GRIEVANCE PROCEDURE 17 Clause Samples

GRIEVANCE PROCEDURE 17. 9.01 Grievance Definition 17 9.02 Grievance Committee 17 9.03 Recognition of Union Stewards 17 9.04 Permission to Leave Work 17 9.05 Settling Grievances 17 9.06 Grievance Procedure 18 9.07 WHEN TO BYPASS STEP 1 18 9.08 Time Limits 18
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GRIEVANCE PROCEDURE 17. 1 Definitions 17.1.1 A "grievant" is the Association and/or the unit member stating the grievance. 17.1.2 A "grievance" is a claim by one or more grievants that there has been a violation, misinterpretation, or misapplication of a provision in this Agreement. 17.1.3 "Day" shall mean "unit member workday."
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GRIEVANCE PROCEDURE 17. 01 17.02 Step 1 An employee who considers him/herself aggrieved shall discuss this matter with his/her immediate supervisor and Union Representative in an attempt to obtain a satisfactory settlement.
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GRIEVANCE PROCEDURE 17. Section 8.1. Definition. 17 Section 8.2. Procedure. 17 Section 8.3. Limitation on Authority of Arbitrator 20 Section 8.4. Mediation. 20 Section 8.5. Time Limits. 20 Section 8.6. Release Time for Grievance Meetings. 20
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GRIEVANCE PROCEDURE 17. 5.1 GRIEVANCE DEFINITION 17 5.2 TEACHER PROTECTION 17 5.3 TEACHER RIGHTS 17 5.4 TIME LIMITS 17 5.5 CONFORMITY WITH AGREEMENT 18 5.6 ADVANCED STEP FILING 18 5.7 WITHDRAWING GRIEVANCES 18 5.8 PROCEDURES 18 5.9 REPRESENTATION AND WITNESSES 21
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GRIEVANCE PROCEDURE 17. Section A. Definition 17 Section B 17 Section C 17 Section D. Procedure 17 Section A. Defining by Status 19 Section B. Work During Vacation Periods 19 Section A. Conditions 19 Section B. Holidays Outlined 19 Section C. Floating Holidays 20 Section A. Step Increase 20 Section B. Longevity Rates 20 Section A. Eligibility and Health Insurance 20 Section B. Enrollment Deadlines 22 Section C. Coverage Timelines 22 Section D. Duration 22 Section E. Insurance Underwriting 22 Section F. Life Insurance 22 Section G. Long Term Disability 22 Section A. No Strike 23 Section A. Contract in Force 23 Section B. Timelines for Future Negotiations 23 Section A. Trip/In-Service Rate 25 Section B. Trip Rates ▇▇ Notice of Non-discrimination 31
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GRIEVANCE PROCEDURE 17. Section 8.1 - Statement of Purpose 17 Section 8.2 - Grievance Defined 17 Section 8.3 - Grievance Presentation 18 Section 8.4 - Informal Resolution of Grievance 18 Section 8.5 - Formal Grievance 18 Section 8.6 – Arbitration 19 Section 9.1 - Seniority Defined 20 Section 9.2 - Effect of Leaves of Absence on Seniority Rights 20 Section 9.3 - Determination of Layoffs 20 Section 9.4 - Notice of Layoff 20 Section 9.5 - Order of Layoff 21 Section 9.6 - Reclassifications/Title Changes 21 Section 9.7 - Claiming Vacancies 21 Section 9.8 – Inplacement 21 Section 9.9 – Displacement 21 Section 9.10 - Seniority Carry-Over 21 Section 9.11 – Recall 21 Section 9.12 - Extra Help/Temporary Work/Limited Term 22 Section 9.13 - Temporary Work for Laid-Off Employees 22 Section 10.1 – Salaries 22 Section 10.2 - Basic Pay Plan 23 Section 10.3 - Effect of Promotion, Demotion or Transfer on Salaries 24 Section 10.4 - Part-Time Work 25 Section 10.5 - Bilingual Pay Differential 25 Section 10.6 - CJIC Operations – Criminal Information Specialist 26 Training for Criminal Information Specialists 26 Section 10.7 - Lead Differential 26 Section 10.8 - Evening Shift Differential 27 Section 10.9 - Stenography Differential 27 Section 10.10 – Training Differential 27 Section 10.11 - Work Out-of-Classification 28 Section 10.12 - Reclassification 28 Section 11.1 - Workweek 29 Section 11.2 - Workday 29 Section 11.3 - Regular Workday, and Regular Workweek and Flexible Schedules 29 Section 11.4 - Rest and Meal Periods 29 Section 11.5 - Overtime Work and Compensatory Time Off 30 Section 11.6 – Alternate Work Schedule 30 Section 11.7 – Voluntary Reduced Work Hours Program 30 Section 11.8 - Job-Sharing 31
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Related to GRIEVANCE PROCEDURE 17

  • 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.

  • Grievance Procedure Steps Step 1: (a) Any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the Union first learned or may reasonably have been expected to have learned of its cause unless the parties agree in writing to extend the fourteen (14) day period. The employee, if he or she so desires, may be accompanied and represented by the employee's stew- ard or a Union representative. The Union also may initiate a grievance at Step 1 within 14 days of the date the Union first became aware of (or rea- sonably should have become aware of) the facts giving rise to the griev- ance. In such case the participation of an individual grievant is not re- quired. A Step 1 Union grievance may involve a complaint affecting more than one employee in the office. Whenever the facts giving rise to a grievance relate to an incident/issue occurring or arising on a specific date and in- volve more than one employee in the office, a Step 1 or Step 2 grievance may only be initiated by the Union as a Union grievance on behalf of all involved employees within a specific work location in an installation as provided in Article 17.2A or as defined by local practice. Should any grievances concerning the same incident/issue be filed at Step 1 by indi- vidual employees, the Union will consolidate all such grievances and se- lect a representative grievance which may be appealed to Step 2. Should multiple grievances concerning the same incident/issue be improperly filed/initiated at Step 1 by the Union, management shall notify the Union, and if so notified, the Union shall consolidate all such grievances and select a representative grievance which may be heard at Step 1.

  • 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.

  • 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.