Common use of Steps Clause in Contracts

Steps. Step 1: At the employee’s or the Union’s sole option, grievances may be presented to the supervisor either orally or in writing. If the complaint is presented orally, the procedure is informal and may be settled by an oral answer given within five (5) working days to the employee and the Union representative. If the grievance is presented in writing, the procedure is formal and the answer must be given in writing within five (5) working days after submission. Step 2: If the problem cannot be solved at Step 1, the employee or the Union may present the complaint in writing to the second level supervisor (if not done at Step 1) within five (5) working days. Within five (5) working days of the receipt of the grievance, a hearing shall be held and the Management representative shall give written decision to the employee and the Union representative. Step 3: If the problem is not resolved at Step 2, the employee or the Union may submit the grievance to the division head within five (5) working days. Within 10 working days of the receipt of the grievance, a hearing shall be held and the division head shall give a written decision to the employee and the Union representative. In smaller departments, this step is deleted. Step 4: If the dispute is not solved in Step 3, the employee or the Union may present the grievance to the department head within five (5) working days. Within ten (10) working days of the receipt of the grievance, a hearing shall be held and the department head (or designee) shall give a written decision to the employee or the Union representative. The designee cannot be an individual who previously heard the grievance at a lower level. In non-managerial departments, this shall constitute the final resolution of a grievance involving management policy or regulations.

Steps. a. Step 1: At the employee’s or the UnionLocal 145’s sole option, grievances may be presented to the supervisor either orally or in writing. If the complaint is presented orally, the procedure is informal and may be settled by an oral answer given within five (5) working days to the employee and the Union representativedays. If the grievance is presented in writing, the procedure is formal formal, and the answer must be given in writing within five (5) working days after submission. b. Step 2: If the problem grievance cannot be solved resolved at Step 1, the employee or the Union Local 145 may present the complaint in writing to the second second-level supervisor (if not done at Step 1) within five (5) working daysdays of receipt of the Step 1 response. Within ten working days of the receipt of the grievance by a second-level supervisor, a hearing shall be held. The Management representative shall give a written decision to the employee and the Local 145 representative. c. Step 3: If the grievance is not resolved at Step 2, the employee or Local 145 may submit the grievance to the Division Head within five (5) working days of receipt of Management’s written decision. Within ten working days of the receipt of the grievance, a hearing shall be held and the Management representative Department Head shall give a written decision to the employee and the Union Local 145 representative. d. Step 34: If the problem grievance is not resolved at in Step 23, the employee or the Union Local 145 may submit present the grievance to the division head Department Head within five (5) working daysdays of receipt of Management’s written decision. Within 10 ten working days of the receipt of the grievance, a hearing shall be held and the division head Department Head or their designee shall give a written decision to the employee and the Union Local 145 representative. In smaller departments, this step is deleted. Step 4: If the dispute is not solved in Step 3, the employee or the Union may present the grievance to the department head within five (5) working days. Within ten (10) working days of the receipt of the grievance, a hearing shall be held and the department head (or designee) shall give a written decision to the employee or the Union representative. The designee cannot be an individual who previously heard the grievance at a lower level. In non-managerial departments, departments this shall constitute the final resolution of a grievance involving management Management policy or regulations.

Steps. Step 1: At the employee’s or the Unionemployee organization’s sole option, grievances may be presented to the supervisor either orally or in writing. If the complaint is presented orally, the procedure is informal and may be settled by an oral answer given within five (5) working days to the employee and the Union representative. If the grievance is presented in writing, the procedure is formal formal, a meeting with the grievant and Union shall be held, and the answer must be given in writing within five (5) working days after submissionthe meeting at which the supervisor has been provided the written grievance. Step 2: If the problem cannot be solved at Step 1, the employee or the Union employee organization may present the complaint in writing to the second level supervisor (if not done at Step 1) within five (5) working days. Within five (5) working days of the receipt of the grievance, a hearing shall be held and the Management representative shall give a written decision to the employee and the Union representativerepresentative within 10 working days after the hearing. Step 3: If the problem is not resolved at Step 2, the employee or the Union employee organization may submit the grievance to the division head within five (5) working days. Within 10 working days of the receipt of the grievance, a hearing shall be held and the division head shall give a written decision to the employee and the Union representative. In smaller departments, this step is deleted. Step 4: If the dispute is not solved in Step 3, the employee or the Union may present the grievance to the department head within five (5) working days. Within ten (10) working days of the receipt of the grievance, a hearing shall be held and the department division head (or designee) shall give a written decision to the employee or and Union within 10 working days after the Union representative. The designee cannot be an individual who previously heard the grievance at a lower levelhearing. In non-managerial smaller departments, this shall constitute step is deleted. Step 4: If the final resolution of a dispute is not solved in Step 3, the employee or employee organization may present the grievance involving management policy or regulations.to the Department Head within five (5) working days. Within ten

Steps. Step 1: At the employee’s or the Union’s sole option, grievances may be presented to the supervisor either orally or in writing. If the complaint is presented orally, the procedure is informal and may be settled by an oral answer given within five (5) working days to the employee and the Union representative. If the grievance is presented in writing, the procedure is formal and the answer must be given in writing within five (5) working days after submission. Step 2: If the problem cannot be solved at Step 1, the employee or the Union may present the complaint in writing to the second level supervisor (if not done at Step 1) within five (5) working days. Within five (5) working days of the receipt of the grievance, a hearing shall be held and the Management representative shall give written decision to the employee and the Union representative. Step 3: If the problem is not resolved at Step 2, the employee or the Union may submit the grievance to the division head within five (5) working days. Within 10 five (5) working days of the receipt of the grievance, a hearing shall be held and the division head shall give a written decision to the employee and the Union representative. In smaller departments, this step is deleted. Step 4: If the dispute is not solved in Step 3, the employee or the Union may present the grievance to the department head within five (5) working days. Within ten (10) working days of the receipt of the grievance, a hearing shall be held and the department head (or designee) shall give a written decision to the employee or the Union representative. The designee cannot be an individual who previously heard the grievance at a lower level. In non-managerial departments, this shall constitute the final resolution of a grievance involving management policy or regulations. Step 5: Final Resolution of Grievance: If the grievance is still in dispute after Step 4, the employee or the Union may request a further hearing, which at the discretion of the City will take place before the Civil Service Commission, on matters over which the Commission has authority, or before the Human Resources Director or his designee, by submitting the grievance within five (5) working days. If it is determined that the hearing should be held before the Civil Service Commission, a fact-finding hearing to define the issues in the grievance will be held by the Personnel Director with the employee and/or employee organization, prior to the date set for the Commission hearing. The grievance may be settled during such fact-finding hearing, if a mutually acceptable solution is developed. The decision of the Commission shall be issued at its next regularly scheduled meeting following the hearing by the Personnel Director. In grievances answered by the Human Resources Director, a hearing shall be held and a written response given within ten (10) working days from the date of receipt of the appeal from the fourth step. The employee or the Union may only request a hearing before the Civil Service Commission, in matters solely involving Civil Service Rules or the Personnel Manual. Step 6: Grievances arising out of the disagreement on interpretation or application of this MOU shall follow the City-wide Grievance Procedure. The Union may formally request to continue the grievance, not later than ten (10) days following receipt of the answer at the final step of the Grievance Procedure (provided it was heard by the Human Resources Director or his/her designee), by serving written notice upon the City. The grievant may pursue either a hearing before the City Council or non-binding arbitration. For a hearing before the City Council, the City will refer the grievance to the City Council for hearing and decision. For non-binding arbitration, the parties will use the Sempra Energy’s SDG&E model as a foundation for implementation.