General Grievance Procedures Sample Clauses

The General Grievance Procedures clause establishes a formal process for addressing and resolving complaints or disputes that may arise between parties, such as employees and employers or contractual partners. Typically, it outlines the steps involved in submitting a grievance, the timeline for responses, and the methods for escalating unresolved issues, such as moving from informal discussions to formal hearings or mediation. This clause ensures that all parties have a clear, structured avenue for voicing concerns and seeking resolution, thereby promoting fairness and minimizing the risk of unresolved conflicts escalating.
General Grievance Procedures. The purpose of this Procedure is to secure, at the lowest possible level, equitable solutions to the problems which may, from time to time, arise affecting unit members. These proceedings will be kept informal and confidential as appropriate at any level in the procedure. A. Each level should be processed as rapidly as possible. The number of days indicated for settlement or appeal at each level should be considered a maximum. The time limits can be extended by written mutual consent of the parties involved at any level. B. The district recognizes the unit member’s right to grievance representation by the Association. C. There shall be no restraint, interference, discrimination, or reprisal exerted on a unit member concerned with the resolution of grievances. ▇. ▇▇▇▇▇▇▇ at any level by the grievant to appeal a grievance to the next level within the specified time limits shall be deemed to be acceptance of the decision rendered at that level. Failure at any level to communicate the decision in writing on a grievance within the specified time limits shall permit the grievant to proceed to the next level. E. All documents, communications, and records during the processing of a grievance shall be filed separately from the district personnel files of the participants. F. Forms for processing grievances shall be prepared by the superintendent in cooperation with the Association and shall be printed and given appropriate distribution by the parties so as to facilitate operation of the procedure. A copy of the grievance form is attached as Appendix I. G. Every attempt shall be made to avoid interruption of classes as a result of implementing the Procedure. Should the investigation or processing of a grievance require that a unit member and/or the Association representative be released from their regular assignment, with permission from the administrator, the unit member and/or representative shall be released without loss of pay or benefits. H. Involvement of students in all phases of the Procedure will be avoided. However, names of students shall be made available when their testimony as witnesses to the event in question becomes essential in the grievance proceedings. I. Grievances above Level One will be processed after the regular working day unless an exception is mutually agreed to by the Association and the district. J. In the event a grievance is filed at such time that it cannot be processed through all the levels in the Procedure by the end of the school...
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General Grievance Procedures a) Where a dispute involving a question of dismissal for cause occurs the Employer and the Union agree to bypass Steps 1 and 2 of the Article. b) Written statements, grievances and replies to grievances shall be sent by email simultaneously to all applicable parties followed by regular mail at all stages of the grievance procedure. c) Grievances resolved within the time allowed shall include an effective date of settlement. d) The time limits fixed in the Grievance Procedure may be extended by mutual consent of the parties to this Agreement. If a grievance has not advanced to the next step within the specified time limit in each step set out above, or extended by consent, it shall be deemed to be settled on the basis of the decision given at the previous step and all rights of further recourse to the grievance procedure shall be at an end. e) At any stage of the Grievance Procedure, the parties may have the assistance of the Employee(s) concerned as witnesses and any other witnesses and all reasonable arrangements will be made to permit the conferring parties to have access to any part of the Employer's premises and/or records pertinent to members of the Local to view any working conditions which shall be relevant to the settlement of the grievance. f) The Employer agrees that the Union may have the assistance of a representative of the Canadian Union of Public Employees in any negotiations or discussions between the parties of this agreement.
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General Grievance Procedures. All meetings, conference, hearings, etc., regarding grievances shall be held after normal school hours or at other times when they would not interfere with normal school duties. Any member of the bargaining unit may bring matters of personal concern to the attention of the appropriate Bargaining Unit Members’ representatives and officials in accordance with applicable laws and rules, and may choose his/her own representative or appear alone in a grievance or appeal proceeding with the exception that the HFA President must be informed immediately of any decision surrounding the case.
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General Grievance Procedures. Definition of “Grievance” shall mean an allegation by an employee or group of employees that there has been to them a violation of any provisions of this Agreement. A formal grievance must be initiated by the aggrieved within fifteen (15) working days from occurrence thereof or of the grievant’s first knowledge thereof. Failure by the employee to submit the grievance in accordance with time limits shall constitute abandonment of the grievance. Failure by the District to submit a reply within the specified time limits shall permit the aggrieved to proceed to the next level. To initiate a formal grievance it must be put in writing using approved District forms. A written grievance shall include a succinct statement of fact constituting the grievance, including the management action or inaction being grieved, the contract article or articles and sections or paragraphs thereof alleged to have been violated, and the specific remedy sought. It is expected that a large majority of grievances will be settled at an informal level. There shall be no restraint, interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in good faith for resolution of grievances. The grievant may seek assistance and advice from their Union. They may request the presence of a Union representative or consultant at any step in the procedure. Further considerations in the general procedures are:
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General Grievance Procedures. After a written grievance has been initiated by the Union, the City’s Representative shall not enter into discussion or negotiation with respect to the grievance, either directly or indirectly with the Grievor without the consent of the Union. An Employee who believes that they have a problem arising out of the interpretation, application, administration or alleged violation of the Collective Agreement, shall first discuss the matter with their immediate Supervisor within five
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General Grievance Procedures. Definition of “Grievance” shall mean a complaint by an employee or group of employees: that there has been to him/her (them) a violation of inequitable application of any provisions of this Agreement. A formal grievance must be initiated by the aggrieved within fifteen (15) working days from occurrence thereof or of the grievant’s first knowledge thereof. Failure by the employee to submit the grievance in accordance with time limits shall constitute abandonment of the grievance. Failure by the District to submit a reply within the specified time limits shall permit the aggrieved to proceed to the next level. To initiate a formal grievance it must be put in writing using approved District forms. A written grievance should specify a succinct statement of fact constituting the grievance, including the management action or inaction being grieved, the contract article or articles and sections or paragraphs thereof alleged to have been violated, and the specific remedy sought. It is expected that a large majority of grievances will be settled at an informal level. There shall be no restraint, interference, discrimination, or reprisal exerted on any employee choosing to use the procedures in good faith for resolution of grievances. The complainant may seek assistance and advice from his/her representative organization. He/she may request the presence of a representative or consultant at any step in the procedure. The person against whom the complaint is made may also request the presence of a representative or consultant at any step in the procedure. Further considerations in the general procedures are:
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General Grievance Procedures. The employee alleging a grievance shall initially discuss it with the Chief School Administrator engaged by the Board of Education. Should a conference with the Chief School Administrator fail to effect a resolution thereof, the decision or disposition made of the matter by the Chief School Administrator may be appealed to the Board of Education. The appeal shall be made in writing setting forth the nature thereof, the written disposition made by the Chief School Administrator, the alleged grounds upon which the complaining party bases the right to have salutary or other affirmative measures invoked to rectify the unjust or inequitable conditions allegedly existing, shall be filed with the Secretary of the Board of Education and a copy thereof served upon the Chief School Administrator within twenty (20) days following the Chief School Administrator’s determination of the aforesaid grievance. Within fifteen (15) days subsequent to the filing of the appeal with the Secretary of the Board of Education, a meeting shall be arranged between representatives of the Board of Education, Education Association (the exclusive bargaining representative for the employees of the Board of Education) and the individual employee who initiated the matter in issue, which meeting shall be conducted not less than thirty
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General Grievance Procedures. 1. Failure of an individual to proceed to the next level within the time limits set forth shall be deemed to be an acceptance of the decision previously rendered and shall bar further processing of the particular grievance. 2. Failure of the College or its representatives to respond at any step of a grievance procedure shall be deemed to be a negative response and, if the applicable grievance procedure so provides, the grievance may continue within the time limit specified to the next step. 3. The time limits set forth may be mutually extended in writing. 4. It shall be the practice of all parties to process grievances during times when they do not interfere with assigned duties of employees. 5. Days as referred to in this Article shall be calendar days. 6. Any aggrieved person may be represented at all stages of a grievance procedure by himself/herself, or, at his/her option, by a representative selected or approved by the Association. When an employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages of a grievance procedure. 7. All conferences and hearings conducted under any grievance procedure shall be conducted in private and shall be limited to the parties in interest, their representatives, and a witness, during the course of his/her testimony. 8. Whether a grievance has been presented under the correct grievance procedure shall be determined by the grievance definition set forth in each procedure, which definition shall govern and limit the scope of contractual, non-contractual and statutory- regulatory grievances.
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General Grievance Procedures. Student questions related to grading, other matters of an academic nature, or other concerns should be presented to the student's instructor within one week of the incident or concern. Failing satisfactory resolution at this level, student questions should be referred in order, to the Coordinator, the Associate Director, the Director, the Associate ▇▇▇▇, and then to the ▇▇▇▇. For further information related to due process, refer to the current University of Louisiana Monroe Undergraduate Catalog and the Student Policy Manual and Organizational Handbook.
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Related to General Grievance Procedures

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • GRIEVANCE PROCEDURE A. A grievance shall be defined as an alleged violation, misinterpretation, or misapplication of this Agreement or written Board policies affecting working conditions of the member. Should a member/Association feel that there has been a violation, he/she will take the following steps: Step 1: The member/Association, with or without a designated representative, shall discuss the grievance with the Supervisor informally within five (5) work days of the alleged violation and, if not resolved, shall file a written grievance with the Supervisor within fifteen (15) work days of the alleged violation and discuss the written grievance with the Supervisor within five (5) work days after the grievance is filed. If no satisfactory conclusion is reached within five (5) work days following the discussion of the written grievance with the Supervisor, the member/Association shall submit the written grievance within five (5) work days of the discussion with the Supervisor to Step 2. A grievance which is not within the scope of a Supervisor's authority may be filed initially at step 2. The written grievance, as required herein, shall contain: a. it shall be signed by the grievant(s)/Association. b. it shall be specific; c. it shall contain a synopsis of the facts giving rise to the alleged violation; d. it shall cite the section or subsections of this contract or written Board policy alleged to have been violated; e. it shall contain the date of the alleged violation; f. it shall specify the relief requested; g. it shall indicate approval or disapproval by the Association. Step 2: The Superintendent or his/her designated agent shall arrange a meeting with the grievant and/or the designated Association representative within ten (10) work days after receipt of the grievance to discuss the grievance. Within ten (10) work days of the discussion, the Superintendent or his/her designated agent shall render his/her decision in writing, transmitting a copy of the same to the grievant, the Association representative, and appropriate Supervisor, and place a copy of same in a permanent file in his/her office. If the decision of the Superintendent is unsatisfactory to the Association, the Association may appeal same to the Board of Education by filing a written grievance, along with the decision of the Superintendent, with the officer of the Board in charge of drawing up the agenda for the Board's meeting, within ten (10) work days of receipt of the Superintendent's decision.

  • 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.