Formal Grievance Procedure Sample Clauses
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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.
2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request.
3. Internal Steps in the Procedure
a. Step One: The Director of Human Resources
(1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form.
(2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties.
(3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision.
(4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form.
(5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.
Formal Grievance Procedure. A. If the parties are unable or unwilling to resolve a grievable concern or problem through the informal process described in Section 6.01 above, a formal grievance may be filed under this section.
Formal Grievance Procedure a. STEP 1
i. Within five (5) working days after receiving an unsatisfactory answer at the informal resolution stage, the grievant(s) shall file a formal, written grievance with the supervisor utilizing grievance form (Addendum D).
ii. The supervisor shall, within seven (7) working days, have a meeting with the grievant(s), and, if requested, the grievant(s)’ representative.
iii. Within seven (7) working days thereafter, the supervisor shall give a written reply to the grievant(s), and the grievant(s)’ representative.
iv. If the grievance is not settled in Step 1 the grievant(s) shall proceed to Step 2 of the formal grievance procedure.
b. STEP 2
i. In the event the grievant is the Association, the grievance may commence directly at Step 2 within fifteen (15) working days from the event creating the grievance or from the date that the association gains knowledge of such event.
ii. Within five (5) working days of receiving an unsatisfactory answer from the supervisor in Step 1, the grievant(s) shall present the written grievance in writing to the Department Head or his/her designee.
iii. The Department Head, or his/her designee, shall render a decision in writing to the grievant(s) within seven (7) working days after receiving the grievance.
iv. If the grievance is not settled in Step 2, then grievant(s) shall proceed to Step 3 of the formal grievance procedure.
c. STEP 3
i. Within ten (10) working days of the written decision, the employee may advance the grievance and/or appeal to the County Manager.
ii. Within ten (10) working days of receipt of a timely submitted grievance and/or appeal, the County Manager shall reply in writing.
iii. Within ten (10) working days of receipt of the County Manager’s reply, if the grievance and/or appeal is not settled in Step 3, then grievant(s) shall proceed to Step 4 of the formal grievance procedure.
iv. In order for a non-disciplinary grievance to proceed from this point, the Association must by agreement of their board, become the grievant. No individual non-discipline grievant may proceed past Step 3 without the Association support. In the event of a discipline grievance in which the employee is proceeding without Association support, the cost of the grievance otherwise chargeable to the Association, shall be the employee’s responsibility.
d. STEP 4
i. Within five (5) working days of receiving an unsatisfactory reply from the County Manager in Step 3, the grievant(s) shall notify the Department Head, County Manager, ...
Formal Grievance Procedure. Stage 1:
a. Within ten (10) working days of the initiation of a grievance, the appropriate ▇▇▇▇, or her designate, and the President of the Union, or her designate, shall meet to attempt to resolve the grievance. It is understood that the ▇▇▇▇ may choose to invite the appropriate Chair/Program Director to attend this meeting.
b. The Parties shall attempt to resolve the grievance for a period of up to ten (10) working days starting with the meeting outlined in Article 7.08 (a).
c. If the grieving Party is not satisfied with the disposition of the grievance after the ten (10) working day period outlined in Article 7.08 (b), the grieving Party may submit the grievance to Stage 2, provided that it acts within ten (10) working days from having received the formal response from Stage 1, or if no response has been received, from the date of the meeting outlined in Article 7.08 (a). Stage 2:
d. Within ten (10) working days of the initiation of a grievance to Stage 2, the Associate Vice President, Human Resources, or her designate, and the President of the Union, or her designate, shall meet to attempt to resolve the grievance.
e. The Party receiving formal notice shall make formal written response within ten
Formal Grievance Procedure. (a) Step I: The Chancellor shall submit the grievance to a “Grievance Advisory Committee” consisting of two (2) faculty Members chosen by the UNKEA, none of whom is a member of the grievant’s department, and two (2) administrators chosen by the Chancellor, neither of whom has line authority over the grievant. The Committee shall undertake such investigations as it deems necessary, based on the circumstances, and shall issue its recommendation to the Chancellor within twenty-one (21) calendar days. The Chancellor shall issue a written decision within seven (7) calendar days following receipt of the recommendation of the Grievance Advisory Committee. If transcripts of Advisory Committee proceedings and hearings are created, they will be made available to the grievant and involved parties at their request and at their own expense. Step II:
(a) The Grievant and/or the UNKEA shall have seven (7) calendar days from receipt of the Chancellor’s decision to appeal that decision to the Board of Regents or its designee. The Board, or its designee, shall schedule a conference at ▇▇▇▇▇▇ ▇▇▇▇ in Lincoln, Nebraska, with the Grievant and/or the UNKEA no sooner than fourteen (14) calendar days and no later than sixty (60) calendar days following the date on which the request for review was received. Upon the request of the grievant the conference may be in the form of a hearing held in accordance with the rules of the Nebraska Supreme Court. The proceedings will be tape-recorded and at the grievant’s request and expense a transcript will be made available. Other expenses of the hearing should any be incurred will be shared equally by the Board and the UNKEA and/or the grievant. The grievant will have the right to be heard and to call witnesses on his/her behalf. The Board, or its designee, shall thereupon undertake such further investigation as it, in its sole discretion, may deem necessary or appropriate and shall, within thirty (30) calendar days following the conclusion of the review conference or hearing, issue its written decision to the Grievant and the UNKEA stating the final position of the University administration with respect to the Grievance.
Formal Grievance Procedure. Step 1. Within twenty (20) working days of the occurrence, or discovery of an alleged grievance, the formal grievance procedure may be initiated by an employee or PMA filing an appropriate Notice of Grievance form with the Deputy of Human Resources or designee. A copy shall be provided to the Labor Relations Unit and PMA.
1. A meeting with the employee, PMA, Labor Relations Unit, the applicable manager and other parties shall take place for the purpose of attempting to resolve and/or clarify the issues of the grievance within fifteen (15) working days of receipt of the formal grievance.
2. The Deputy of Human Resources or his/her designee shall issue a decision in writing within fifteen (15) working days of the formal Grievance meeting. A copy shall be directed to PMA, grievant, applicable manager and Labor Relations Unit.
3. All steps of the grievance procedure shall be utilized unless the parties mutually agree to waive one or more steps. If the employee or PMA fail to process a grievance within the specified time limits, the grievance shall be deemed concluded on the basis of the last decision reached. If the District fails to respond within the specified time limits, the grievant may appeal to the next step, within the specified time limits. Time limits in this article may be extended if mutually agreed upon by the parties in writing.
Formal Grievance Procedure. If a complaint is not resolved through the informal resolution procedure, a formal grievance may be submitted in writing by the grievant or HCAFA to the appropriate ▇▇▇▇ no later than twenty five (25) days after the date of the occurrence giving rise to the grievance or from the date when the grievant might reasonably have become aware of the occurrence. The formal written grievance shall clearly identify the grievant(s), summarize known relevant facts, identify all provisions of the Agreement allegedly violated, and describe the remedy which is being requested. The ▇▇▇▇ will meet with the grievant and HCAFA representative(s) to review the grievance no later than ten (10) days after receipt of the grievance. The ▇▇▇▇ shall provide a written response to the grievant with a copy to HCAFA no later than ten
Formal Grievance Procedure. In the event that a bargaining unit member believes there is a grievance he/she shall file with the Supervisor a written grievance within ten (10) working days of the alleged violation or the decision at the informal level. The grievance shall contain the following information.
A. A concise statement of facts alleging the violation.
B. The specific section of this agreement alleged to have been violated.
C. A relief requested.
D. The name or names of all of the grieving parties. Steps to be followed:
1. Within five (5) working days of receipt of the grievance, the Supervisor shall meet with the bargaining unit member in an effort to resolve the grievance. The manager shall indicate, in writing, his/her disposition of the grievance within five (5) working days of such meeting, and furnish a copy to the Union, ▇▇▇▇▇▇▇, the grieving employee(s) and file a copy in a permanent file in the personnel office.
2. If the decision of the Supervisor is unsatisfactory to the grieving employee(s) or the Union, and further hearing is desired, he/she or they shall file a written grievance within five (5) days to the Assistant Superintendent. Within ten (10) days of receipt of a grievance, the Assistant Superintendent shall schedule a hearing. Within seven (7) days of the hearing on the grievance, the District shall render a decision in writing, transmitting a copy to the Union and to the grieving employee(s) and file a copy in a permanent file in the personnel office.
3. If the decision of the District is unsatisfactory to the employee(s) or the Union, he/she or they shall within fifteen (15) days of the date of said decision may, by written notice to the other party, elect to submit a grievance to arbitration. The Secretary-Treasurer and/or Executive Board of the Local Union shall have the right to determine whether or not the grievance is qualified to be submitted for arbitration by the Union. The arbitrator shall be mutually agreed to by the parties, or if they cannot agree, the arbitrator shall be selected through the American Arbitration Association or Federal Mediation and conciliation Service in accordance with each agency’s respective rules. The arbitrator shall give both parties full opportunity to present evidence and argue the grievance orally, or in writing, and shall be found by the transcript of the testimony and exhibits. In the event of a refusal by either party to submit to or appear at the arbitration hearing, the arbitrator shall have jurisdiction to pr...
Formal Grievance Procedure a. If the grievance is not resolved in Step 2, the grievant may, within five (5) days of the receipt of the Superintendent’s answer, submit to the Superintendent, or his designated representative, the original grievance statement in writing. The Superintendent or his designated representative shall meet and discuss the grievance with the employee before answering the grievance in writing. Such answer shall be given within five (5) days of this discussion.
Formal Grievance Procedure. Formal grievance procedure after exhaustion of the informal grievance procedure shall proceed as follows: