Union-Management Grievances Sample Clauses

Union-Management Grievances. A. Either party may opt to submit grievances through their respective representatives. B. A grievance alleging a continuing violation may be presented at any time, but any remedy shall be limited to violations that occurred within twenty-one (21) calendar days before the date of filing unless a longer period is provided by statute or regulation. A grievance concerning a particular act or occurrence must be presented to the other party within twenty-one (21) calendar days of the act/occurrence or of the date the grieving party became aware of it. C. When a grievance is filed, the parties shall meet and/or discuss the matter within fourteen
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Union-Management Grievances. It is understood that the Company may file a grievance with the Union and that if such complaint is not settled to the Company’s satisfaction, it may be treated as a grievance and referred to arbitration in the same way as a grievance of an employee. Such grievance shall be processed at Step No. 2 of the grievance procedure as set out in Article 7 thereof.
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Union-Management Grievances. A. A grievance concerning a continuing practice may be presented at any time. A grievance concerning a particular act or occurrence must be presented to the other Party within twenty (20) working days of the action or date the moving Party became aware of it. B. When a grievance is filed, the Parties will meet and/or discuss the matter within fifteen (15) working days after receipt unless the grieving Party waives the meeting/discussion or obtains an extension. A written decision will be issued within fifteen (15) working days of the meeting or of the date of waiver. If the grievance is not settled by this method, the grieving Party may invoke arbitration. C. Grievance decisions will be in writing and state the issue being grieved, a summary of the findings and the rationale for the decision. Copies of relevant documents cited in the decision will be provided if they are not otherwise readily available to the Parties.
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Union-Management Grievances. 8.01 Any grievance instituted by management may be referred in writing to the chief xxxxxxx within five (5) full working days of the occurrence of the circumstances giving rise to this grievance and the Plant Committee shall meet within two (2) working days thereafter with management to consider the grievance. If final settlement of the grievance is not completed within seven (7) working days of such meeting, the grievance may be referred by either party to a single arbitrator as provided in Article 7 at any time within twenty-one (21) calendar days thereafter but not later. A Union policy grievance concerning the application, interpretation, operation or alleged violation of the Collective Agreement which affects a number of employees or a matter arising directly between the Union and the Company may only be filed by the Union’s business agent. 8.02 Should any difference arise between the Company and the Union as to the interpretation of alleged violation of this Agreement, affecting the Union, as such, or the employees as a whole, the Union shall have the right to file a written grievance beginning at Step 4 of Clause 6.01.
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Union-Management Grievances. X. Xxxxxx party may opt to submit grievances through their respective representatives. B.
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Union-Management Grievances. X. Xxxxxx party may opt to submit grievances through their respective representatives. B. A grievance concerning a continuing practice may be presented at any time. A grievance concerning a particular act or occurrence must be presented to the other party within fifteen (15) working days of the action or date the moving party became aware of it. C. When a grievance is filed, the parties will meet and/or discuss the matter within ten (10) working days after receipt. A written decision will be issued within ten (10) working days of the meeting. If the grievance is not settled by this method, any party may invoke arbitration within 30 working days after receipt of the final decision. However, prior to involving arbitration, each party will consult with appropriate levels within its respective organization.
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Union-Management Grievances a. Union grievances will be submitted in writing to the Agency at Step 3 to the Director of ELR within twenty (20) working days of the event or the date the Union became aware of the violation. In any charge by the Union that the Agency violated 5 USC Chapter 71, the Union may submit the matter for consideration under this negotiated grievance procedure or as an Unfair Labor Practice, but not both. b. Agency grievances will be submitted in writing at Step 3 to the President of the Union within twenty (20) working days of the event giving rise to the grievance or from the date that the Agency should reasonably have been expected to be aware of the event. c. The responding Party shall answer the grievance in writing within twenty (20) working days following the date the grievance was received. If the moving Party desires for the matter to be submitted to arbitration, they shall so advise the respondent within twenty (20) working days following the receipt of the respondent's answer or the date the answer was due. Arbitration shall be conducted as described in Article 22.
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Union-Management Grievances. 7.01 (a) A Union policy grievance or a Company grievance may be submitted to the Company or the Union, as the case may be, in writing within seven (7) days from the time the circumstances upon which the grievance is based were known or should have been known by the grievor. A meeting between the Company and the Union shall be held within five (5) days of the presentation of the written grievance and shall take place within the framework of Step No. 3 of the Article 5.02
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Union-Management Grievances. 8.01 Any grievance instituted by management may be referred in writing to the chief xxxxxxx within five (5) full working days of the occurrence of the circumstances giving rise to this grievance and the Plant Committee shall meet within two (2) working days thereafter with management to consider the 8.02 Should any difference arise between the Company and the Union as to the interpretation of alleged violation of this Agreement, affecting the Union, as such, or the employees as a whole, the Union shall have the right to file a written grievance beginning at Step 4 of Clause 6.01 .
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Related to Union-Management Grievances

  • MANAGEMENT GRIEVANCES 14.01 It is understood that the Management may bring forward at any meeting held with the Union Representative any complaint with respect to the conduct of the Union, or Stewards, and that if such complaint by Management is not settled to the mutual satisfaction of the conferring Parties, it may be treated as a grievance and referred to arbitration in the same way as the grievance of any employee.

  • Union Management Relations Any changes deemed necessary in this Agreement may be made by mutual agreement of the parties at any time during the life of this Agreement.

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

  • Union Grievances 4/8/1 Union officers and grievance representatives who are members of the bargaining unit shall have the right to file and process a grievance when any provision of this Agreement has been violated or when the Employer interpretation of the terms and provisions of this Agreement lead to a controversy with the Union over application of the terms or provisions of this Agreement. Such grievances must be designated as Union grievances at the initial step and must comply with the time limits previously set forth in this Article.

  • Union/Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.

  • Group Grievances No more than five (5) grievants will be permitted to attend grievance meetings.

  • LABOUR MANAGEMENT RELATIONS 9:01 No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. The Employer shall not meet with any employee or group of employees undertaking to represent the Union without the proper authorization of the Union. In representing an employee or group of employees, a representative of the Union shall be the spokesperson. In order that this may be carried out, the Union shall supply the Employer with the names of its Officers and representatives. Likewise the Employer shall supply the Union with a list of its Designated Authorities and Chairs where the Chair is not the Designated Authority. Neither the Union nor the Employer shall be required to recognize such representatives until written notification has been received. 9:02 The Union and the Employer acknowledge the mutual benefit of joint consultation and agree, therefore, that there shall be a joint labour/management committee consisting of three (3) representatives from and selected by each party. There shall be one (1) regularly scheduled Labour/Management Committee meeting in each four (4) month term or semester (January to April, May to August, September to December). In addition, meetings shall be arranged at the request of either party through the Labour Relations Department, by submitting in writing the topics to be discussed. Such meetings shall take place, at a mutually-agreeable time, within ten (10) working days of the receipt of the request for the meeting. Meetings shall not be used to discuss matters which are the subject of a grievance nor to discuss any matters which are, at the time, the subject of collective bargaining. The committee shall function in an advisory capacity only, making recommendations to the Union and/or the Employer with respect to its discussions and conclusions, and shall not have the power to add to or modify the terms of this agreement. A representative of each party shall be designated Co-Chairperson, and the two persons so designated shall alternate in presiding over meetings.

  • Processing Grievances The Association Representative involved and the grieving supervisor shall not leave work or disrupt departmental routine to discuss grievances without first requesting permission from his/her immediate superior, which shall not be unreasonably withheld. The Association Representative and the grieving supervisor shall be allowed a reasonable amount of time during working hours while on the Appointing Authority's premises when a grievance is investigated or presented in Steps 1 and 2.

  • Transportation Management Tenant shall fully comply with all present or future programs intended to manage parking, transportation or traffic in and around the Building, and in connection therewith, Tenant shall take responsible action for the transportation planning and management of all employees located at the Premises by working directly with Landlord, any governmental transportation management organization or any other transportation-related committees or entities.

  • Information Management Information and Records

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