Xxxxxx Grievance. 1. Formal grievances are submitted to the Commander/Director or Headquarters J-Code Director or equivalent in the employee’s chain of command. The official receiving the grievance or his/her designated representative will meet to discuss the grievance within 10 workdays of receipt of the formal grievance. Such meetings may be conducted via telephone or VTC when the supervisors, union representative and/or grievant are not in the same location. Within 10 workdays after presentation of the grievance, the Commander/Director/J-Code Director equivalent, or designee will issue a written decision to the grievant and the Council 169 Local representative. The decision will contain specific rationale and constitutes the final agency decision. Suspensions, demotions, removals, and unsatisfactory performance ratings will not be effected, and letters of reprimand will not be placed in the eOPF until a final Agency decision on the grievance is made.
2. Formal grievances must be signed by the grievant(s) and must include the following data:
a) The aggrieved employee(s)' name, position title, grade, and organization.
b) A description of the basis for the grievance including, where appropriate, facts such as times, dates, names, and similar pertinent data and the article of the MLA or the local agreement, if applicable.
c) A brief statement of the step(s) taken to informally resolve the grievance.
d) The personal remedy (corrective, not punitive action) that is being sought.
e) A statement that discrimination based on race, color, religion, age, sex, or national origin is or is not an issue in the grievance.
f) Identification of the employee's representative.
Xxxxxx Grievance. A formal grievance shall only be initiated by completing the grievance form provided by the City Manager's Office.
1. If a mutually satisfactory solution of the grievance was not resolved informally, the employee may file a written grievance with his/her department head (or designated representative) within fourteen (14) calendar days after the last meeting between the employee and supervisor. Within
Xxxxxx Grievance. If the grievant believes that the grievance has not been redressed within fourteen (14) calendar days, he/she may initiate a formal grievance within seven (7) calendar days thereafter. A formal grievance can only be initiated by completing and filing with the Human Resources Department a grievance form approved by the Human Resources Department for this purpose. The form shall contain:
1. Name(s) of xxxxxxxx
2. Class Title(s)
3. Department(s)
4. Mailing Address(es)
5. A clear statement of the nature of the grievance (citing applicable ordinances, rules, regulations, or contract language, including specific provisions which have been violated and how such violation(s) occurred).
6. The date upon which the event giving rise to the alleged grievance occurred.
7. The date upon which the informal discussion with the supervisor took place.
8. A proposed solution to the grievance.
9. The date of execution of the grievance form.
10. The signature of the grievant.
11. The name of the organization, if any, representing the grievant followed by the signature of the organization’s representative.
Xxxxxx Grievance. Stage - Step 3. If the employee wants the matter considered further, he or she delivers or mails the grievance to the HRO not later than five (5) work days after receipt of the Step 2 decision. If the grievance is mailed, it is postmarked not later than five (5) work days after the date of the Step 2 decision. The grievance is in writing, signed by the employee, and dated. It includes: • A statement or clear indication that the letter is a Step 3 grievance. • A summary of the employee's reasons for believing that the Step 2 decision is in error. • A statement describing the specific personal relief sought by the employee, i.e., what does the employee want management to do? • A copy of the Step 1 grievance, the Step 1 decision, the Step 2 grievance, and the Step 2 decision. The HRO reviews the grievance to determine whether it (1) is timely and (2) includes the required information. Not later than five (5) work days after receipt of the Step 3 grievance the HRO complies with the requirements listed in Step 1 and forwards it and the entire grievance record to the Support Group Commander for action. The commander either (1) renders a decision on the basis of the existing grievance record, or (2) appoints an impartial third party to investigate the grievance. He or she may also consult with whomever he or she believes has information relevant to the grievance, and consults with the HRO before issuing a decision. If the commander opts to render a decision on the basis of the existing grievance record, the decision is issued no later than 10 work days after his or her receipt of Step 3. The decision includes the information required in the Step 2 decision. If the commander opts to appoint an investigator, the investigator completes his or her investigation and submits a report of that investigation not later than 10 work days following his or her appointment. The report includes seven sections, entitled (1) Authority, (2) Matters Investigated, (3) Facts, (4) Discussion, (5) Conclusions, (6) Recommendations (but only if requested by the commander), and (7) Index and Exhibits. No later than five (5) work days after receipt of the investigator's report, the commander renders, in writing, a Step 3 decision which includes the following: • A summary of the issues. • A statement informing the employee of whether the remedy requested in the Step 3 grievance is granted. • A statement informing the employee that the Step 3 decision represents the final decision with respe...
