Written Grievance to Immediate Supervisor Sample Clauses

Written Grievance to Immediate Supervisor. A written grievance shall be submitted to the Grievant’s most immediate, non-unit Supervisor (i.e., the first Supervisor not included in the bargaining unit covered by this Agreement). The Supervisor shall sign and date the Grievance upon receipt, shall meet with the employee and the employee’s IUPAT Representative in an attempt to resolve the grievance, and shall issue a written answer to the written grievance within ten (10) work days of the Supervisor’s receipt of the grievance at Step 1.
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Written Grievance to Immediate Supervisor. If this fails to resolve the grievance, the employee shall submit the grievance in writing, within thirty (30) working days, specifying the section of the contract alleged to be violated, the event that caused the alleged violation, the alleged violation, and the remedy sought. Within five (5) working days of receipt of the written grievance, the Immediate Supervisor shall attempt to arrange a conference with the view of satisfactorily resolving the grievance. At the time of conference, the employee may appear personally or may be represented by a Union representative, or both. Such conference may be scheduled by the Administration during regular working hours, without loss of pay to the grievant. Conferences shall not be scheduled at a time that would result in a disruption of normal school routine and duties. Within five (5) working days after such conference, or longer if mutually agreed to, the Immediate Supervisor shall answer such grievance in writing.
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Written Grievance to Immediate Supervisor. If the complaint is not resolved informally, a grievance shall first be presented in writing to the Supervisor in charge of the work being carried on by the aggrieved employee within twenty-one (21) calendar days from the date the employee had knowledge or should have had knowledge of the alleged breach or violation of this Agreement. The written grievance shall:
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Written Grievance to Immediate Supervisor. If an employee believes he/she has been unjustly treated, the employee may present a grievance through a representative of the Union (ATU Division 1560). The grievance must be presented in writing by the Union to the immediate supervisor, as designated below, not later than five (5) days from the date of the occurrence that gave rise to the alleged grievance: Immediate Supervisor Job Classification Purpose of First Step Grievance Lift Operators Director of Paratransit, designee Dispatchers Director of Paratransit, designee Reservationists Director of Paratransit, designee Router Director of Paratransit, designee Step 2: Written Appeal: If within five (5) working days, no satisfactory settlement is reached between them, then within five (10) working days the grievance shall be submitted in writing by the Union's properly accredited committee to the COO (property level) of the Company or designee. If within five (5) working days thereafter no satisfactory settlement is reached the issue will be eligible for arbitration. If for any reason the COO is unavailable, an extension of time can be granted if agreed to by both parties.
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Written Grievance to Immediate Supervisor. If the grievance is not resolved in Step 1, the grievance shall be submitted in writing within ten (10) calendar days from the date of the discussion in Step 1. The Supervisor shall make an investigation of the relevant facts and circumstances of the complaint and provide a written response to the employee within ten (10) calendar days.
Sample 1
Written Grievance to Immediate Supervisor. If an employee believes he/she has been unjustly treated, the employee may present a grievance through a representative of the Union (ATU Division 1560). The grievance must be presented in writing by the Union to the Director of Transportation or Operations Specialist, as designated below, not later than five (5) working days from the date of the occurrence that gave rise to the alleged grievance: Immediate Supervisor for Job Classification Purpose of First Step Grievance Operators Dir. Of Trans./Operations Specialist, designee Sr. Transit Tellers/Transit Tellers Dir. Of Trans./Operations Specialist, designee Transit Information Operators Dir. Of Trans./Operations Specialist, designee Operations Training Instructors Dir. Of Trans./Operations Specialist, designee Checkers Dir. Of Trans./Operations Specialist, designee Schedulers Dir. Of Trans./Operations Specialist, designee Depot Clerks Dir. Of Trans./Operations Specialist, designee Communications Dispatchers Dir. Of Trans./Operations Specialist, designee A written answer to the grievance shall be provided to the Union within five (5) working days following the date the grievance was held.
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Written Grievance to Immediate Supervisor. If an employee believes he/she has been unjustly treated, the employee may present a grievance through a representative of the Union (Local 100, ULU)..The grievance must be presented in writing by the Union to the immediate supervisor, or designee, not later than five (5) working days from the date of the occurrence that gave rise to the alleged
Sample 1
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Related to Written Grievance to Immediate Supervisor

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. Individual Provider grievances shall be submitted by email to xxxxx.xxxxxxxxx@xxx.xx.xxx. Grievances as a result of employment or actions with the Consumer Directed Employer will be processed with the contact information provided in Step 1. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. Step 3. (Optional) Mediation As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • Immediate Supervisor The term "immediate supervisor" as used in this Article refers to the appropriate non-bargaining unit supervisory or management person to whom the employee is accountable.

  • Statement of Grievance The grievance shall contain a statement of:

  • Written Warning If the employee again commits the same or similar violation within the specified period (or possibly an unrelated infraction), the employee will be given a written warning which will be placed on his/her personnel file. The employee will be told that if any further misconduct occurs, the employee will be disciplined again, more severely.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. Complaints A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.

  • Grievance Representative Employees presenting a grievance under Step 2 shall be represented by a representative of the Union.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Grievance Representatives Within 30 working days after the execution of this Agreement, the Union shall furnish the Xxxxxxx with a list of all persons authorized to act as the Chapter and UPI Local Grievance Representatives and shall update the list as changes occur. The designated Chapter Grievance Representative shall be an employee of the University and shall have the responsibility to meet classes, office hours, and other assigned duties and responsibilities. If the responsibilities of the Chapter Grievance Representative require rescheduling of the representative's University duties, the representative may, with the approval of the Xxxxxxx, arrange for the rescheduling of such duties or their coverage by colleagues. Such approval shall not be unreasonably withheld. The provisions of Article 15.4. shall also apply to the UPI Local Grievance Representative if he or she is an employee of the University.

  • Year-End Grievance In the event a grievance is filed at such time that it cannot be processed through all steps in this grievance procedure by the end of the school year and, if left unresolved until the beginning of the following school year, could result in irreparable harm to a party in interest, the time limits set forth herein shall be reduced so that the grievance procedure may be exhausted prior to the end of the school year or within a maximum of 30 days thereafter. Reduction of the time limit shall be with mutual consent.

  • Grievance Meetings Where operational requirements permit, and on reasonable notice, the Employer shall grant special leave with pay to an Employee for the purpose of attending grievance meetings with the Employer.

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