GRIEVANCE AND ARBITRATION PROCEDURES Sample Clauses
GRIEVANCE AND ARBITRATION PROCEDURES. Discharge, reduction in pay or position, or suspension for more than thirty (30) days, as provided for in Article XV, hereof, may be subject to the grievance procedure as set forth in Article XV.
A. Subject to any limitations of existing law, any grievance defined as a dispute concerning the application or interpretation of the terms of this Agreement or a claimed violation, misinterpretation or misapplication of the rules or regulations of the Board affecting the terms and conditions of employment may be settled in the following manner:
Step 1- School or Office An employee may appear on their own behalf or be represented by an individual designated by the Union. The grievance shall be discussed with the Principal or office administrator within ten (10) school days of the date of the grievance or the knowledge of its occurrence. The Principal or office administrator shall attempt to adjust the matter within five (5) school days of the presentation of the grievance.
Step 2- Executive Director of Elementary/Middle or Secondary School If the grievance has not been satisfactorily resolved in Step 1, a written appeal may be taken to the Executive Director of Elementary/Middle or Secondary School, as appropriate, or their designee on a form to be provided by the Board and approved by the Union within five (5) school days following the completion of Step 1. The appropriate Executive Director their designee shall meet with and discuss the grievance with the BTU President, or their designee, and the aggrieved employee within five (5) school days after written appeal. An answer to the grievance shall be submitted to the aggrieved employee and to the BTU President in writing on the said form within five (5) school days thereafter. Step 3- Chief Executive Officer If the grievance has not been satisfactorily resolved in Step 2, a written appeal may be filed on said form with the Chief Executive Officer or their designee within five (5) school days following the completion of Step 2. Within ten (10) school days of such appeal, the CEO or their designee shall meet with the BTU President, or their designee, the aggrieved employee, and such other parties whose presence may be required to discuss the grievance. The CEO or their designee shall respond in writing on the said form within ten (10) school days thereafter.
GRIEVANCE AND ARBITRATION PROCEDURES. 8.01 Any nurse(s) or the Association may present a complaint at any time without recourse to the formal written procedure contained herein, but in the normal course of events grievances shall be registered with the Employer as follows: A nurse(s) or the Association on their behalf or in its own stead may present a grievance in writing to the Director of Nursing. Such a grievance must be presented within ten (10) days of the date of its occurrence or when it came to the attention of the nurse or the Association. The Director of Nursing shall render a decision in writing within five (5) days following the day on which the grievance was submitted. If the decision is unsatisfactory to the nurse(s) or the Association, Step No. 2 may be followed within ten (10) days. The grievance shall be referred to the Chief Executive Officer or designate who shall call a meeting with the Union Representative at the request of either party at a time mutually convenient to both parties. Within seven (7) days following the meeting or within five (5) days following submission to the Chief Executive Officer, if no such meeting is held, the Chief Executive Officer shall reply in writing to the nurse(s) and the Chairperson of the Union Representative. If the decision is unsatisfactory to the nurse(s) or the Association, it may be referred to arbitration, if it relates to the interpretation, application, or administration of this Agreement, including any question as to whether a matter is arbitrable.
8.02 At the first step of this grievance procedure an aggrieved nurse, if they so desires, may be accompanied by a nurse representative. At Step II of the grievance procedure a representative of the Ontario Nurses’ Association may be present at the request of the local Association or the Employer, and the Employer may have such counsel and assistance as it may decide.
8.03 Where no answer is given within the time limits specified in the Grievance Procedure, the grieving party shall be entitled to submit the grievance to the next step.
8.04 When a grievance is submitted it shall be in writing, clearly setting forth the nature of the grievance, and the remedy sought.
8.05 Time limits fixed in the Grievance and Arbitration Procedures may be extended by mutual consent.
8.06 A nurse is entitled prior to the imposition of discipline, suspension or discharge, to be given written reasons for such action and the Employer must notify the nurse of their right to have an Association representative ...
GRIEVANCE AND ARBITRATION PROCEDURES. Where an employee has a complaint about workload based upon the provisions in the Ontario Human Rights Code, the employee shall have a right to pursue the complaint in accordance with the procedures set out in Article 11.02.
GRIEVANCE AND ARBITRATION PROCEDURES. 10 Section A - Grievance Procedure 10 Section B - Arbitration Procedure 11 Section C - Time Limits and Effective Dates 11 ARTICLE 14 - DISCHARGE, SUSPENSION, DISCIPLINE AND TERMINATION 12 Section A - General 12 Section B - Picket Lines 13 Section C - Labour Disputes 13 ARTICLE 15 - SENIORITY 13 ARTICLE 16 - PROMOTIONS AND STAFF VACANCIES 14 Section A - Posting of Vacancies 14 Section B - Provisional and Temporary Appointments 15 Section C - Probationary Period 15 Section D - Trial Period 16 Section E - Transfer Outside the Bargaining ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇ ▇ - ▇▇ Job Training 16 Section G - Apprenticeship Training 16 ARTICLE 17 - LAYOFF AND RECALL OF REGULAR EMPLOYEES 17 ARTICLE 18 - HOURS OF WORK AND SHIFTS 20 Section A - Work Week 20 Section B - Hours of Work 20 Section C - Shift Changes 20 Section D - Weekend Differential 21 Section E - Notification of Absence from Work 21 Section F - Varied Work Schedules 21 Section G - Modified Work Schedule 24 Section H - Accommodation of Requests to Vary Work Schedules for Equity or Medical Reasons 24 Section I - Job Sharing 25 Section J - Additional Temporary Hours 25 ARTICLE 19 - OVERTIME AND CALL OUT 25 Section A – Overtime 25 Section B - Call Out Pay 26 ARTICLE 20 - UNIVERSITY CLOSURE 26 ARTICLE 21 - HOLIDAYS 27 ARTICLE 22 – VACATIONS 27 ARTICLE 23 - SICK BENEFIT PROVISIONS 29 Section A - Sick Benefit 29 Section B - Workers' Compensation and ICBC Compensation 31 Section C - Sick Benefit Bank 31 Section D - Return to Work Program 33 Section E - Long Term Disability Plan 33 Section F - Temporary Employees 33 ARTICLE 24 - LEAVE OF ABSENCE 34 Section A - Personal Leave of Absence 34 Section B – Bereavement and Compassionate Leave 34 Section C - Emergency Leave 34 Section D - Jury and Witness Service 35 Section E - Leave of Absence for Union Business 35 Section F - Leave for Union Duties 35 Section G - Leave for Political ▇▇▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇ ▇ - ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇ (including Adoption) Leave 36 Section I - Education and Training Leave 39 Section J - Leave For Hearings 39 ARTICLE 25 - PAYMENT OF WAGES AND ALLOWANCES 40 Section A - Rates of Pay 40 Section B - Vacation Pay 40 Section C – Allowances 40 Section C - Allowances 40 Section D - Provisional Job Payment 41 Section E - Termination Pay 41 Section F - Certification Costs 41 ARTICLE 27 - JOB DESCRIPTIONS AND NEW CLASSIFICATIONS 42 ARTICLE 28 - PERSONNEL BENEFITS 42 Section A - Pension Plan Participation and Contributions 43 Section B - Modifications to the Pension Plan 43 S...
GRIEVANCE AND ARBITRATION PROCEDURES. 10 Section A - Grievance Procedure 10 Section B - Arbitration Procedure 11 Section C - Time Limits and Effective Dates 12 ARTICLE 13 - DIRECTION, GUIDANCE AND ADVICE 12 ARTICLE 14 - DISCIPLINE, DISMISSAL, AND TERMINATION 12 Section A - Just Cause 12 Section B - Representation Rights and Procedures 12 Section C - Progressive Discipline 13 Section D - Personnel Files 14 Section E - Notice of Termination, Resignation & Return to Work 14 ARTICLE 15 - SENIORITY 15
GRIEVANCE AND ARBITRATION PROCEDURES. 9.01 It is the mutual desire of the parties hereto that complaints of Employees shall be adjusted as quickly as possible, and it is understood that an Employee has no grievance until she has first given her Supervisor or designate the opportunity of adjusting her complaint. Such complaint shall be discussed with her Supervisor or designate within ten (10) days after the circumstances giving rise to it have occurred and the Supervisor or designate shall reply within ten (10) days. It may then be taken up as a grievance within ten (10) days following the receipt of the decision of the Supervisor or designate in the following manner and sequence:
GRIEVANCE AND ARBITRATION PROCEDURES. 8.01 It is the mutual desire of the parties hereto that complaints of nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she has first given her Manager of Resident Care or designate the opportunity of adjusting her complaint. Such complaint shall be discussed with her Manager of Resident Care or designate within ten (10) days after the circumstances giving rise to it have occurred and the Manager of Resident Care or designate shall reply within ten (10) days. It may then be taken up as a grievance within ten (10) days following the receipt of the decision of the Manager of Resident Care or designate in the following manner and sequence:
8.02 Step No. 1 Step No. 2 Step No. 3
8.03 All agreements reached under the grievance procedures between the representatives of the Employer and the representatives of the Association will be final and binding upon the Employer and the Association and the nurses.
8.04 The time limits set out in the grievance and arbitration procedures herein are mandatory and failure to comply strictly with such time limits shall result in the grievance being deemed to have been abandoned subject only to the provisions of Section 44(6) of the Labour Relations Act. All grievances shall be properly carried through the requisite steps of the Grievance Procedure in a business-like manner before it is submitted to arbitration. Where no answer is given within the time limits specified in the Grievance Procedure, the grieving party shall be entitled to submit the grievance to the next step of the Grievance Procedure. The parties may agree to waive or extend any of the time limits established in the grievance and/or arbitration procedures and where such agreement is reached, it shall be in writing.
GRIEVANCE AND ARBITRATION PROCEDURES. 10.1 Only matters involving the meaning of the written provisions of this Agreement shall be the subject of a grievance under this Article. The Town shall have the right to discharge bargaining unit Employees who violate this Article.
10.2 Grievances shall be processed as follows:
Step 1: The grievant shall file the grievance in writing with the Employee’s Department Head within ten (10) working days after the action which serves as the basis for the grievance. The Department Head will investigate the complaint to determine its validity and shall respond in writing within ten (10) working days. A failure to respond in writing within ten (10) working days shall be deemed an unsatisfactory answer.
Step 2: If the grievance remains unsettled, it should be submitted along with the Department Heads response and any pertinent documents to the Town and County Manager within ten (10) working days. The Town and County Manager will issue a written decision determining the validity of the complaint within fourteen (14) working days after its receipt and may take such action as he/she thinks appropriate, including, if necessary, developing a plan to remedy the problems complained of.
Step 3: If the grievance remains unsettled, a response and all pertinent documents attached with a letter should be submitted to the Select Board within ten (10) working days of the response of the Town and County Administrator. The Select Board will hold a hearing with the involved parties and issue a written decision determining the validity of the grievance within fourteen (14) working days after its receipt and may take such action as it thinks appropriate, including if necessary, developing a plan to remedy the problem(s) grieved. A failure to respond in writing shall be deemed to be an unsatisfactory answer, and the Union may proceed to arbitration in accordance with Arbitration pursuant to 10.5 of this Agreement.
10.3 The time limits herein provided shall be strictly adhered to, provided that the parties may in writing agree to an extension thereof at any Step. If a grievance is not taken to the next Step of the grievance procedure following an unsatisfactory answer in the previous Step, or if a grievance is not submitted within the time limit provided at each Step, it shall be deemed to have been resolved on the basis of the answer last given.
10.4 Discharge cases may, upon mutual agreement, be initiated at Step 3 of the grievance procedure.
GRIEVANCE AND ARBITRATION PROCEDURES. 7.1 The parties agree that the orderly process hereafter set forth shall be the method for resolving grievances and disputes arising with respect to the interpretation or application of any provision of this Agreement and deliberations regarding employee discipline shall be pursued in a confidential manner. It is the objective of the parties to encourage and facilitate the prompt and equitable resolution of grievances and to attempt to do so at the lowest possible level. No member of the bargaining unit shall be subject to reprisal for using the Grievance Procedure or for participating in the resolution of a grievance.
GRIEVANCE AND ARBITRATION PROCEDURES. Disciplinary action, including denial of a salary increment, administered in accordance with Article 15 of this Agreement due to unsatisfactory performance, may be processed through the grievance process outlined in Article 7 of this Agreement.