Common use of Filing and Processing Clause in Contracts

Filing and Processing. A. Filing A grievance must be filed within thirty (30) days of the occurrence giving rise to the grievance, or the date the grievant knew or could reasonably have known of the occurrence, whichever is later. For discipline, disability separation, and layoff grievances, the date the grievant could have reasonably known is the date of notice. This thirty (30) day period will be used to attempt to informally resolve the dispute. B. Processing Step 1 Responsible Supervisor or Designee: If the issue is not resolved informally, the Union may present a written grievance to the Human Resources Office, within the thirty (30) day period described above. The responsible supervisor, manager or designee will meet or confer by telephone with a Union representative and the grievant within fifteen (15) days of receipt of the grievance, and will respond in writing to the Union within fifteen (15) days after the meeting or conference. Step 2 Appointing Authority or Designee: If the grievance is not resolved at Step 1, the Union may move it to the next step by filing it to the Human Resources Office, within fifteen (15) days of the grievant’s receipt of the Step 1 decision. The Appointing Authority or designee will meet or confer by telephone with a Union representative and the grievant within fifteen (15) days of receipt of the appeal and will respond in writing to the Union within fifteen (15) days after the meeting or conference. Step 3 Agency Head or Designee: If the grievance is not resolved at Step 2, the Union may move it to the next step by filing it with the Agency Head, with a copy to the Human Resources Office, within fifteen

Filing and Processing. A. Filing and Informal Resolution Period A grievance must be filed within thirty twenty-eight (3028) days of the occurrence giving rise to the grievance, grievance or the date the grievant knew or could reasonably have known of the occurrence, whichever is later. For discipline, disability separation, and layoff grievances, the date the grievant could have reasonably known is the date of notice. This thirty twenty-eight (3028) day period will be used to attempt to informally resolve the dispute. . B. Processing Step 1 Responsible Supervisor or DesigneeHuman Resources: If the issue is not resolved informally, the Union may present a written grievance to the Human Resources Office, Office within the thirty twenty-eight (3028) day period described above. The responsible supervisor, manager Human Resources Manager or designee will meet or confer by telephone with a Union representative Representative and the grievant within fifteen (15) days of receipt of the grievance, and will respond in writing to the Union within fifteen (15) days after the meeting or conferencemeeting. Step 2 Appointing Authority or DesigneeChief Administrative Law Judge: If the grievance is not resolved at Step 1, the Union may move it to the next step Step 2 by filing it to with the Human Resources Office, Chief Administrative Law Judge within fifteen (15) days of the grievantUnion’s receipt of the Step 1 decision. The Appointing Authority Chief ALJ or designee will meet or confer by telephone with a Union representative Representative and the grievant within fifteen (15) days of receipt of the appeal appeal, and will respond in writing to the Union within fifteen (15) days after the meeting or conferencemeeting. Step 3 Agency Head Pre-Arbitration Review Meetings or DesigneeMediation: If the grievance is not resolved at Step 2, the Union may move it to the next step request either a pre-arbitration review meeting (PARM) or mediation, as follows. A PARM may be requested by filing it the written grievance including a copy of all previous responses and supporting documentation with the Agency Head, LRS at ▇▇▇▇▇.▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇.▇▇▇ with a copy to the AGO’s Human Resources OfficeResource Office at ▇▇▇▇▇@▇▇▇.▇▇.▇▇▇ within thirty (30) days of the Union’s receipt of the Step 2 decision. Within fifteen (15) days of the receipt of all the required information, the LRS will discuss with the Union whether a PARM will be scheduled with the LRS, an AGO representative, and the Union’s staff representative to review and attempt to settle the dispute. If the parties are unable to reach agreement to conduct a meeting, the LRS will notify the Union in writing that no PARM will be scheduled. If the parties agree to conduct a meeting, within fifteenthirty (30) days of receipt of the request, a PARM will be scheduled. The meeting will be conducted at a mutually agreeable time. The proceedings of the PARM will not be reported or recorded in any manner, except for agreements that may be reached by the parties during the course of the meeting. Statements made by or to any party or other participant in the meeting may not later be introduced as evidence, may not be made known to an arbitrator or hearings examiner at a hearing, or may not be construed for any purpose as an admission against interest, unless they are independently admissible.

Filing and Processing. A. Filing A grievance must be filed within thirty (30) days of the occurrence giving rise to the grievance, or the date the grievant knew or could reasonably have known of the occurrence, whichever is later. For discipline, disability separation, and layoff grievances, the date the grievant could have reasonably known is the date of notice. This thirty (30) day period will be used to attempt to informally resolve the dispute. B. Processing Step 1 Responsible Supervisor or Designee1: Human Resources Office Designee If the issue is not resolved informally, the Union may present a written grievance to the Human Resources Office, within the thirty (30) day period described above. The responsible supervisor, manager or Human Resources Office will designate who will hear the grievance at Step 1. The designee will meet in person or confer by telephone with a Union representative shop ▇▇▇▇▇▇▇ and/or staff representative, and the grievant within fifteen twenty-one (1521) days of receipt of the grievance, and will respond in writing to the Union within fifteen twenty-one (1521) days after the meeting or conferencemeeting. The employer will arrange the Step 1 grievance meeting. In the event that the grievant does not attend the meeting, the Union will present the grievance on the grievant’s behalf. Step 2 Appointing Authority 2: President/Chancellor or Designee: Designee If the grievance is not resolved at Step 1, the Union may move it to the next step by filing it to with the Human Resources Office, within fifteen (15) days of the grievantUnion’s receipt of the Step 1 decision. The Appointing Authority President/Chancellor or designee will meet in person or confer by telephone with a Union shop ▇▇▇▇▇▇▇ or staff representative and the grievant within fifteen twenty-one (1521) days of receipt of the appeal appeal, and will ▇▇▇▇ respond in writing to the Union within fifteen twenty-one (1521) days after the meeting or conference. Step 3 Agency Head or Designee: meeting. If a designee is selected it will not be the same designee who heard the grievance is not resolved at Step 21. The employer will arrange the Step 2 grievance meeting. In the event that the grievant does not attend the meeting, the Union may move it to will present the next step by filing it with grievance on the Agency Head, with a copy to the Human Resources Office, within fifteengrievant’s behalf. Step 3: Mediation or Pre-Arbitration Review Meetings (PARM)