the grievance. The Chief Human Resource Officer (or designee) will rule on the grievance, in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).

Steps of the Grievance Procedure. The following constitutes the sole and exclusive method for resolving grievances between the parties covered by this Agreement: Step 1 1. Step One – Immediate Supervisor i) Within five (5) working days after The grievant through the Grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the shop xxxxxxx and/or Local Union shall state Representative must file the grievance in writing on the approved “Employee Grievance Form” and file same grievance form with the individual Supervisor and the Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Officer (employee’s Division Director or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) designee within ten (10) working days of receipt when the employee knew of, or could have reasonably been expected to know of the individual Supervisor’s/Administrator’s decision. ii) The Chief Human Resource Officer (or designee) will review the grievancea grievable occurrence, whichever occurred first. The Chief Human Resource Officer (Division Director or designee) will rule on the grievance, in writing, within designee shall then have ten (10) working days to respond in writing to the Shop Xxxxxxx and/or Local Union Representative. Failure to respond shall constitute a denial of the filing grievance and the grievant may proceed to Step 2. 2. Step Two. If the grievance has not been resolved in Step One, the grievant, through the Shop Xxxxxxx and/or Local Union Representative shall, in writing, present the grievance to the Department Head or designee within 10 working days of the individual Supervisor’s/Administrator’s decision. iii) If receipt by the Chief Human Resource Officer (or designee) does not rule in favor Shop Xxxxxxx and/or Local Union Representative of the Grievant written response in Step One, or within 10 working days of the time allotted for the written response if none is issued. Failure of the Shop Xxxxxxx and/or Local Union Representative to act within this time shall constitute an abandonment of the grievance. The Department Head shall have 10 working days to respond in writing to the Grievant’s satisfaction, Shop Xxxxxxx and/or Local Union Representative about the grievance. Failure to respond shall constitute a denial of the grievance and the grievant may be appealed proceed to Step Three or to Step Four if Step Three is waived as provided herein3. 3. Step Three – Grievance Mediation i) Within ten (10) Three. If the grievance has not been resolved in Step Two, the grievant, through the Shop Xxxxxxx and/or Local Union Representative shall, in writing, present the grievance to the Third Step Hearing Officer within 10 working days of receiving the receipt by the Shop Xxxxxxx and/or Local Union Representative of the written response in Step Two, or within 10 working days of the time allotted for the written response if none is issued. Failure of the Shop Xxxxxxx and/or Local Union Representative to act within this time shall constitute an abandonment of the grievance. The Third Step Hearing Officer shall have 10 working days to respond in writing to the Shop Xxxxxxx and/or Local Union Representative or schedule a hearing. The hearing may be waived, or rescheduled, if mutually agreed in writing. The Third Step Hearing Officer shall issue a written decision within 10 working days of the receipt of the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) 20 working days after the conclusion hearing if there is one. Failure to so respond shall constitute a denial of the grievance. 4. Only B-1 grievances may be appealed to arbitration. The union must file the request for arbitration within 10 working days after receipt of the Step 3 decision. Nothing in this Agreement shall be construed as compelling the Union to submit a grievance mediationto arbitration or to represent an employee before the State Department of Personnel. The arbitrator shall be selected from a panel of arbitrators maintained by the Public Employment Relations Commission, appeal in accordance with the Commission’s selection procedures. The decision or award of the arbitrator shall be final and binding on the Employer, the Union and the grievant or grievants to Step Four (Hearing Officer)the extent permitted by and in accordance with applicable law and this Agreement. The arbitrator shall not have the power to add to, subtract from, or modify the provisions of this Agreement and shall confine his/her decision solely to the interpretation and application of this Agreement. The cost of the services of the arbitrator shall be borne equally by both parties. Any other expenses incurred in connection with the arbitration shall be paid by the party incurring same. The cost of the transcript, if any, will be borne by the party requesting it. If both parties request a transcript, the cost will be shared equally. The arbitrator shall hold a hearing at the time and place convenient to the parties as expeditiously as possible.

Steps of the Grievance Procedure. 1. A grievance which challenges a disciplinary suspension or discharge shall be initially filed, in writing, at Step One – Immediate Supervisor i) Within 3 , within five (5) working days after the Grievant receives discipline became grievable. All other grievances shall be filed and processed as provided for below. An employee at any time may present a response grievance to his/her immediate supervisor and have the grievance adjusted, without intervention of the employee's representative, if the adjustment is not inconsistent with the terms of this Agreement and provided that the employee's representative has been given an opportunity to be present at such adjustment. If the issue is unresolved, the employee may contact his/her representative who, on his/her own time, shall reduce the grievance to writing on a form provided by the City and then present it according to the required pre-following procedure and to all the rules for grievance informal resolution processprocessing of Section 3, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or designee)of this Article. ii) Within Step 1. A representative, no later than five (5) working days after receiving following the employee contact, shall present the written “Employee Grievance Form”grievance to the Director, the individual Supervisor/Administrator shall hold a meeting with the Grievant and or his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate designee The Director or his/her response designee shall respond in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Officer (or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) within ten (10) working days of receipt days. Step 2. If the Director's answer in Step 1, denying a grievance, is not satisfactory to the Grievant, the representative of the individual Supervisor’sLodge may within five (5) days thereafter, present it to the Police Chief or his/Administrator’s decisionher designated representative who shall answer it, in writing, on the form, no more than five (5) days later. iiStep 3. If the answer of the Police Chief in Step 2 is not considered satisfactory by the employee, the President of the Lodge or his/her designee may, within five (5) The Chief Human Resource Officer (or designee) will review days thereafter, present it to the grievanceCity's Labor Relations Administrator. The Chief Human Resource Officer (or designee) will rule on Labor Relations Administrator may call a meeting at which any participant who has participated in a previous step may attend. The Labor Relations Administrator shall answer the grievance, in writing, no later than five (5) days after it is presented to him/her. Step 4. If the answer of the Labor Relations Administrator in Step 3 is not considered satisfactory by the employee, the President or his/her designee, within ten seven (107) working days thereafter, shall give the Labor Relations Administrator notice of desire for consideration of the grievance by the Appeal Board. The Appeal Board shall consist of the City Labor Relations Administrator, and not more than one (1) other member of the City Administration Staff, and two (2) representatives of the Lodge. The Appeal Board shall meet within seven (7) days of the filing Lodge's appeal to it or on a mutually agreeable date. Upon receipt of the individual Supervisor’saforementioned request from the Lodge's President or his/Administrator’s decisionher designee, the Labor Relations Administrator shall designate the time, date and location of the meeting, and shall notify the Lodge, in writing, at least two (2) days prior to the meeting. At this meeting the Appeal Board will review the facts as they relate to the interpretation and application of the contract. If the Appeal Board is unable to resolve the issue, the matter shall be advanced to Step 5. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the Step 5. The unresolved grievance may be submitted to arbitration by the Lodge. Arbitration may be invoked by the Lodge by filing a written demand for arbitration with the Federal Mediation and Conciliation Service and the City. Grievances appealed to Step Three arbitration shall be appealed within thirty (30) calendar days of the date of the Appeal Board Hearing, unless a greater period is agreed to by the parties, otherwise they shall not be eligible for further appeal to arbitration. At the hearing, the parties may present arguments and proofs pertaining to the statement of the question, as well as to the merits. The arbitrator shall render his/her decision according to the following: 1. The arbitrator shall answer in writing, within thirty (30) days after the hearing or to Step Four if Step Three is waived as provided hereinafter the submission of any briefs, only the question submitted or the question selected, in accordance with the interpretation and application of this Agreement. 2. The arbitrator shall not add to, subtract from, or modify this Agreement. 3. Step Three – Grievance MediationThe arbitrator is prohibited from rendering any decision which is contrary to public policy. i) Within ten (10) working days of receiving the grievance decision 4. The award of the Chief Human Resource Officer (or designee)arbitrator shall be the award of the Appeal Board, and it shall be final and binding on the City, the Lodge, and any employee covered by this Agreement. 5. Once the question has been submitted to the arbitrator, neither party is permitted to withdraw the case from the arbitrator. 6. The fees and expenses incurred by the arbitrator shall be paid equally by the parties to this Agreement. 7. The arbitrator's decision may be based upon written briefs submitted by the parties, or, if either party may request mediationwishes, per upon such briefs and a hearing at which the guidelines of parties shall have the Federal mediation opportunity to present evidence and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived examine and the process shall immediately go to Step Fourcross-examine witnesses. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).

Steps of the Grievance Procedure. 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or of hHuman Resources Officer (or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief of Human Resource Officer Officers (or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief of Human Resource Resources Officer (or designee) within ten (10) working days of receipt of the individual Supervisor’s/Administrator’s decision. ii) The Chief of Human Resource Resources Officer (or designee) will review the grievance. The Chief of Human Resource Resources Officer (or designee) will rule on the grievance, in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief of Human Resource Resources Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief of Human Resource Resources Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).

Steps of the Grievance Procedure. 1A. Step One: Informal with Immediate Supervisor the grievant shall request a meeting to discuss the grievance with the immediate supervisor with the objective of resolving the matter informally within fifteen (15) days of when the grievant knew or, by reasonable diligence, should have known of the alleged violation being grieved. Step One – Immediate Supervisor i) Within This meeting shall be scheduled by mutual agreement as soon as is practicable but within not more than five (5) working days of the date the meeting was requested unless an extension of time is agreed upon mutually. The supervisor shall respond to the grievance as quickly as reasonable, but not later than ten (10) days after the Grievant receives a grievance is first discussed. The immediate supervisor’s response to shall be in writing. B. Step Two: Chief Human Resources Officer or Superintendent’s Designee. If the required pre-grievance informal resolution processremains unresolved, the Grievant or the Union grievant shall state submit the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and to the Chief Human Resource Officer(or designee).Resources Officer within fifteen (15) days of the receipt of the immediate supervisor’s reply. The written grievance shall include: ii) Within five (5) working days after receiving 1. Clear statement of the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant grievance and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Officer (or designee).related facts; 2. Step Two – Specific identification of the specific portion of the contract allegedly violated; 3. A clear statement of the remedy sought; and 4. A copy of the immediate supervisor’s written reply. The Chief Human Resources i) If the grievance is not resolved Resources Officer or Superintendent’s designee shall respond in writing to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief Human Resource Officer (or designee) grievant within ten (10) ESD working days of the receipt of the individual Supervisor’s/Administrator’s decisiongrievance. iiC. Step Three: Superintendent If the grievance remains unresolved, the grievant shall submit the grievance set forth in Step Two in writing to the Superintendent within fifteen (15) The days of the receipt of the Chief Human Resource Officer (or designee) will Resources Officer’s written decision. The Superintendent shall review the grievance. The Chief Human Resource Officer (or designee) will rule on , arrange for a meeting with the grievancegrievant and representative, in writing, within and give a written answer to the grievant with a copy to the Union no later than ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer)meeting.

Steps of the Grievance Procedure. 1Grievances shall be presented at Step 1 of the grievance procedure within twenty-five (25) regularly scheduled working days of the event or occurrence, or knowledge of such event or occurrence, otherwise the grievance shall not be a justifiable grievance. Step One – Immediate SupervisorThe Local President and Chief Xxxxxxx, as well as the College’s Chief Human Resources Officer (or designee), shall be notified, in writing, of all grievance filings and settlements at any step. ia. Employees who feel they have a grievance shall first discuss the grievance with his representational (campus/location) Within area xxxxxxx. b. The xxxxxxx will then discuss the grievance with the employee's appropriate representational (campus/location) immediate supervisor. c. If the grievance is settled at this step within five (5) regularly scheduled working days and the settlement involves compensation, the Local President and College’s Chief Human Resources Officer (or designee) will be notified, in writing, of the proposed settlement. a. If the grievance is not settled at Step 1, the grievance shall be presented in writing on a standard form, signed by the employee, stating the facts and conditions on which it is based, the date of occurrence, article(s) and section(s) of the contract alleged to have been violated, to the appropriate representational area supervisor and to the College’s Chief Human Resources Officer (or designee) within five (5) regularly scheduled working days after the Grievant receives a response to discussion provided for in Step 1. b. The employee's immediate supervisor shall, within five (5) regularly scheduled working days after receipt of the required pre-grievance informal resolution processgrievance, the Grievant or the Union shall state answer the grievance in writing on with copies to the approved “Employee Grievance Form” and file same with employee, xxxxxxx, the individual Supervisor President of the Local Union and the College’s Chief Human Resource Officer(or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief Human Resource Resources Officer (or designee). 2. Step Two – Human Resources i) a. If the grievance is not resolved settled at Step 2, it may be appealed to the Grievant’s satisfaction at Step OneCampus President or, in the case of the District Office sites, the Grievant may appeal appropriate member of Chancellor’s Cabinet within five (5) regularly scheduled working days after receipt of an answer provided for in Step 2(b). b. The President or the appropriate member of Chancellor’s Cabinet shall, within five (5) regularly scheduled working days after receipt of the appealed grievance, answer the appealed grievance in writing with a copy to Step Two by filing the “Employee Grievance Form” with employee, the xxxxxxx, the President of the Local Union and the College’s Chief Human Resource Resources Officer (or designee) within ten (10) working days ). a. If the grievance has not been settled in Step 3, and if it is to be appealed to the fourth step, a written notice of receipt such appeal must be sent to the office of the individual Supervisor’s/AdministratorCollege’s decision. ii) The Chief Human Resource Resources Officer (or designee) will review the grievance. The Chief Human Resource Officer (or designee) will rule on the grievance, in writing), within ten (10) regularly scheduled working days after receipt of the filing of the individual Supervisor’s/Administrator’s decisionanswer provided for in Step 3(b). iii) If b. The Local President and two other Union representatives, one of whom shall be from the Council, and the College’s Chief Human Resource Officer (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief Human Resource Resources Officer (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three other appropriate Employer's representatives shall be deemed waived and the process shall immediately go meet to Step Four. ii) If consider the grievance is not resolved through grievance mediation, the Grievant may, within ten fifteen (1015) regularly scheduled working days after the conclusion office of the grievance mediation, College’s Chief Human Resources Officer (or designee) receives notice of appeal to Step Four 4. However, the availability of the Council’s representative shall not unreasonably delay the time limits stated in this step. Either the Union or the College may call in all principal parties to the grievance and such other parties as either party may deem necessary. c. The College’s Chief Human Resources Officer (Hearing Officer)or designee) shall give the Local President a written answer to the grievance within fifteen (15) regularly scheduled working days after the date of such meeting.

Steps of the Grievance Procedure. 1. Step One – Immediate Supervisor i) Within five (5) working days after the Grievant receives a response to the required pre-grievance informal resolution process, the Grievant or the Union shall state the grievance in writing on the approved “Employee Grievance Form” and file same with the individual Supervisor and the Chief Human Resource Officer(or of human Resources (or designee). ii) Within five (5) working days after receiving the written “Employee Grievance Form”, the individual Supervisor/Administrator shall hold a meeting with the Grievant and his/her representative. iii) Within five (5) working days after the meeting, the individual Supervisor/Administrator shall communicate his/her response in writing on the “Employee Grievance Form” to the Grievant, and his/her representative, and the Chief of Human Resource Officer Resources (or designee). 2. Step Two – Human Resources i) If the grievance is not resolved to the Grievant’s satisfaction at Step One, the Grievant may appeal to Step Two by filing the “Employee Grievance Form” with the Chief of Human Resource Officer Resources (or designee) within ten (10) working days of receipt of the individual Supervisor’s/Administrator’s decision. ii) The Chief of Human Resource Officer Resources (or designee) will review the grievance. The Chief of Human Resource Officer Resources (or designee) will rule on the grievance, in writing, within ten (10) working days of the filing of the individual Supervisor’s/Administrator’s decision. iii) If the Chief of Human Resource Officer Resources (or designee) does not rule in favor of the Grievant or to the Grievant’s satisfaction, the grievance may be appealed to Step Three or to Step Four if Step Three is waived as provided herein. 3. Step Three – Grievance Mediation i) Within ten (10) working days of receiving the grievance decision of the Chief of Human Resource Officer Resources (or designee), either party may request mediation, per the guidelines of the Federal mediation and Conciliation Services (FMCS). In the event that neither party requests mediation within ten (10) working days, Step Three shall be deemed waived and the process shall immediately go to Step Four. ii) If the grievance is not resolved through grievance mediation, the Grievant may, within ten (10) working days after the conclusion of the grievance mediation, appeal to Step Four (Hearing Officer).