Definition, Scope and Right to File Sample Clauses
The 'Definition, Scope and Right to File' clause establishes the key terms used in the agreement, delineates the boundaries of what the agreement covers, and clarifies the parties' rights to initiate filings or legal actions. In practice, this clause specifies which activities, products, or intellectual property are included under the agreement and outlines the circumstances under which a party may file documents, such as patent applications or legal claims. Its core function is to ensure all parties have a clear understanding of their rights and obligations, reducing ambiguity and potential disputes regarding the agreement's coverage and enforcement.
Definition, Scope and Right to File. 1. A grievance is a claimed violation, misinterpretation, inequitable application, or noncompliance with provisions of
a. Collective bargaining agreement.
b. County ordinances.
c. Resolutions.
d. Rules.
Definition, Scope and Right to File. A grievance is a claimed violation, misinterpretation, inequitable application or non- compliance with provisions of a County:
1) Collective bargaining agreement, 2) Ordinance, 3) Resolution,
Definition, Scope and Right to File. A grievance may be filed by an individual employee, or jointly by a group of employees, or by the Union on behalf of an employee(s) who is otherwise eligible to file a grievance. Should a decision not be rendered within the stipulated time limit, the aggrieved employee may immediately appeal to the next step of this procedure. A grievance may be considered settled if the decision at any level is not appealed within the specified time limit. (A summary of the Grievance Procedure and applicable time requirements is attached as Appendix E.) All grievances shall be filed in accordance with this procedure. A grievance is defined as any dispute involving the interpretation, application, or alleged violation of:
(a) The current Memorandum of Understanding between the City and Local 521, SEIU.
Definition, Scope and Right to File. A grievance may be filed by an individual employee, or by the Union on behalf of an employee who is otherwise eligible to file a grievance. Should a decision not be rendered within the stipulated time limit, the aggrieved employee may immediately appeal to the next step of this procedure. A grievance may be considered settled if the decision at any level is not appealed within the specified time limit. A summary of the grievance procedure and application time requirements is attached as Appendix B. All grievances shall be filed in accordance with this procedure. A grievance is defined as any dispute involving the interpretation, application or alleged violation of:
(a) The current Memorandum of Understanding between the City and the Union;
(b) The City’s Personnel Regulations, policies or procedures;
(c) A dispute involving any disciplinary action taken against a permanent employee or probationary promotional employee (as used in this Article, discipline is defined as any dismissal, suspension, or demotion.)’
(d) Performance evaluations resulting in a step decrease. The following matters are specifically excluded from consideration under the Grievance Procedure: • The determination of the contents of job classifications; • The determination of procedures and standards of selection for employment or promotions; • Items which require a capital expenditure; • Item subject to the Meet and Confer process as defined in the California Government Code; • All City rights specified in this Agreement and in the City’s Employer- Employee Relations Resolution; • The release of an employee during his/her original probation period; • Performance evaluations resulting in the non-award of a scheduled step increase. The content of documented oral counseling, written reprimands/warning and performance evaluations are not grievable, but may be discussed directly with the Department Head, Assistant City Manager or Administrative Services Director, and subsequently with the City Manager.
Definition, Scope and Right to File. A. This procedure applies to all probationary and regular employees unless an applicable memorandum of understanding (collective bargaining agreement) provides otherwise.
B. A grievance is a claimed violation, misinterpretation, inequitable application or non- compliance with provisions of:
1. Collective bargaining agreement
2. County ordinances
3. Resolutions
4. Rules
5. Policies
6. Regulations
7. Existing practices affecting the status or working conditions of County employees C. Selection appeals, disciplinary action, examination appeals, classification appeals, release from probation, complaints of discrimination and the content of performance evaluations and reviews are not grievable hereunder.
Definition, Scope and Right to File. A grievance may be filed by an individual employee, or by the Union on behalf of an employee who is otherwise eligible to file a grievance. Should a decision not be rendered within the stipulated time limit, the aggrieved employee may immediately appeal to the next step of this procedure. A grievance may be considered settled if the decision at any level is not appealed within the specified time limit. A summary of the grievance procedure and application time requirements is attached as Appendix B. All grievances shall be filed in accordance with this procedure. A grievance is defined as any dispute involving the interpretation, application or alleged violation of:
(a) The current MOU between the City and the Union;
(b) The City’s Personnel Regulations, policies or procedures;
(c) A dispute involving any disciplinary action taken against a permanent employee or probationary promotional employee (as used in this Article, discipline is defined as any dismissal, suspension, or demotion.)’
(d) Performance evaluations resulting in a step decrease. The following matters are specifically excluded from consideration under the Grievance Procedure: The determination of the contents of job classifications; The determination of procedures and standards of selection for employment or promotions; Items which require a capital expenditure; Item subject to the Meet and Confer process as defined in the California Government Code; All City rights specified in this Agreement and in the City’s Employer-Employee Relations Resolution; DocuSign Envelope ID: 3BD895AF-9A07-45F3-95E2-24CCAB4AB236 Performance evaluations resulting in the non-award of a scheduled step increase. The content of documented oral counseling, written reprimands/warning and performance evaluations are not grievable, but may be discussed directly with the Department Head, the Administrative Services Director, and subsequently with the City Manager.
Definition, Scope and Right to File. A grievance may be filed by an individual employee, or jointly by a group of employees, or by an employee organization. Grievances may be processed and appeals may be filed on behalf of an employee who has completed the required initial probationary period and attained permanent status. All grievances shall be filed in accordance with this procedure. A grievance is a claimed violation, misinterpretation, inequitable application or non- compliance with a memorandum of understanding, City ordinance, resolution, rule or regulation affecting working conditions. Disputes over individual disciplinary actions are not considered grievances and are addressed in Rule 7.
Definition, Scope and Right to File. A grievance may be filed by an individu al employee, or jointly by a group of employees, or by the Union on behalf of an employee(s) who is otherwise eligible to file a grievance. Should a decision not be rendered within the stipulated time limit, the aggrieved employee may immediately appeal to the next step of this procedure. A griev- ance may be considered settled if the decisi on at any level is not appealed within the specified time limit. (A summary of the Grievance Procedure and applicable time requirements is attached as Appendix E.) All grievances shall be filed in accordan ce with this procedure. A grievance is defined as any dispute involving the interpretation, application or alleged violation of:
(a) The current Memorandum of Understanding between the City and Local 715, SEIU.
(b) The City's Personnel Rules and Regulations.
(c) An infringement of an employee's pe rsonal rights, such as discrimination, harassment or the capricious use of supervisory or management authority.
(d) A dispute involving any disciplinary action taken agains t a permanent or probationary promotional employee (as us ed in this Article, discipline is defined as any dismissal, suspension, demotion, salary decrease or loss of an individual's extra compensation o pportunities for a pr ospective period of time).
(e) Performance evaluations resulting in a step decrease. The following matters are specifically excluded from consideration under the Grievance Procedure: • The determination of the contents of job classifications; • The determination of procedures and standards of selection for employment or promotion; • Items which require a capital expenditure; • Items subject to the Meet and Confer process as defined in the California Government Code; • All City rights specifie d in this Agreement an d in the City's Employer- Employee Relations Resolution; • The release of an employee during his /her orig inal probation period; • Performance evaluations resulting in the non-award of a scheduled step increase. The content of documented oral counselings, written reprimands / warnings and performance evaluations are not grievable, but may be appealed directly to the Department Head and subsequently to the Employee Services Director. An employee who wishes to appeal one of the above written documents must follow the procedures and timelines as described in Sectio ns 21.4 and 21.5 below. The decision of the Employee Servic es Director shall be final.
Definition, Scope and Right to File. A. This procedure applies to all probationary and regular employees unless an applicable memorandum of understanding (collective bargaining agreement) provides otherwise.
B. A grievance is a claimed violation, misinterpretation, inequitable application or non-compliance with provisions of:
Definition, Scope and Right to File. This procedure applies to all probationary and regular employees unless an applicable memorandum of understanding (collective bargaining agreement) provides otherwise.