Formal Grievance - Step 2 (Immediate Supervisor/Director Sample Clauses

The 'Formal Grievance - Step 2 (Immediate Supervisor/Director)' clause outlines the process for escalating a workplace grievance to the immediate supervisor or director after initial informal resolution attempts have failed. In this step, the employee submits a written complaint to their supervisor or director, who is then required to review the grievance, meet with the employee, and provide a formal response within a specified timeframe. This clause ensures that grievances are addressed at a higher management level, providing a structured opportunity for resolution and helping to ensure that employee concerns are formally acknowledged and considered.
Formal Grievance - Step 2 (Immediate Supervisor/Director. 1) If an alleged violation is not resolved through the informal step to the satisfaction of the grievant, a formal grievance may be initiated. Such grievance must be initiated no later than thirty (30) workdays after the occurrence of the act or omission giving rise to the grievance, provided the grievant knew or should have known of the event or circumstances. 2) A formal grievance shall be initiated in writing on a form prescribed by the Employer and approved by the Union and shall be filed with the immediate supervisor. The form shall be completed to show the following: a) Grievant(s) name and work location. b) Grievant(s) work function. c) The date the grievance is delivered to the immediate supervisor. d) The provision(s) of the agreement alleged to have been violated. e) The circumstances of the grievance (concise statement of the facts constituting the alleged violation with dates, names and places as appropriate). f) The remedy sought by the grievant(s). g) The name of the representative, if any, chosen by the grievant(s).
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Related to Formal Grievance - Step 2 (Immediate Supervisor/Director

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief ▇▇▇▇▇▇▇ and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Formal Grievance Step 1 6

  • Individual Grievance Subject to clause 19.5 and as provided in section 208 of the PSLRA, an employee is entitled to present a grievance in the manner prescribed in clause 19.10 if the employee feels aggrieved (a) by the interpretation or application in respect of the employee, of (i) a provision of a statute or regulation, or a by-law, direction or other instrument made or issued by the Council, dealing with terms and conditions of employment; or (ii) a provision of a collective agreement or an arbitral award; or (b) as a result of any other occurrence or matter affecting the employee’s terms and conditions of employment.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.