Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.
GRIEVANCE PROCEDURE 7.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement including any question as to whether a matter is arbitrable.
The Grievance Procedure Step I. A grievance may be submitted within the period specified in Section Five to the employee’s first supervisor in the chain of command who is outside the bargaining unit. Such supervisor shall meet with the Union representative and/or the grievant and issue a written response within seven (7) days after such meeting but not later than ten (10) days after the submission of the Grievance.
GRIEVANCE PROCEDURE 7 Section 3.1. - Definition 7 Section 3.2. - Procedure Steps and Time Limits 7 Section 3.3. - Arbitration 7 Section 3.4. - Authority of Arbitrator 8 Section 3.5. - Expenses of Arbitration 8 Section 3.6. - Limitation Periods 8 ARTICLE 4- XXXX OF RIGHTS 8 ARTICLE 5- EMPLOYEE SECURITY 9 Section 5.1. - Standards of Discipline 9 Section 5.2. - Grievance of Discipline 9 ARTICLE 6- PERSONNEL FILES 9 Section 6.1. - Personnel Files 9 Section 6.2. - Inspection 9 Section 6.3. - Notification and Reply 10 Section 6.4. - Employee Additions to Personnel File 10 Section 6.5. - Limitation on Use 10 ARTICLE 7- LIABILITY INSURANCE, VEHICLES & SAFETY 11 ARTICLE 8- PROVISIONS FOR TRAINING & SCHOOL 11 Section 8.1. — Training Hours 11 Section 8.2. - Basic Required Training 12 Section 8.3 – Promotion Requirements 12 ARTICLE 9- JOB SECURITY 12 Section 9.1. - Filling of Vacancies 12 ARTICLE 10 -WAGES 13 ARTICLE 11- HOURS OF WORK 14 Section 11.1. - Hours of Work 14 Section 11.2 - Overlay Shift 15 Section 11.3. - Holiday Standby Assignments and/or Standby Assignments 15 Section 11.4. - Call Out 16 Section 11.5. - Distribution of Scheduled Overtime 16 Section 11.6. - Court Time Pay/Coroner's Inquest Pay 17 ARTICLE 12- SENIORITY 17 ARTICLE 13- HOLIDAYS 17 ARTICLE 14 -VACATIONS/PERSONAL DAYS 18 Section 14.1. - Eligibility and Allowance 18 Section 14.2. - Vacation Pay 19 Section 14.4. - Work During Vacation Period 19 Section 14.5. - Vacation Rights in Case of Layoff or Separation 19 ARTICLE 15- MEDICAL & HOSPITALIZATION 20 Section 15.1. - Medical Coverage/Insurance 20 Section 15.2. - Dental Insurance 20 Section 15.3. - Post Employment Health Plan 20 Section 15.4 - Changes in Medical Coverage/Insurance/Dental Insurance 21 ARTICLE 16- SICK LEAVE 21 Section 16.1. - Allowance 21 Section 16.2. - Sick Leave Accumulation 21 Section 16.3. - Compensation for Unused Accumulated Sick Leave 21 ARTICLE 17- LEAVES OF ABSENCE 22 Section 17.1. - Application for Leave 22 ARTICLE 18- FUNERAL LEAVE 22 Section 18.1. - Family Death 22 ARTICLE 19- CIVIC DUTY LEAVE 23 ARTICLE 00- XXXXX XXXXXXXX XXXXX 23 ARTICLE 21- NO STRIKE COMMITMENT 23 Section 21.1. - No Strike Commitment 23 Section 21.2. - Resumption of Operations 23 Section 21.3. - Union Liability 24 Section 21.4. - Discipline of Strikers 24 Section 21.5. - No Lock Out 24 ARTICLE 22- UNIFORMS & EQUIPMENT 24 Section 22.1. - Equipment 24 ARTICLE 23- DAMAGE TO PERSONAL PROPERTY 25 ARTICLE 24- AMERICANS WITH DISABILITIES ACT 26 ARTICLE 25- SUBSTANCE ABUSE TESTING 26 ARTICLE 26- PUBLIC EMPLOYEE'S DISABILITY ACT 26 ARTICLE 27- DURATION OF AGREEMENT 26 APPENDIX A 28 APPENDIX B 29 MEMORANDUM OF AGREEMENT The parties hereto, Madison County Board and the Madison County Coroner (hereinafter referred to collectively as the "County" or "Employer") and the Policemen's Benevolent Labor Committee (hereinafter referred to as the "Union") recognizing the need for harmonious relations between the Employer and the Employees herewith enter into this Agreement.
Employee Grievance Procedure 91. An employee having a grievance may first discuss it with the employee's immediate supervisor, or the next level in management, to try to work out a satisfactory solution in an informal manner. The employee may have a representative(s) at this discussion.
Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.
ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. Rolling Sunset Clause: In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.
