GRIEVANCE PROCEDURE Sample Clauses
The Grievance Procedure clause establishes a formal process for addressing and resolving complaints or disputes that arise between parties, typically within an employment or organizational context. It outlines the steps that an individual must follow to submit a grievance, such as notifying a supervisor, submitting a written complaint, and participating in meetings or hearings to discuss the issue. This clause ensures that grievances are handled in a structured and fair manner, providing a clear pathway for resolution and helping to prevent escalation or misunderstandings.
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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 PROCEDURE. 11.01 The purpose of this Article is to establish a procedure for the settlement of all grievances.
11.02 Any employee having a grievance shall first take the matter up with his/her committee person who will discuss said complaint with the supervisor concerned. If the complaint is not satisfactorily resolved within twenty-four (24) hours, the committee person will then submit the grievance in writing, on a form to be supplied to the Company by the supervisor. The supervisor shall give his/her decision in writing to the committee person within two (2) working days of the receipt of the grievance. Should the employee or the union be dissatisfied with the supervisor’s decision, the Union may refer the grievance to a meeting of the plant committee and representatives of management, who shall meet within five (5) days of the request for such meeting. The Union National Representative and/or President of the local union may be in attendance at this meeting.
11.03 Management's decision relating to the grievance shall be in writing and, if not rendered during the conference, shall be rendered to the Chairperson of the Committee within two (2) working days after the holding of the conference.
11.04 If management's decision is not satisfactory to the employee or the union, it may be referred to an arbitrator, provided written notice of the party's intention to refer the dispute to an arbitrator is given to the other party within ten (10) days after management's decision. Within five (5) days of the giving of written notice, both parties will exchange lists of three (3) proposed arbitrators. In the event that no name is common to both lists, either party may within ten (10) days after the lists have been exchanged request the Minister of Labour of Ontario to appoint an arbitrator and shall provide the other party with a copy of such request.
11.05 The following special procedure shall be applicable to a grievance alleging improper discharge or suspension of an employee. The grievance may be lodged in writing through the Chairperson of the Committee to the management within two (2) working days after the receipt of the grievance. If the decision is not satisfactory to the employee or the union, the matter may then proceed on the giving of the prescribed notice of appeal to an impartial arbitrator selected as herein provided.
11.06 The term working days when used in this Agreement for grievance procedure, shall exclude Saturdays, Sundays, holidays and vacations as defi...
GRIEVANCE PROCEDURE. Grievances submitted under this procedure must be presented in writing, with a copy provided to ▇▇▇▇. Grievances must identify the specific basis for the grievance and provide explanation of the corrective action sought. Grievances submitted by the Union must be signed by the Union President. Time limits for responding to a grievance (see table summary below) start the first full calendar day following receipt of the grievance. Any time limit stated in this article may be extended by mutual agreement among the aggrieved employee(s), the Employer, and the Union. Time limits will automatically be extended to the next business day when a filing or a decision is due on a holiday or weekend. The time limits for any step of the grievance process will be extended when the deciding official with authority to resolve the grievance is on TDY or leave. If either party is on extended leave, an alternate deciding official or Union representative will be designated so as not to delay the grievance process.
Section 5.1. Step 1. A Step 1 grievance may be initiated no later than 15 calendar days from the date of the act or decision giving rise to the grievance, or no later than 15 calendar days from the date the grievant becomes aware of the incident giving rise to the grievance. Grievances resulting from a continuing condition may be presented at any time. The aggrieved person must present the grievance in writing to their immediate supervisor. If the immediate supervisor is able to resolve the grievance a memorandum will be furnished to all parties concerned within 15 calendar days. If the supervisor does not have the authority to resolve the grievance, a meeting will be scheduled with the employee(s), the designated representative (if any), and the management representative with the authority to resolve the grievance. Within 15 calendar days of receipt of the written grievance, the Step 1 deciding official will prepare a Step 1 decision memorandum for record, to summarize the grievance, the consideration accorded it, the conclusions reached, and the course of action decided upon. A copy of the memorandum will be furnished to all parties concerned. If a mutually satisfactory grievance resolution is reached, the matter will be considered closed.
Section 5.2. Step 2. If the grievance is not resolved at the first step, the employee(s) may present a Step 2 grievance in writing to the next higher level management official with authority to resolve the grievance no later than ...
GRIEVANCE PROCEDURE. Section 1. A grievance under this Agreement shall be defined as a claim of an employee, the employer, a class of employees or the Local Union, covered by the Agreement which involves the interpretation, administration of, or compliance with a specific provision of this Agreement. A class action grievance will be initially presented at Step 2 of the grievance procedure.
Section 2. The selection and the assignment of supervisory employees is the sole responsibility of the Employer and shall not be subject to the grievance procedure.
Section 3. All grievances shall be reduced to writing on forms provided by the Union. The ▇▇▇▇▇▇▇ shall clearly and concisely state all facts which constitute the basis for the grievance and shall specify any Article or Section of the Agreement which may be involved. The grievance form shall be dated and signed by the ▇▇▇▇▇▇▇ and at least one employee who claims a violation of this Agreement.
Section 4. For a grievance to be treated as a valid one, it must be presented to an Employer representative in writing, as described in Section 3, within twenty (20) calendar days after the discussion with the Supervisor involved as outlined in Section 6 below.
Section 5. Any time limit imposed upon the handling of grievances shall commence on the date of receipt. Any time limit so imposed shall be interpreted as calendar days.
Section 6. It is understood by the parties that the Union representative and the aggrieved employee must attempt to resolve a grievance by first discussing it with the supervisor involved. If the grievance is not resolved, it shall be presented in writing to the Employer as provided for in Section 3 and Section 4 above, and it shall be processed in the following manner:
Step 1: Grievances shall be presented in writing to the aggrieved employee’s immediate supervisor for discussion with the Union ▇▇▇▇▇▇▇ and the grievant, if the aggrieved employee is willing and able to attend. The discussion with the supervisor or his or her designee shall be held promptly after receipt of the grievance and within seven (7) calendar days. The supervisor or designee’s written answer shall be made available to the Union ▇▇▇▇▇▇▇ within five (5) calendar days after the Step 1 discussion.
Step 2: If no mutually acceptable conclusion is reached in Step 1, the grievance shall then be presented, in writing, to the Employer's Human Resources representative, or designee, which individual shall handle second step grievances for all sites within ...
GRIEVANCE PROCEDURE. Section 1. The term Grievance shall mean a dispute between the parties as it relates to the terms of this agreement. A Grievance shall be handled in the following manner:
(a) The grievance must be brought to the attention of the Chief within five (5) days of its alleged occurrence. This may be done either orally or in written form. Written grievances would be preferred.
(b) The Chief or the individual in command in the absence of the Chief due to vacation or illness shall have five (5) days in which to answer the grievance.
(c) The aggrieved Party may appeal the decision in Step (b) to the Mayor's designee for the City. This must be done in writing within five (5) days after the Chief has given his response.
(d) The Mayor's designee will have seven (7) days in which to answer the grievance.
(e) If the grievance has not been resolved after Step (d), the Union may within five (5) days request binding arbitration as prescribed in the Iowa Public Employment Relations Act. Arbitration costs shall be shared equally by the parties. The City and the Union, by mutual agreement, may request mediation to help bring resolution to the grievance. If mediation is agreed upon, the City and the Union shall attempt to agree upon a mediator. If the parties cannot agree upon a mediator, they shall request that PERB appoint a mediator. If the issue(s) are not resolved to both parties satisfaction in mediation the Union shall request binding arbitration within fourteen calendar days after the mediation session.
(f) The time limits specified in the grievance procedure shall exclude Saturdays and Sundays and observed holidays.
(g) Each party may ask for an extension of not more than sixty (60) days, after the neutral has been selected. The time limits hereinabove are to be strictly construed and each party will make every effort to settle the grievance equitably at each step. Members of the Grievance Committee may meet with the representatives of the City for the purpose of resolving said grievance during duty hours. A reasonable amount of time will be allowed for investigation and preparation of grievances consistent with the public safety. Grievances relating to original entrance, seniority, promotion, removal, demotion or suspension or other matters accepted under the jurisdiction of the Civil Service Commission shall be handled in accordance with Chapter 400 of the Code of Iowa only and shall not proceed under the grievance procedure.
GRIEVANCE PROCEDURE.
1. A grievance shall be defined as any complaint, dispute, controversy or disagreement involving one (1) or more employees and CROZER or between CCNA/PASNAP and CROZER which may arise concerning the application, meaning or interpretation of this Agreement. Grievances shall be processed and disposed of in the following manner: STEP ONE - The employee or employees affected shall present a written grievance to his or her immediate manager within seven (7) work days of its occurrence, with a unit representative of CCNA/PASNAP, in an attempt to affect a satisfactory settlement. The manager shall have five (5) days after receipt of the grievance to meet with the grievant and the unit representative or the CCNA/PASNAP and once the meeting has occurred, ten (10) days to give his or her answer in writing. If no satisfactory settlement is reached the grievant or CCNA/PASNAP may within five (5) days after the manager's answer appeal to Step Two. A grievant in a non-nursing department shall have the right to request a member of Nursing Management to be present at the grievance hearing. STEP TWO - The grievant and the unit representative or CCNA/PASNAP shall submit the written grievance to the grievant’s Department Head or his or her authorized representative. The Department Head or his or her authorized representative shall have five (5) days after receipt of the grievance to meet with the grievant and his or her unit representative or the CCNA/PASNAP and once the meeting has occurred, ten(10) days to give his or her answer. If no satisfactory settlement is reached, the grievant or CCNA/PASNAP may within five (5) days after the Department Head's answer appeal the matter to Step Three. A grievant in a non-nursing department shall have the right to request a member of Nursing Management to be present at the grievance hearing. STEP THREE - The grievant and the unit representative or CCNA/PASNAP will submit the written grievance to a Human Resource Manager who shall have ten (10) work days after receipt of the grievance to meet with the grievant and the unit representative or the CCNA/PASNAP and once the meeting has occurred, ten (10) days to give his or her answer. If no satisfactory settlement is reached, the CCNA/PASNAP may within thirty (30) calendar days after the Human Resource Manager's answer appeal the matter to Step Four. STEP FOUR - If the grievance is still not satisfactorily settled, the matter may be appealed to an impartial Arbitrator. The Arbitrator shal...
GRIEVANCE PROCEDURE. 4.1 Any claim by an employee, or a group of employees, that there has been misinterpretation or misapplication of any provision of this written agreement or School Board Policy that affects educational support personnel's wages, hours, or terms and conditions of employment which is inconsistent with the terms of this Agreement or School Board Policy shall be a grievance. If the grievance involves any of the rights granted to the Union, the grievance may be filed by the Union directly to Step II.
4.2 The grievant(s) shall be allowed to appoint a Union representative, at no cost to the Board, to be present for all meetings, hearings, appeals, or other proceedings relative to any grievance which has been formally presented and no employee may be required to discuss any grievance if the Union representative is not present. If an employee desires Union representation, the employee shall be responsible for requesting such representation. Additional representation will be by mutual agreement.
4.3 In the event that an employee believes there is a basis for a grievance he/she shall first discuss the alleged grievance with the facility manager (Within the Superintendent's Complex, a department constitutes a facility.), at which a representative may be present, within ten (10) working days of the alleged violation or within ten (10) working days following the time when the employee responsibly should have gained knowledge of its occurrence. Any adjustment reached in the informal discussion shall be consistent with the terms of this Agreement. If, after informal discussion with the facility manager, a grievance exists, the grievant(s) must initiate the following formal grievance procedure within five (5) working days from the date of the informal conference specified above. When requested by the employee, a Union representative may be present. The aggrieved may withdraw a grievance at any step in the adopted procedure. Appeals to Step I and Step II must be filed within five (5) working days following the disposition of the grievance or the expiration of the disposition timelines.
Step I A formal written grievance must be filed on the specified grievance form and submitted to the facility manager. In the event the remedy sought is not within the jurisdiction of the facility manager, the grievant may file the Step I grievance at the lowest level at which the relief may be granted. Such form will be available from the Union representative and will be available on the Dis...
GRIEVANCE PROCEDURE. 7.01 The purpose of this Article is to establish a procedure for the settlement of grievances, the Employer and Union agreeing that it is of utmost importance to adjust complaints and grievances as quickly as possible.
7.02 An employee who has a complaint relating to the interpretation, application, administration or alleged violation of this Collective Agreement shall discuss his complaint with his Supervisor. Such a complaint shall be brought to the attention of the Supervisor within three working days of the incident giving rise to the complaint. The Supervisor shall state his decision verbally within three working days of receiving the complaint.
Step 1 Should the employee be dissatisfied with the Supervisor’s disposition of the complaint, he may, with the assistance of his Union Committee person, refer such matter on a written grievance form supplied by the Union to the Shift Leader or his designee, who shall answer the grievance in writing within five working days. The complaint shall constitute a formal grievance at Step 1 and shall be filed within five working days of receipt of the reply of the Supervisor to the complaint. The grievance shall set out the article or articles and sub-sections of the Collective Agreement of which a violation is alleged, and indicate the general relief sought.
Step 2 If no settlement is reached at Step 1, the Union Committee person and representatives of management shall meet within five working days or a time mutually agreed upon, to discuss the grievance, and if the grievance is not resolved as between the parties at that time, the grievor’s Department Manager or his designee will respond in writing within five working days. If the grievance is not settled within five working days of the Employer’s written response, it may be referred to Step 3 as hereinafter provided.
Step 3 If no settlement is reached at Step 2, the Union Committee person and representatives of management, including the Plant Manager and/or his designee, shall meet within five working days, or a time mutually agreed upon, to discuss the grievance, and if the grievance is not resolved as between the parties at that time, the Human Resources Manager or his designee will respond in writing within five working days. The Union’s National and/or Local Representative may be in attendance at this meeting. If the grievance is not settled within ten working days of the Employer’s written response, it may be referred to arbitration as hereinafter provided.
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GRIEVANCE PROCEDURE. For the purposes of this Agreement, a grievance is defined as:
(a) A difference arising between the parties relating to the interpretation, application, administration, or alleged violation of the Agreement including any question as to whether a matter is arbitrable.
(b) The dismissal, discipline or suspension of an employee bound by this agreement. Disciplinary action grievable by the employee shall include written censures, letters of reprimand, and adverse reports or performance evaluation. If an employee has a grievance, his/her grievance shall be settled as follows: The employee, with or without a Shop ▇▇▇▇▇▇▇ or Union Committee member (at the employee's option), shall first discuss the grievance with his/her immediate supervisor or department head within seven (7) calendar days of the occurrence of the grievance. The supervisor will respond within three working days of discussing the grievance with the employee. If the grievance is not settled at this step: Then within seven (7) calendar days of the Step One meeting, the grievance shall be reduced to writing, signed by the employee and a Shop ▇▇▇▇▇▇▇ or Union Committee member and shall be presented to the immediate supervisor or the department head by a Shop ▇▇▇▇▇▇▇ or a Union Committee member. The parties will meet to discuss the grievance. Within seven (7) calendar days following the meeting, the supervisor or the department head shall give his/her written reply. If the grievance is not settled at this step, Then within ten (10) calendar days of receiving the Step Two response, the Union Committee or its delegate, shall notify the Company in writing that the grievance will proceed to Step Three. The Company and Union will meet within twenty-one (21) calendar days of referral of the grievance to Step Three to discuss the grievance. At this step of the grievance procedure, each party shall provide to the other a statement of facts and copies of all relevant documents. The findings or decisions of the Employer shall be presented to the Union in writing within seven (7) calendar days of the meeting. If the grievance is not settled at this step, either party may refer the grievance to arbitration under Articles 7 or 8 within twenty-one (21) calendar days of the presentation of this decision. The Employer agrees that their representatives at the Step 3 meeting have the authority to resolve the grievance.
GRIEVANCE PROCEDURE. 12.01 The parties to this Agreement recognize the stewards and the OPAA representatives specified in Article 5 as the agents through which employees shall process their grievances and receive settlement thereof.
a. The Hospital or the Association shall not be required to consider or process any grievance which arises out of any action or condition more than seven (7) calendar days after the subject of such grievance occurred. At no time may an employee or group of employees file a grievance on behalf of another employee.
b. It is understood that an employee shall first give their immediate supervisor the opportunity of adjusting the employee’s complaint. If the complaint is not adjusted to the employee’s satisfaction within seven (7) calendar days of being discussed with the immediate supervisor, it may be taken up as a grievance as set out below.
12.03 Step 1 The employee will, accompanied by a ▇▇▇▇▇▇▇ or an OPAA representative if desired, submit the grievance in writing to their immediate supervisor within seven (7) calendar days of the supervisor's unsatisfactory reply. The grievance shall identify the nature of the grievance, the remedy sought, and should specify the provisions of the Agreement which are alleged to have been violated. The supervisor will deal with the grievance and will notify the grievor and the Association representative of the decision in writing within seven (7) calendar days following the date the grievance was presented.
12.04 Step 2 If the grievance is not settled under Step 1, it may be filed with the Hospital at Step 2 within seven (7) calendar days of the decision under Step 1 or within seven (7) calendar days of the day this decision at Step 1 should have been made. The parties shall meet within seven (7) calendar days of this filing, or at such other time as mutually agreed by the parties, to discuss the grievance. The Hospital shall notify the grievor and the Association of its decision in writing within nine (9) calendar days following the Step 2 meeting.
12.05 A Group grievance is defined as a single grievance, signed by a ▇▇▇▇▇▇▇ or an OPAA representative on behalf of a group of employees who have the same complaint. Such grievances must be dealt with at successive stages of the grievance procedure commencing with Step 1. The grievors shall be listed on the grievance form.
12.06 A Policy grievance is defined as one which involves a question relating to the interpretation, application or administration of this Agreement ...