Common use of Formal Written Grievance Clause in Contracts

Formal Written Grievance. A formal written grievance may be advanced to Step 2 or Step 3 by mutual agreement of the parties. 17.3.1 Step 1. Should the grievance not be settled through the informal procedures, the Union ▇▇▇▇▇▇▇ shall submit it to the Union Grievance Committee. The Grievance Committee, if they find the grievance justified, shall within twenty-three (23) working days from the employer’s response to the informal complaint, reduce the grievance to written form, in three (3) copies, including specific violation, background information and remedies sought, and submit it to the employee's Elected Official/Department Head or his/her designee. The Sheriff or his/her designee shall, within five (5) working days of receipt of the Grievance Committee's formal written complaint, shall schedule a meeting for the purpose of hearing the complaint. The Sheriff or his/her designee shall answer the complaint in writing within ten (10) working days after the hearing. 17.3.2 Step 2. Should the grievance not be settled in Step 1, it shall be submitted in writing within five (5) working days, of receipt of the Sheriff or his/her designee's decision, to the Senior Human Resources Director or his/her designee. Within five (5) working days of receipt of the complaint, the Sr Human Resources Director and/or designee will set a date to hear the complaint. The Sr Human Resources Director and/or designee shall respond to the Union Representative and the Grievance Committee with ten (10) working days of this meeting. 17.3.3 Step 3. Should the grievance not be settled in Step 2, either party may request arbitration, within thirty (30) working days after the reply of the Sr Human Resources Director and/or designee is due, by written notice to the other. A simultaneous request for a list of eleven (11) arbitrators from the Washington State Public Employment Relations Commission shall be initiated. The arbitrator shall be selected by the County and the Union within seven (7) days after the list is received. Both the County and the Union shall have the right to strike one (1) name from the panel. The process shall be repeated and the remaining name shall be the arbitrator for the grievance.

Formal Written Grievance. A formal written grievance may be advanced to Step 2 or Step 3 by mutual agreement of In the parties. 17.3.1 Step 1. Should event the employee believes the grievance has not be settled through the informal proceduresbeen satisfactorily resolved, the Union ▇▇▇▇▇▇▇ employee shall submit it the grievance in writing to the Union Grievance Committee. The Grievance Committee, if they find the grievance justified, shall within twenty-three (23) working days from the employer’s response to the informal complaint, reduce the grievance to written form, in three (3) copies, including specific violation, background information and remedies sought, and submit it to the employee's Elected Official/Department Head or his/her designee. The Sheriff or his/her designee shall, within five (5) working days of receipt of the Grievance Committee's formal written complaint, shall schedule a meeting for the purpose of hearing the complaint. The Sheriff or his/her designee shall answer the complaint in writing supervisor within ten (10) working days after receipt of the hearing. 17.3.2 Step 2immediate supervisor's verbal response. Should The grievant shall file one (1) copy with the Human Resources Department. If the grievance is not be settled in Step 1presented within the time limits provided herein, it shall be submitted in writing within five (5deemed not to exist. Such written grievance shall: 1. Fully describe the grievance and how the employee(s) working days, of receipt was/were adversely affected; 2. Set forth the section(s) of the Sheriff Memorandum of Understanding, allegedly violated; 3. Indicate the date(s) of the incident(s) grieved; 4. Specify the remedy or solution to the grievance sought by the employee(s); 5. Identify the grievant and be signed by the grievant; 6. Identify the person, if any, chosen by the grievant to be his/her designee's decisionrepresentative. No modifications in the basic violation being alleged pursuant to this grievance procedure shall be made subsequent to filing of a grievance unless mutually agreed to by both the County and the grievant or the grievant’s representative. However, to corrections in citations or other clarifying amendments can be made at any time by the Senior Human Resources Director grievant or his/her designeethe grievant‘s representative. Within five seven (57) working days of receipt of the complaintgrievance, the Sr Human Resources Director and/or designee will set a date immediate supervisor shall: 1. Meet the grievant to hear discuss the complaintgrievance at the request of either party (i.e., the grievant, the grievant’s representative or the supervisor); 2. The Sr Human Resources Director and/or designee shall respond ▇▇▇▇▇▇▇ his/her written decision outlining the reasons behind the decision to the Union Representative grievant and his/her representative within three (3) working days following the Grievance Committee with meeting, if held, or, if no meeting was held, within ten (10) working days of the receipt of the grievance. Any grievance settled at this meeting. 17.3.3 step shall be subject to the review and confirmation of the respective department head before the settlement may become effective. Such review will occur within five (5) working days or the grievance will automatically be moved to Step 3. Should In the grievance event the department head does not be settled in confirm the settlement, the grievant may initiate Step 2, either party may request arbitration, within thirty (30) working days after the reply 3 of the Sr Human Resources Director and/or designee is due, by written notice to the other. A simultaneous request for a list of eleven (11) arbitrators from the Washington State Public Employment Relations Commission shall be initiated. The arbitrator shall be selected by the County and the Union within seven (7) days after the list is received. Both the County and the Union shall have the right to strike one (1) name from the panel. The process shall be repeated and the remaining name shall be the arbitrator for the grievancethis procedure.

Formal Written Grievance. A formal written grievance may be advanced to Step 2 (Senior Operation Manager) Within 20 working days after the event that was the basis for the grievance, or Step 3 by mutual agreement within 20 working days of the parties. 17.3.1 Step 1time when the grievant reasonably should have known of the event that gave rise to the grievance, the grievant shall present a grievance, in writing to the Senior Operation Manager or designee. Should A representative of the Union shall be permitted to be present when the grievance not be settled through is presented. If the informal proceduresgrievant requests a meeting, the Union ▇▇▇▇▇▇▇ Senior Operation Manager or designee shall submit it to schedule a meeting within the Union Grievance Committee. The Grievance Committee, if they find the grievance justified, shall within twenty-three (23) working days from the employer’s response to the informal complaint, reduce the grievance to written form, in three (3) copies, including specific violation, background information and remedies sought, and submit it to the employee's Elected Official/Department Head or his/her designee. The Sheriff or his/her designee shall, within five (5) working days of receipt and a representative of the Grievance Committee's formal written complaint, Union shall schedule a meeting for the purpose of hearing the complaintbe permitted to be present. The Sheriff Senior Operation Manager or his/her designee shall answer communicate the complaint decision in writing to the grievant and to the Union, within ten (10) working days after receiving the hearing. 17.3.2 grievance. [begin deletion] 42. Step 2. Should the grievance not be settled in Step 1, it shall be submitted in writing within five (5) working days, : Appeal to Manager Designated By Director of receipt of the Sheriff Transportation The grievant or his/her designee's decision, to the Senior Human Resources Director or his/her designee. Within five (5) working days of receipt of the complaint, the Sr Human Resources Director and/or designee will set a date to hear the complaint. The Sr Human Resources Director and/or designee shall respond to the Union Representative and may appeal from the Grievance Committee with ten decision at Step 1 within fifteen (10) working days of this meeting. 17.3.3 Step 3. Should the grievance not be settled in Step 2, either party may request arbitration, within thirty (3015) working days after the reply Step 1 decision. This appeal shall be in writing and shall set out fully the basis of the Sr Human Resources grievance. The appeal shall be made to a Manager designated by the Director and/or designee is dueof Transportation. The Designated Manager shall conduct a meeting on the grievance. Withinfifteen (15) working days of receiving the grievance the Designated Manager shall render his/her written decision, by written notice sending it to the other. A simultaneous request for a list of eleven (11) arbitrators from the Washington State Public Employment Relations Commission shall be initiated. The arbitrator shall be selected by the County Union representative and the Union grievant. [end deletion] At any time within seven [begin deletion] five (75) [end deletion] [begin addition] ten (10) [end addition] working days after the list is receivedStep [begin deletion] 2 [end deletion] [begin addition] 1 [end addition] decision, the grievant or the Union may appeal the Step 2 decision, in writing, to the Manager, Employee & Labor Relations or designee. Both Manager, Employee & Labor Relations or designee shall conduct a meeting on the County grievance within fifteen (15) working days after receipt of the appeal, and the grievant and the Union shall have be given notice of the right meeting and an opportunity to strike one be heard. Within fifteen (115) name from working days after the panel. The process meeting, the Manager, Employee & Labor Relations or designee shall be repeated render a written decision and deliver a copy of the remaining name shall be decision to the arbitrator for grievant and to the grievanceUnion.

Formal Written Grievance. A In the event the parties are not able to resolve a matter informally, an employee may file a formal written grievance may be advanced to as follows: Step 1 The Union will provide the Chief of EMS Operations a written grievance within 20 calendar days from the date the employee knows or should have known of the alleged violation. The written grievance will include the facts of the dispute, including date, place and time; the names of any known witnesses; the specific contract provision considered in dispute; and the proposed remedy. The Chief of EMS Operations will review the grievance and provide a written response within 20 calendar days of receipt from the employee. The Step 2 If the grievance remains unresolved after Step 1, the employee or a Union representative within 20 calendar days of receiving the written answer in Step 1 may submit the written grievance to the District Board. The Board will provide a written response within 30 calendar days of receipt. Step 3 Mediation: If the Union is not satisfied with the decision provided by mutual agreement of the parties. 17.3.1 Board at Step 1. Should the grievance not be settled through the informal procedures2, the Union ▇▇▇▇▇▇▇ shall will submit it to the Union Grievance Committee. The Grievance Committee, if they find the grievance justified, shall to PERC mediation within twenty-three fourteen (2314) working calendar days from the employerdue date of the Board’s response response. Parties agree to share the cost (50% each) of the mediator. Unless otherwise agreed by the parties, the period for mediation will be limited to 120 days, starting from timely notice of mediation by the moving party. The parties must meet at least one time and agree to meet in good faith to resolve the dispute. Thereafter, if a party does not seek to proceed with mediation, the party must declare impasse on the grievance. Termination cases are not subject to the informal complaint, reduce mediation process and may move to the next step. The parties may mutually agree to forego mediation. Step 4 Arbitration: If the grievance remains unresolved after conclusion of the mediation process, the Union may file for Arbitration. Failure to written form, in three (3) copies, including specific violation, background information and remedies sought, and submit it to the employee's Elected Official/Department Head or his/her designee. The Sheriff or his/her designee shall, file for Arbitration within five (5) working 30 days of receipt declaration of the Grievance Committee's formal written complaint, shall schedule a meeting for the purpose of hearing the complaint. The Sheriff or his/her designee shall answer the complaint in writing within ten (10) working days after the hearing. 17.3.2 Step 2. Should impasse will render the grievance not be settled in Step 1, it shall be submitted in writing within five (5) working days, of receipt of the Sheriff or his/her designee's decision, to the Senior Human Resources Director or his/her designee. Within five (5) working days of receipt of the complaint, the Sr Human Resources Director and/or designee will set a date to hear the complaint. The Sr Human Resources Director and/or designee shall respond to the Union Representative withdrawn and the Grievance Committee with ten (10) working days of this meetingmoot. 17.3.3 Step 3. Should the grievance not be settled in Step 2, either party may request arbitration, within thirty (30) working days after the reply of the Sr Human Resources Director and/or designee is due, by written notice to the other. A simultaneous request for a list of eleven (11) arbitrators from the Washington State Public Employment Relations Commission shall be initiated. The arbitrator shall be selected by the County and the Union within seven (7) days after the list is received. Both the County and the Union shall have the right to strike one (1) name from the panel. The process shall be repeated and the remaining name shall be the arbitrator for the grievance.