Steps of the Grievance Process Sample Clauses

Steps of the Grievance Process. 7.4.1 Informal- Within twenty (20) days of the time when the grievant could reasonably be expected to know of the act or omission which gave rise to the grievance, the aggrieved shall meet with the Principal/Designee either directly or through the Federation’s designated representative as appropriate, with the objective of resolving the matter. 7.4.2 Level One Principal/Designee - If the grievant is not satisfied with the disposition of his/her grievance at the Informal Level, the aggrieved, within ten (10) days, shall submit a formal written statement of grievance to the Principal/Designee. The statement shall include: 7.4.2.1 The name of the grievant. 7.4.2.2 The date of the alleged violation. 7.4.2.3 The provision or provisions of the CBA alleged to have been violated, including supporting data. 7.4.2.4 The results of the informal conference 7.4.2.5 The specific remedy proposed by the grievant. The supervisor shall communicate a decision to the grievant in writing within ten
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Steps of the Grievance Process. (1) Step 1. Grievances are to be presented in writing to the employee's immediate Supervisor within twenty-one (21) days after the event which gave rise to the grievance, or within twenty-one (21) days after the date the employee reasonably should have known of the event. The written grievance must clearly apprise the Supervisor of the fact that a grievance is being presented. Upon receipt of a grievance, the Supervisor will forward a copy to the Department Head and Head Labor Relations. Normally, within ten (10) days after receipt of the grievance, the Department Head or his/her designee will meet with the grievant and their representative, if any, and render a written decision within twenty-one (21) days of management’s receipt of the grievance. The Local Union will be entitled to have the same number of representatives present as management at the Step 1 grievance meeting. The grievant shall not count for purposes of calculating number of representatives present.
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Steps of the Grievance Process. 1) Step 1. An Employee, who may be accompanied by the appropriate Union representative, will present the grievance informally to the immediate supervisor. The Union representative is entitled to participate in the meeting and may present the grievance for the Employee. The supervisor or management official will make whatever investigation necessary and render an oral decision within ten (10) working days after receipt of the grievance. The Union and the Employer anticipates that most Employee grievances will be settled at this Step; however, if the grievant is not satisfied with the decision, the five (5) working day time limit to submit the initial grievance in writing begins and the grievance may proceed to Step 2.
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Steps of the Grievance Process. Whenever a grievance arises, an employee may present said grievance to his command officer and have the grievance adjusted, without intervention of the employee’s representative, if the adjustment is not inconsistent with the terms of this agreement, provided that the employee’s representative has been given the opportunity to be present at such adjustment. The employee shall suffer no loss of pay for the time spent with his command officer to discuss the grievance. If the issue is unresolved, the employee, on his own time, may contact his representative, who, on his own time, shall reduce the grievance processing provided for in this article. Failure to comply with all of the requirements as set forth in the following grievance procedure or with the rules for grievance processing shall be a basis for the denial of a grievance. Step 1. If unresolved verbally, an employee or their Union representative shall present a written grievance to the grievant’s immediate supervisor. The immediate supervisor, no more than fifteen (15) days later, shall write their answer on the form and return same to the employee(s) and their representative.
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Steps of the Grievance Process. Grievances shall be processed as follows: Step 1 The technical employee must present the Grievance Form in person and in writing to their Director or authorized management designee not later than ten (10) days after the date of the event giving rise to the grievance. If the technical employee could not have known of such event at the time it occurs, then such grievance must be presented within ten (10) days from the date it reasonably should have been known. The grievance shall specifically refer to the provision(s) of the Agreement alleged to have been violated and shall set forth the known facts in support of the alleged violation, the relief sought, and shall be on a grievance form mutually agreed upon by the parties. The Director and a Human Resources representative or other appropriate member of management or their designees shall meet with the aggrieved technical employee and a Staff Council Representative within seven (7) days of receipt of said grievance. Such meeting may be waived by mutual consent. The Director or designee shall answer the grievance in writing within seven (7) days after such meeting or, where no meeting is held, within seven (7) days after receipt of such grievance. If the Director or designee is able to resolve the grievance, a signed confirmation shall be executed thereby closing the matter. Failure of the Director or designee to timely respond to the grievance shall automatically advance the grievance to Step 2.
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Steps of the Grievance Process. An xxxxxxx and sincere effort shall be made by all parties to cooperate in the prompt resolution of a grievance in an amicable manner. The time limits set forth below may be extended when mutually agreed upon in writing between the City and the grievant. If the employee, or the employee's representative or the Association, fails to proceed with the grievance within any of the time limits specified herein, the grievance shall be considered settled on the basis of the last decision rendered. If a supervisor does not proceed within the time limits or does not seek an extension of time, the grievance may proceed to the next Step of the process. This is the sole and exclusive method for resolving grievances. Grievance Steps: A grievant must file a grievance at Step 1 (unless the parties mutually agree to having the grievance filed at a higher step), and if not satisfied with the results at Step 1, may utilize Steps 2 and 3 as set forth below: Step 1 – Oral Presentation of a Grievance The grievant (the employee, their representative or the Association) shall orally present the grievance to the immediate supervisor (if filed by the Association the immediate supervisor can be any supervisor who supervises an employee impacted by the grievance) within fourteen (14) calendar days (unless the parties mutually agree to extend the time limit) following the event or events upon which the grievance is based If the employee chose to be represented, upon notification to the immediate supervisor, the employee may be assisted by a representative in presenting the grievance. The immediate supervisor shall make whatever investigation is deemed necessary and may arrange a meeting with the employee, their representative, or if filed by the Association, an Association representative, to discuss the grievance and, if possible, resolve it. The supervisor shall provide a decision to the employee within fourteen (14) calendar days (unless the parties mutually agree to extend the time limit) following the oral presentation of the grievance. If the grievant is not satisfied with the decision of the immediate supervisor at Step 1, appeal to step 2 can be made.
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Steps of the Grievance Process. The City and the Union have the right to mutually agree to expand any of the timeframes set forth in any of the steps of this Grievance process.
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Related to Steps of the Grievance Process

  • Steps of the Grievance Procedure All grievances shall be processed in accordance with the following procedure. Grievances over final counseling or dismissal will begin at Step Two. For all other grievances, the parties may agree to waive Step One. For grievances filed directly at Step Two, the grievant will have thirty (30) calendar days from the occurrence of the situation, condition or action that caused the grievant to file. Within thirty (30) calendar days of the occurrence of a situation, condition, or action that caused the grievance, the employee(s) affected and/or the xxxxxxx or Union representative shall present the grievance to the employee’s immediate supervisor for resolution. The Human Resources Consultant may also attend, if desired by the University. Presentation of the grievance shall include a short written description of the subject of the grievance and the contract Articles allegedly violated. If the grievance is directed against the employee’s immediate supervisor, the grievance may be presented to the next higher level of supervision. In the event the employee’s immediate supervisor does not have authority to resolve the grievance, the grievance will be presented at the level having authority to act as determined by the Employer. The Employer will respond within five (5) calendar days of the meeting. In the event an employee files a grievance outside the department in which the employee is employed and the grievance cannot be resolved at Step One, the grievance will be processed at Step Two by the level of management as designated by the University in the department which has been named in the grievance. If a satisfactory settlement is not reached in Step One, and the employee wishes to pursue the matter further, said grievance shall be put into writing on the agreed upon grievance form and referred to the department head or designee or to the next appropriate level of management and the Office of Labor Relations within fifteen (15) calendar days after the decision from Step One. The date of alleged occurrence of the grievance shall be specified. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days following the date of written submittal. At this step, the Union agrees to cite all known sections of the Agreement and/or written policy or practice allegedly violated and to provide a copy to the Human Resources Office and Office of Labor Relations. The grievant may be represented by a xxxxxxx and a union staff representative. The University will be represented by the appropriate management official(s) or designee(s), a representative from the Office of Labor Relations, and a Human Resources Consultant, if desired by the University. The University will respond in writing within ten (10) calendar days.

  • of the Grievance Procedure If the grievance is still unresolved after it has been considered at the Appeal Step (Fourth) of the Grievance Procedure, it may be referred to the Classification Review Committee who shall consider the matter. Thereafter, if the grievance is still unresolved, it may be referred to the Arbitrator who shall be empowered to determine the proper classification and/or rate for the new job as provided herein.

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • Steps in the Grievance Procedure (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) An Employee who has a grievance shall first discuss the matter with their immediate supervisor and attempt to resolve the grievance at this stage. In the event that it is not resolved satisfactorily to the Employee, it may be advanced in accordance with the following steps. (b) Step 2 (Director of the Department, or Designate) If: (i) an individual grievance, within fifteen (15) days of the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievance; or (ii) a group grievance, within fifteen (15) days of the date any of the aggrieved Parties became aware of the event or reasonably should have become aware of the event leading to the grievance; the grievance shall be submitted, in writing, stating the Article claimed to have been violated, the nature of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting shall be held prior to providing a written reply. If the grievance is not settled at this stage, it may be advanced to Step 3. (c) Step 3 (Vice President, or Designate) Within ten (10) days of the reply from the Director of the Department or Designate or for a dismissal grievance, within fifteen (15) days of the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievance, the Employee shall submit the grievance in writing to the appropriate Human Resources Department. The Vice President or Designate shall hold a meeting and render a written decision within ten (10) days of receipt of the grievance. The Employee shall be entitled to have a Union Xxxxxxx and/or Union Representative present during the meeting. If the grievance is not settled at this stage, the Union may decide to proceed to Arbitration. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

  • CENTRAL GRIEVANCE PROCESS The following process pertains exclusively to grievances on central matters that have been referred to the central process. In accordance with the School Boards Collective Bargaining Act central matters may also be grieved locally, in which case local grievance processes will apply.

  • Grievance Processing Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no xxxxxxx need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.

  • Grievance Procedure Steps Step 1: (a) Any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the Union first learned or may reasonably have been expected to have learned of its cause unless the parties agree in writing to extend the fourteen (14) day period. The employee, if he or she so desires, may be accompanied and represented by the employee's stew- ard or a Union representative. The Union also may initiate a grievance at Step 1 within 14 days of the date the Union first became aware of (or rea- sonably should have become aware of) the facts giving rise to the griev- ance. In such case the participation of an individual grievant is not re- quired. A Step 1 Union grievance may involve a complaint affecting more than one employee in the office. Whenever the facts giving rise to a grievance relate to an incident/issue occurring or arising on a specific date and in- volve more than one employee in the office, a Step 1 or Step 2 grievance may only be initiated by the Union as a Union grievance on behalf of all involved employees within a specific work location in an installation as provided in Article 17.2A or as defined by local practice. Should any grievances concerning the same incident/issue be filed at Step 1 by indi- vidual employees, the Union will consolidate all such grievances and se- lect a representative grievance which may be appealed to Step 2. Should multiple grievances concerning the same incident/issue be improperly filed/initiated at Step 1 by the Union, management shall notify the Union, and if so notified, the Union shall consolidate all such grievances and select a representative grievance which may be heard at Step 1.

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • COMPLAINT AND GRIEVANCE PROCEDURE 9.01 Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated or whenever an employee who has completed the required probationary period and has been accepted by the Employer for employment in the permanent service, claims that he/she has been disciplined or discharged without reasonable cause, such difference, allegation or claim being hereinafter referred to as the grievance, the grievance procedure set forth below shall apply. 9.02 The Association shall name, appoint or otherwise select a Grievance Committee of no more than three (3) who shall be members of the Association and shall have reached at least the rank of First Class Fire Fighter and other advisors as deemed necessary at the expense of the Association. The Employer shall recognize and deal with the Grievance committee with respect to any matter or dispute which properly arises from a breach of the Collective Agreement from time to time during its term. This committee shall suffer no loss as a result of their attendance at such grievance meetings, hearings, etc. 9.03 No grievance will be considered where the circumstances giving rise to it occurred or originated more than ten (10) full working days before the submission of the grievance. Step 1 - An employee having a grievance will take the matter up through their Association representative. The President or designate shall contact Fire Management to seek a resolution. Step 2 - If the grievance is not settled within five (5) working days, the Association shall submit the matter in writing to the Fire Chief or designate within five (5) working days of receiving the reply from Step 1. The Fire Chief or designate shall render the written decision to the Association within five (5) working days after receiving the written grievance. In the context of this Article a working day shall be deemed to be Monday to Friday excluding designated holidays. Step 3 - If the reply of the Fire Chief is not acceptable to the Association the grievance may be referred to the Chief Administrative Officer (CAO) or the Director of Human Resources within five (5) working days of the written decision of the Fire Chief. The CAO or the Director of Human Resources, who together with the Fire Chief and any other advisors deemed necessary, shall meet with the Association Representatives within 5 working days to consider the grievance. Within five (5) working days of the aforesaid, the CAO or the Director of Human Resources will render a written reply to the employee and the Association. Step 4 - If no resolve is reached at Step 3, the matter shall be submitted to arbitration. Notice shall be given within 5 business days. The parties agree that, for the purposes of this collective agreement the words of the expedited arbitration provisions of the Labour Relations Act, 1995 as amended (Section 49), will be deemed to have been incorporated into this collective agreement. Accordingly and notwithstanding any other provisions of this article (the grievance/arbitration provisions); either party may refer a grievance to expedited arbitration in accordance with the provisions of Section 49. The parties further agree that neither party will raise any jurisdictional or other objection to the application of Section 49 to a grievance under this collective agreement as it pertains to the right to an expedited arbitration. Either party is entitled however, to raise any objection, with the arbitrator with respect to whether the provisions of Section 49 have been properly utilized in respect of any specific grievance (e.g. objections with respect to time limits etc.). Such an appointment by the Minister of Labour or his or her designate will be determined to be a joint appointment in accordance with Section 53(3) of the Fire Protection and Prevention Act. 9.04 Extensions to the time limits in 9.03 may not be unreasonably withheld. 9.05 The employee in all steps of the grievance procedure shall be confined to the grievance and redress sought as set forth in the written grievance initially filed as provided.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

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