Common use of Steps Clause in Contracts

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement of the alleged violation to the principal or supervising administrator within twenty (20) working days after the incident giving rise to the grievance. The principal or supervising administrator shall, within ten (10) work days of the receipt of the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant in an effort to resolve the grievance. The Superintendent, within ten (10) work days following the conference, shall file the written decision and reasons therefore with the grievant and the Association representative. Step 3: Within ten (10) work days after receiving the decision of the Superintendent, the Association may submit the grievance to arbitration.

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ 32.2.1 Step 1: 1 - The grievant shall discuss the grievance with his/her supervisor (Captain or the Association representative shall present a written statement Battalion Chief) within fifteen (15) days of actual or constructive knowledge of the alleged violation to the principal or supervising administrator within twenty (20) working days after the incident giving rise to existence of the grievance. The principal supervisor (Captain or supervising administrator shallBattalion Chief) shall orally answer the grievant within four (4) days. 32.2.2 Step 2 - If the grievant is dissatisfied with the answer and desires to pursue the matter, the grievance shall be submitted in writing to the Fire Chief or his/her designee within fifteen (15) days after receipt of the immediate supervisor’s oral answer. The written grievance must state the following: • Name • Classification • Section or sections of Memorandum of Understanding allegedly violated • Remedy sought Within ten (10) work days of the receipt of the written grievance, confer the Fire Chief or his/her designee will meet with the grievant and/or the Association representative to try to resolve discuss the grievance. The principal Fire Chief or supervising administrator shall, his/her designee shall give a written answer to the grievant within ten five (105) work days after the completion date of the conferenceStep 2 meeting. 32.2.3 Step 3 - If the grievance is not resolved at Step 2, give his/her written decision. A copy it may be appealed to the Chief Administrative Officer of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made Fire Department within ten fifteen (1015) work days after the receipt of the principal's Step 2 answer. Said appeal shall be in the form of a written request to proceed to Step 3, along with the written grievance. The Chief Administrative Officer or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or his/her designee shall confer meet with the Association representative and/or grievant in an effort to resolve discuss the grievance. The Superintendent, Chief Administrative Officer or his/her designee shall give a written answer to the grievant within ten (10) work days following after the conference, shall file date of the written decision and reasons therefore meeting. 32.2.4 Step 4 - If not satisfied with the grievant and the Association representative. decision at Step 3: Within ten (10) work days after receiving the decision of the Superintendent, the Association may submit the grievance to arbitration.grievant, within fifteen

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her Step #1 -- Every reasonable effort shall be made to resolve any potential grievance through informal discussion with the immediate supervisor and/or administrator whose determination or conduct is in question. If such informal discussion shall not resolve problems through free the issue and informal communicationa formal grievance shall thereafter be filed, such discussion, including any efforts to resolve the issue, will be treated in a confidential manner. Prior to any Step #2 -- If the grievance being filed cannot be resolved informally, the parties agree to an informal step aggrieved may file the grievance in which the complaint is presented by the Employee or the Association to the writing with his/her building principal or supervising administratorimmediate supervisor. If, however, this process does not satisfy The written grievance must state the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement nature of the alleged violation to grievance, the principal specific clause or supervising administrator clauses of the agreement allegedly violated, and the remedy requested. Filing of the written grievance at the second step must be done within twenty fifteen (2015) working days after from the incident date of the occurrence of the event giving rise to the grievancegrievance or of the date when the grievant might reasonably have had knowledge of the event. The principal or supervising administrator immediate supervisor involved shall, within ten seven Step #3 -- In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved employee shall file, within seven (107) work days of the receipt immediate supervisor's written decision or answer at the second step, a copy of the grievance, confer grievance with the grievant and/or Superintendent. Within seven (7) days after such written grievance is filed, the Association aggrieved, representative to try of the aggrieved as desired, the immediate supervisor and the Superintendent or designee shall meet to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with file an answer within seven (7) days of the Association representative and/or grievant third step grievance meeting and communicate it in an effort writing to resolve the grievance. The Superintendentemployee, within ten (10) work days following the conference, shall file the written decision and reasons therefore with the grievant immediate supervisor and the Association representative. Association. Step 3: Within ten (10) work days after receiving #4 -- If the decision of the Superintendentgrievance is not resolved satisfactorily, the Association may submit refer the grievance to arbitration.arbitration by giving written notice to the Superintendent within seven (7) days of the Step #3 answer. The arbitrator shall be selected from panel(s) to be secured from the American Arbitration Association, which shall act as administrator of the proceedings. The parties may by mutual agreement submit more than one grievance to the same arbitrator. The arbitrator shall have no right or authority to amend, modify, nullify, ignore,

Steps. Informal: 11 The procedure for handling a grievance is outlined below. The purpose of this procedure is 12 to secure, at the lowest level, an equitable solution to the claim. Both parties acknowledge agree that it is most advantageous that an Employee 13 proceedings will be kept as informal and his or confidential as may be appropriate at any level of 14 the procedure. The number of days indicated at each level should be considered as a 15 maximum, with every effort made to expedite the process. The time limits specified may, 16 however, be extended by mutual agreement. 17 Step 1 A grievant shall meet to discuss a grievance with his/her immediate 18 supervisor within twenty- five (25) working days of the occurrence or thereafter 19 be barred. The Association’s designated representative may be present at this 20 meeting, if requested. The immediate supervisor shall respond to the grievance 22 grievance was discussed. If the immediate supervisor’s answer does not resolve problems through free 1 the grievance and informal communicationthe employee chooses to pursue the matter further, the grievant 2 shall submit a grievance in writing using the Formal Grievance Procedure Form. Prior to any grievance being filed 3 This form shall be submitted within five (5) working days from receipt of the parties agree to an informal step in 4 Supervisor’s response and shall set forth the facts upon which the complaint grievance is presented by 5 based, the Employee section(s) of the agreement where the employee’s rights are alleged to 6 have been violated and the remedy or correction sought. As a result of this action, 7 the grievance shall be referred to Step 2. 8 Step 2 If no satisfactory response is received within five (5) working days, the 9 Association representative (or designee) on the one hand and the President (or 10 designee) and the immediate supervisor on the other hand shall meet and discuss 11 the grievance. If no satisfactory agreement is reached between them within five 12 (5) working days of receipt of the grievance form, the matter will be referred to the principal or supervising administrator13 Step 3. If14 Step 3: Grievance Committee, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ Step 1: The grievant or comprising the Association representative shall present a written statement or 15 designee on the one hand and the President of the alleged violation to College (or designee) on the principal or supervising administrator within twenty (20) working days after the incident giving rise to the grievance. The principal or supervising administrator shall16 other hand, within ten (10) work days of the receipt of the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant meet in an effort to resolve the grievance. The Superintendent, If no satisfactory 17 agreement is reached between them within ten five (105) work working days following the conference, shall file the written decision and reasons therefore with the grievant and the Association representative. Step 3: Within ten (10) work days after receiving the decision of receipt of the Superintendent18 grievance, the Association may submit the grievance matter shall be referred to arbitrationStep 4.

Steps. Informal‌ The following procedures shall be followed in the processing of a grievance. a. Step 1: A grievance shall be reduced to writing by fully completing the grievance form within fourteen (14) days of the occurrence of the grievance. The parties acknowledge that it is most advantageous that an Employee grievance shall be dated and signed by the employee and his or her xxxxxxx and filed with the employee’s supervisor by the xxxxxxx. The immediate supervisor resolve problems through free and informal communicationhis or her manager shall meet with the employee and the xxxxxxx within seven (7) days after receipt of the written grievance. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association The manager shall give a written answer to the principal or supervising administrator. If, however, this process does not satisfy employee and the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement of the alleged violation to the principal or supervising administrator xxxxxxx within twenty seven (207) working days after the incident giving rise to Step 1 meeting. b. Step 2: If the grievance. The principal or supervising administrator shallgrievance is not satisfactorily settled at Step 1, the Union may, within ten seven (107) work days of the after receipt of the Step 1 answer, appeal the grievance to the President & CEO, or designee. If the Union does not refer the grievance to Step 2 in a timely manner, the grievance shall be considered to be satisfactorily resolved. The President & CEO, or designee, shall meet with the employee, Union representative(s), and management representative(s) directly involved in the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten fourteen (1014) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's Step 2 grievance. At such meeting the employee may present any testimony, witnesses, documents or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant in an effort other evidence relevant to resolve the grievance. The SuperintendentAuthority and the Union may mutually agree to limit the number of witnesses physically present during the Step 2 hearing. If so, within ten written statements from the witnesses will be accepted in place of their live testimony. It is the employee’s responsibility to notify any witnesses that their attendance is desired and notify the Authority of the witnesses who will be attending the meeting at least twenty-four (1024) work days following the conferencehours prior to such meeting. The President & CEO, or designee, shall file give a written answer to the written decision and reasons therefore with the grievant employee and the Association representativeLocal Union President within fourteen (14) days after the meeting. If the Union does not refer the grievance to the Third Step of the procedure within fourteen (14) days after receipt of the decision rendered in this Step, the grievance shall be considered to be satisfactorily resolved. c. Step 3: Within ten (10) work days after receiving If the decision of the Superintendentgrievance is not satisfactorily settled at Step 2, the Association may submit the grievance to arbitration.Union may, within fourteen

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her Step #1 -- Every reasonable effort shall be made to resolve any potential grievance through informal discussion with the immediate supervisor and/or administrator whose determination or conduct is in question. If such informal discussion shall not resolve problems through free the issue and informal communicationa formal grievance shall thereafter be filed, such discussion, including any efforts to resolve the issue, will be treated in a confidential manner. Prior to any Step #2 -- If the grievance being filed cannot be resolved informally, the parties agree to an informal step aggrieved may file the grievance in which the complaint is presented by the Employee or the Association to the writing with his/her building principal or supervising administratorimmediate supervisor. If, however, this process does not satisfy The written grievance must state the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement nature of the alleged violation to grievance, the principal specific clause or supervising administrator clauses of the agreement allegedly violated, and the remedy requested. Filing of the written grievance at the second step must be done within twenty fifteen (2015) working days after from the incident date of the occurrence of the event giving rise to the grievancegrievance or of the date when the grievant might reasonably have had knowledge of the event. The principal or supervising administrator immediate supervisor involved shall, within ten seven (107) work days of the receipt of the grievance, confer convene a meeting to resolve the grievance. Within ten (10) days of the Step #2 meeting, the immediate supervisor shall issue a written response to the grievance. Copies of the response shall be sent to the grievant and to the Association. Step #3 -- In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved employee shall file, within seven (7) days of the immediate supervisor's written decision or answer at the second step, a copy of the grievance with the grievant and/or Superintendent. Within seven (7) days after such written grievance is filed, the Association aggrieved, representative to try of the aggrieved as desired, the immediate supervisor and the Superintendent or designee shall meet to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with file an answer within seven (7) days of the Association representative and/or grievant third step grievance meeting and communicate it in an effort writing to resolve the grievance. The Superintendentemployee, within ten (10) work days following the conference, shall file the written decision and reasons therefore with the grievant immediate supervisor and the Association representativeAssociation. Step 3: Within ten (10) work days after receiving the decision of the Superintendent, the Association may submit the grievance to arbitration.

Steps. InformalIt is agreed that should any dispute arise, both the District and the Union will actively pursue the following steps to resolve the dispute. Timelines may be extended if mutually agreed upon by both the Union and District. Step 2 Step 3 (a) Pre-Grievance Conference: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement purpose of the alleged violation pre-grievance conference is to settle disputes informally. If an employee feels that his/her rights have been violated, the principal or supervising administrator within twenty (20) working days after employee shall contact the incident giving rise to the grievance. The principal or supervising administrator shall, departmental supervisor within ten (10) work days of the receipt of the grievanceaction, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days of when the employee should reasonably have known of the action, to arrange for a meeting to take place within five (5) days of such notice. A thorough discussion of the complaint shall be conducted during the pre-grievance conference in order to seek grounds for resolution of the problem. (b) The employee may be accompanied by the shop xxxxxxx. The District shall have the right to comparable representation. Every effort shall be made to develop an understanding of the facts and issues in order to create a climate that will lead to a solution. The supervisor shall reply in writing to the employee and the union either at the time of the pre-grievance or within seven (7) days if more investigation is necessary. (c) Step 1: If the problem is not resolved at the pre-grievance conference, the aggrieved employee may refer the grievance, in writing, stating the basis for the grievance, to the employee’s department director (i.e., Maintenance, Transportation, Nutrition Services, Security, and Purchasing) within seven (7) days following receipt of the supervisor’s written response to the pre-grievance conference. The written grievance must be submitted on approved grievance forms and signed by the grievant. A Step 1 meeting shall be convened within seven (7) days. The supervisor shall answer, in writing, within seven (7) days after the completion meeting. (See, Appendix C & D) (d) Step 2: If the grievance is not resolved in Step 1, the grievance may be referred, in writing, within seven (7) days, to the superintendent and/or designee. The written notice shall include a statement as to why the decision in Step 1 was not satisfactory. (See Appendix E & F). Within seven (7) days of the date the grievance was appealed, the superintendent and/or designee shall arrange for a grievance adjustment conference with the Union and superintendent and/or designee. The superintendent and/or designee and the Union shall have the right to include at the conference such individuals, as they deem necessary to develop the facts and information pertinent to the grievance. Upon conclusion of the conference, give his/her the superintendent and/or designee shall have seven (7) days to provide a written decision, together with the reasons for the decision to the Union. A copy The superintendent and/or designee may at its option notify the Union and be afforded an additional seven (7) days to confer with additional personnel as appropriate before publishing the decision to the Union. (e) Any grievance filed by a substitute employee shall not proceed beyond Step 2 of the grievance procedure. (f) Step 3 A: If the grievance is not resolved at Step 2 and in place of Step 3-B arbitration, the Union and the District may mutually elect to pursue resolution of a grievance by referring it in writing seven (7) days after receipt of the decision at Step 2 to a hearing officer who is mutually agreed upon by the District and the Union. Any decision by the hearing officer shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designeefixed and binding on each party. The appeal hearing officer shall be made within ten (10) work days after the receipt have no power to add to, subtract from, delete, modify, alter, or amend any provision of this Agreement. The expense of the principal's or supervising administrator's decision. Within ten hearing officer, except representation fees and witness compensation (10) work days of the receipt of the appealeach party assumes their own representation fees and witness compensation), the Superintendent or designee shall confer with the Association representative and/or grievant in an effort is to resolve the grievance. The Superintendent, within ten (10) work days following the conference, shall file the written decision and reasons therefore with the grievant and the Association representativebe borne equally by both parties. Step 3: Within ten (10) work days after receiving the decision of the Superintendent, the Association may submit the grievance to arbitration.

Steps. Informal: 11 The procedure for handling a grievance is outlined below. The purpose of this procedure is 12 to secure, at the lowest level, an equitable solution to the claim. Both parties acknowledge agree that it is most advantageous that an Employee 13 proceedings will be kept as informal and his or confidential as may be appropriate at any level of 14 the procedure. The number of days indicated at each level should be considered as a 15 maximum, with every effort made to expedite the process. The time limits specified may, 16 however, be extended by mutual agreement. 17 Step 1 A grievant shall meet to discuss a grievance with his/her immediate 18 supervisor within twenty- five (25) working days of the occurrence or thereafter 19 be barred. The Association’s designated representative may be present at this 20 meeting, if requested. The immediate supervisor shall respond to the grievance 1 grievance was discussed. If the immediate supervisor’s answer does not resolve problems through free 2 the grievance and informal communicationthe employee chooses to pursue the matter further, the grievant 3 shall submit the grievance in writing using the Formal Grievance Procedure Form. Prior to any grievance being filed 4 This form shall be submitted within five (5) working days from receipt of the parties agree to an informal step in 5 Supervisor’s response and shall set forth the facts upon which the complaint grievance is presented by 6 based, the Employee section(s) of the agreement where the employee’s rights are alleged to 7 have been violated and the remedy or correction sought. As a result of this action, 8 the grievance shall be referred to Step 2. 9 Step 2 If no satisfactory response is received within five (5) working days, the 10 Association representative (or designee) on the one hand and the President (or 11 designee) and the immediate supervisor on the other hand shall meet and discuss 12 the grievance. If no satisfactory agreement is reached between them within five 13 (5) working days of receipt of the grievance form, the matter will be referred to the principal or supervising administrator14 Step 3. If15 Step 3: A Grievance Committee, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ Step 1: The grievant or comprising the Association representative shall present a written statement or 16 designee on the one hand and the President of the alleged violation to College (or designee) on the principal or supervising administrator within twenty (20) working days after the incident giving rise to the grievance. The principal or supervising administrator shall17 other hand, within ten (10) work days of the receipt of the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant meet in an effort to resolve the grievance. The Superintendent, If no satisfactory 18 agreement is reached between them within ten five (105) work working days following the conference, shall file the written decision and reasons therefore with the grievant and the Association representative. Step 3: Within ten (10) work days after receiving the decision of receipt of the Superintendent19 grievance, the Association may submit the grievance matter shall be referred to arbitrationStep 4.

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ 32.2.1 Step 1: 1 - The grievant shall discuss the grievance with his/her supervisor (Captain or the Association representative shall present a written statement of the alleged violation to the principal or supervising administrator within twenty (20Battalion Chief) working days after the incident giving rise to the grievance. The principal or supervising administrator shall, within ten (10) work days of the receipt actual or constructive knowledge of the grievance, confer with the grievant and/or the Association representative to try to resolve existence of the grievance. The principal supervisor (Captain or supervising administrator shallBattalion Chief) shall orally answer the grievance within two (2) days. 32.2.2 Step 2 - If the grievant is dissatisfied with the answer and desires to pursue the matter, the grievance shall be submitted in writing to the Fire Chief or his/her designee within ten (10) work after receipt of the immediate supervisor’s oral answer. The written grievance must state the following: • Name • Classification • Section or sections of Memorandum of Understanding allegedly violated • Remedy sought Within ten (10) days of receipt of the written grievance, the Fire Chief or his/her designee will meet with the grievant to discuss the grievance. The Fire Chief or his/her designee shall give a written answer to the grievant within five (5) days after the completion date of the conferenceStep 2 meeting. 32.2.3 Step 3 - If the grievance is not resolved at Step 2, give his/her written decision. A copy it may be appealed to the Chief Administrative Officer of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made Fire Department within ten (10) work days after the receipt of the principal's Step 2 answer. Said appeal shall be in the form of a written request to proceed to Step 3, along with the written grievance. The Chief Administrative Officer or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or his/her designee shall confer meet with the Association representative and/or grievant in an effort to resolve discuss the grievance. The Superintendent, Chief Administrative Officer or his/her designee shall give a written answer to the grievant within ten (10) work days following after the conference, shall file date of the written decision and reasons therefore meeting. 32.2.4 Step 4 - If not satisfied with the grievant and the Association representative. decision at Step 3: Within ten (10) work days after receiving the decision of the Superintendent, the Association may submit the grievance to arbitration.grievant, within ten

Steps. Informal‌‌ The following procedures shall be followed in the processing of a grievance. a. Step 1: A grievance shall be reduced to writing by fully completing the grievance form within fourteen (14) days of the occurrence of the grievance. The parties acknowledge that it is most advantageous that an Employee grievance shall be dated and signed by the employee and his or her xxxxxxx and filed with the employee’s supervisor by the xxxxxxx. The immediate supervisor resolve problems through free and informal communicationhis or her manager shall meet with the employee and the xxxxxxx within seven (7) days after receipt of the written grievance. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association The manager shall give a written answer to the principal or supervising administrator. If, however, this process does not satisfy employee and the Employee or the Association, a grievance may be processed/ Step 1: The grievant or the Association representative shall present a written statement of the alleged violation to the principal or supervising administrator xxxxxxx within twenty seven (207) working days after the incident giving rise to Step 1 meeting. b. Step 2: If the grievance. The principal or supervising administrator shallgrievance is not satisfactorily settled at Step 1, the Union may, within ten seven (107) work days of the after receipt of the Step 1 answer, appeal the grievance to the Chief People Officer, or designee. If the Union does not refer the grievance to Step 2 in a timely manner, the grievance shall be considered to be satisfactorily resolved. The Chief People Officer, or designee, shall meet with the employee, Union representative(s), and management representative(s) directly involved in the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten fourteen (1014) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's Step 2 grievance. At such meeting the employee may present any testimony, witnesses, documents, or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant in an effort other evidence relevant to resolve the grievance. The SuperintendentAuthority and the Union may mutually agree to limit the number of witnesses physically present during the Step 2 hearing. If so, within ten written statements from the witnesses will be accepted in place of their live testimony. It is the employee’s responsibility to notify any witnesses that their attendance is desired and notify the Authority of the witnesses who will be attending the meeting at least twenty-four (1024) work days following the conferencehours prior to such meeting. The Chief People Officer, or designee, shall file give a written answer to the written decision and reasons therefore with the grievant employee and the Association representativeLocal Union President within fourteen (14) days after the meeting. If the Union does not refer the grievance to the Third Step of the procedure within fourteen (14) days after receipt of the decision rendered in this Step, the grievance shall be considered to be satisfactorily resolved. c. Step 3: Within ten If the grievance is not satisfactorily settled at Step 2, the Union may, within fourteen (1014) work days after receiving the decision receipt of the SuperintendentStep 2 answer, submit the Association may issue to arbitration by notifying the Authority in writing of the Union’s intent to submit the grievance to arbitration. After receipt of a request to arbitrate the grievance from the Union, the parties may mutually select an arbitrator or strike arbitrators from a panel of seven (7) labor arbitrators supplied by the American Arbitration Association (AAA) or Federal Mediation and Conciliation Service (FMCS). Either the Authority or the Union may reject an entire panel once and request a new panel. The arbitrator shall be notified of his or her selection by a joint letter from the Authority and the Union requesting that the arbitrator set a date and time for the hearing subject to the availability of the Authority and the Union representatives. Within thirty (30) days of the appointment of the arbitrator, the parties shall select a date for the arbitration. All arbitrations shall be held at an Authority facility. The fees and expense of the arbitrator shall be borne equally by the Authority and the Union. In the event a grievance is submitted to arbitration, the arbitrator shall have the jurisdiction only over grievances as to the interpretation of, and/or compliance with, the express provisions of this Agreement and, in reaching his or her conclusions, the arbitrator shall have no authority to add to, subtract from, modify, or disregard in any way, any of the provisions of this Agreement or to make an award requiring an act prohibited by, or contrary to, federal or state law unless the law is one that may be modified by the terms of a collective bargaining agreement under ORC 4117 and the parties have opted to do so through a clear express provision of this Agreement. The arbitrator’s decision shall be final and binding upon all parties subject to the provisions of Section 2711, Ohio Revised Code.

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance may be processed/ Step 1: The grievant shall discuss the grievance with his/her immediate supervisor within fifteen (15) days of actual or the Association representative shall present a written statement constructive knowledge of the alleged violation to the principal or supervising administrator within twenty (20) working days after the incident giving rise to existence of the grievance. The principal or supervising administrator shallIf the issue is not resolved, within ten (10) work days of the receipt of the grievance, confer with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given entitled to the Associationproceed to Step 2. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt conclusion of the appealStep 1 meeting, the Superintendent or designee grievant shall confer request a meeting with the Association representative and/or grievant in an effort to resolve division commander. If the grievance. The Superintendentissue is not resolved, within ten (10) work days following the conference, shall file the written decision and reasons therefore with the grievant and the Association representativeshall be entitled to proceed to Step 3. Step 3: Within ten (10) work days after receiving the decision of the Superintendentconclusion of the Step 2 meeting, the Association grievant shall file with the Police Chief a written grievance on the agreed upon form, which is attached as “Appendix A,” setting forth the following: Step 4: If the grievance remains unresolved at Steps 1, 2, and 3, it may be appealed to the City Manager within ten (10) days of the conclusion of the meeting described in Step 3. Said appeal shall be in the form of a written request to proceed to Step 4, along with the written grievance. The City Manager shall respond to the grievance within ten (10) days of receipt of the written appeal. The determination of the City Manager shall be final, except as provided in Step 5. (b) The Union or individual grievant, by written notice to the City Manager within fifteen (15) days of the Step 4 response, may submit a grievance to an arbitrator who shall be selected by mutual agreement. If no agreement can be reached within five (5) days of the notice, the parties shall request of the State Mediation Conciliation Service (SMCS) a list of five (5) names of persons experienced in hearing grievances. Each party shall alternately strike a name until only one name remains. The order of strike shall be determined by lot. (c) In each dispute, the arbitrator shall, as soon as possible, hear evidence and render a decision on the issue(s) submitted. If the parties cannot agree upon a submission agreement, the arbitrator shall determine the issue(s) by referring to the written grievance and the answers thereto at each step. After the hearing, and after both parties have been given the opportunity to make written arguments, the arbitrator shall submit, in writing, his/her findings and award to the Union and the City. (d) The award of the arbitrator shall be advisory to the City Manager. (e) The arbitrator will have no power to add to, subtract from, or modify the terms of the Agreement or the written policies, rules, regulations and procedures of the City; nor shall the arbitrator be empowered to render a decision on issues not before the arbitrator or on facts not supported by the evidence. (f) The fees and expenses of the arbitrator and each hearing shall be borne equally by the City and the Union; or if an individual pursues arbitration without the Union’s consent, said individual shall share equally in the cost with the City. All other expenses shall be borne by the party incurring them. (g) If any question arises regarding the arbitrability of a grievance, the party raising the question of arbitrability may, upon request, have such question first ruled upon and decided by an arbitrator prior to any other hearing on the merits of the grievance to arbitrationthat would thereafter be conducted by a second and different arbitrator. The selection of the arbitrator will be as described in section 13.2 step 5 (b) above. The fees and expenses of the separate arbitrator deciding the issue or arbitrability shall be borne by the party that raised the question of arbitrability.

Steps. Informal: The parties acknowledge that it is most advantageous that an Employee and his or her immediate supervisor resolve problems through free and informal communication. Prior to any grievance being filed the parties agree to an informal step in which the complaint is presented by the Employee or the Association to the principal or supervising administrator. If, however, this process does not satisfy the Employee or the Association, a grievance (a) Step 1 - A grievant may be processed/ Step 1: The grievant or the Association representative shall present submit a written statement of the alleged violation to the principal or supervising administrator grievance within twenty fifteen (2015) working days after the incident giving rise grievant knew, or reasonably should have known, of the circumstances which form the basis for the grievance to the immediate supervisor. A written grievance shall include the following: i. A description of the specific grounds of the grievance, including names, dates and places necessary for a complete understanding of the grievance. ii. A listing of the provisions of this Agreement, which are alleged to have been violated. iii. A listing of specific action requested of the employer which will remedy the grievance. The principal or supervising administrator shallimmediate supervisor must meet with the grievant, investigate and respond in writing within 10 days of the filing. (b) Step 2 - If the grievant is not satisfied with the decision rendered at step 1, the grievance may be appealed to step 2 within 5 days after receipt of the decision. The appeal shall be in writing to the Superintendent. Within ten (10) work days of from the receipt of the grievance, confer the Superintendent, or designee, shall meet with the grievant and/or the Association representative to try to resolve the grievance. The principal or supervising administrator shall, within ten (10) work days after the completion of the conference, give his/her written decision. A copy of the decision shall be given to the Association. Step 2: In the event the grievance has not been resolved in the first step, the Association representative and/or grievant may appeal to the Superintendent or his or her designee. The appeal shall be made within ten (10) work days after the receipt of the principal's or supervising administrator's decision. Within ten (10) work days of the receipt of the appeal, the Superintendent or designee shall confer with the Association representative and/or grievant in an effort to resolve the grievance. The Superintendent, or his designee, shall make a written disposition of the grievance within ten (10) work days following after such meetings and return it to the conference, shall file grievant. (c) Step 3 - If the written decision and reasons therefore grievant is not satisfied with the grievant and disposition of the Association representative. Step 3: Within grievance by the Superintendent, or designee, within ten (10) work days from receipt of the written decision the grievant may appeal in writing to the Governing Board. The Board shall act within thirty (30) days after receiving the decision receipt of the Superintendent, grievance by scheduling a meeting with the Association may submit the grievance to arbitration.grievant. The decision shall be in writing within five