Grievance Mediation (Optional Step) Sample Clauses

Grievance Mediation (Optional Step). Grievance mediation is an optional and 5 voluntary part of the grievance resolution process. It is a supplement to, not a substitute 6 for, grievance arbitration. When both parties have agreed to grievance mediation, the 7 contractual time limit for moving the grievance to arbitration shall be suspended for the 8 period of mediation. 9 7.4.4.1. If the grievance has not been satisfactorily resolved at any step prior to 10 arbitration, either party may, within five (5) days of the written decision, request 11 mediation. Both parties must agree to the mediation and then submit a joint 12 request to Public Employment Relations Commission (PERC) for the assignment 13 of a mediator. Grievance mediation must be completed within twenty-five (25) 14 days of the request. The twenty-five (25) day timeline may only be extended by 15 mutual consent. If the parties do not agree to a time extension, the mediation 16 request shall be withdrawn and the grievance process shall be resumed. 17 7.4.4.2. The grievance mediation process shall be informal. No formal record 18 shall be made of the proceeding. Both sides shall be provided ample opportunity 19 to present evidence and arguments to support their cases. The mediator may 20 meet with the parties in joint or separate caucuses. 21 7.4.4.3. At the request of both parties, the mediator shall issue a 22 recommendation for settlement. Either party may request that the mediator 23 assess how an arbitrator might rule in this case. 24 7.4.4.4. The grievant shall be present at the grievance mediation proceeding. If 25 the grievance is resolved, the parties shall sign an agreement indicating the 26 terms of the settlement. 27 7.4.4.5. If the grievance is not resolved and is subsequently moved to arbitration, 28 the mediation shall be de novo. Nothing said or done by the parties or the 29 mediator during grievance mediation with respect to their positions concerning 30 resolution or offers of settlement may be used or referred to during arbitration.
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Grievance Mediation (Optional Step). Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance arbitration. When grievance mediation is invoked, the contractual time limit for moving the grievance to arbitration shall be delayed for the period of mediation. A. If the grievance has not been satisfactorily resolved at any step prior to arbitration either party may, within five (5) days of the written decision, request mediation. If the parties are in agreement that the grievance is suitable for mediation, they will submit a joint request to the Federal Mediation and Conciliation Service or Public Employment Relations Commission for the assignment of a mediator. Grievance mediation shall be completed within twenty-five (25) days of the request. The twenty-five
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Grievance Mediation (Optional Step). Grievance mediation is an optional and voluntary 15 part of the grievance resolution process. It is a supplement to, not a substitute for, grievance 16 arbitration. When both parties have agreed to grievance mediation, the contractual time limit for 17 moving the grievance to arbitration shall be suspended for the period of mediation. 19 4.3.1. If the grievance has not been satisfactorily resolved at any step prior to arbitration, either 20 party may, within five (5) days of the written decision, request mediation. Both parties must 21 agree to the mediation and then submit a joint request to Public Employment Relations 22 Commission (PERC) for the assignment of a mediator. Grievance mediation must be 23 completed within twenty-five (25) days of the request. The twenty-five (25) day timeline may 24 only be extended by mutual consent. If the parties do not agree to a time extension, the 25 mediation request shall be withdrawn and the grievance process shall be resumed. 27 4.3.2. The grievance mediation process shall be informal. No formal record shall be made of 28 the proceeding. Both sides shall be provided ample opportunity to present evidence and 29 arguments to support their cases. The mediator may meet with the parties in joint or separate 30 caucuses. 32 4.3.3. At the request of both parties, the mediator shall issue a recommendation for settlement.
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Grievance Mediation (Optional Step). Grievance mediation is an optional and voluntary 10 part of the grievance resolution process. It is a supplement to, not a substitute for, grievance 11 arbitration. When both parties have agreed to grievance mediation, the contractual time limit for 12 moving the grievance to arbitration shall be suspended for the period of mediation. 14 4.3.1. If the grievance has not been satisfactorily resolved at any step prior to arbitration, either 15 party may, within five (5) days of the written decision, request mediation. Both parties must 16 agree to the mediation and then submit a joint request to Public Employment Relations
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Related to Grievance Mediation (Optional Step)

  • Grievance Mediation Nothing in this Article precludes the Parties from mutually agreeing to grievance mediation during any stage of the grievance procedure. The agreement shall be made in writing and stipulate the name of the person and the time line for grievance mediation to occur.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his ▇▇▇▇▇▇▇, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief ▇▇▇▇▇▇▇ and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • Grievance and Appeals Unit See Section 9 for contact information. You may also contact the Office of the Health Insurance Commissioner’s Consumer Resource Program, RIREACH at 1-855-747-3224 about questions or concerns you may have. A complaint is an expression of dissatisfaction with any aspect of our operation or the quality of care you received from a healthcare provider. A complaint is not an appeal. For information about submitting an appeal, please see the Reconsiderations and Appeals section below. We encourage you to discuss any concerns or issues you may have about any aspect of your medical treatment with the healthcare provider that furnished the care. In most cases, issues can be more easily resolved if they are raised when they occur. However, if you remain dissatisfied or prefer not to take up the issue with your provider, you can call our Customer Service Department for further assistance. You may also call our Customer Service Department if you are dissatisfied with any aspect of our operation. If the concern or issue is not resolved to your satisfaction, you may file a verbal or written complaint with our Grievance and Appeals Unit. We will acknowledge receipt of your complaint or administrative appeal within ten (10) business days. The Grievance and Appeals Unit will conduct a thorough review of your complaint and respond within thirty (30) calendar days of the date it was received. The determination letter will provide you with the rationale for our response as well as information on any possible next steps available to you. When filing a complaint, please provide the following information: • your name, address, member ID number; • the date of the incident or service; • summary of the issue; • any previous contact with BCBSRI concerning the issue; • a brief description of the relief or solution you are seeking; and • additional information such as referral forms, claims, or any other documentation that you would like us to review. Please send all information to the address listed on the Contact Information section.

  • 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.

  • Grievance Resolution If a grievance is resolved at Step 2 or 3 in the procedure as provided herein, the grievant concerned shall indicate acceptance of the resolution by affixing his/her signature in the appropriate space indicated. If the employee has been represented by the Union at the Step of the procedure at which a resolution is reached, the Union representative shall also sign the appropriate document acknowledging that the employee has accepted the resolution. Decisions on grievances where an employee represents him/herself shall not be considered precedent setting or binding with regard to any future grievances filed with respect to the same or similar matters.