GRIEVANCE PROCEDURE 29 Clause Samples

GRIEVANCE PROCEDURE 29. 16.1 General 29 16.2 Definitions 29 16.3 Filing and Processing Grievances 29 16.4 Time Limits 31
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GRIEVANCE PROCEDURE 29. Section A. General. 29 Section B. Grievance Steps. 31 Section C. Panel Selection and Administration 34 Section D. Time Limits. 35 Section E. Retroactivity 36 Section F. Exclusive Procedure 36 Section G. Processing Grievances. 36 Section H. Documents and Witnesses. 37 Section I. State Employer. 38 Section A. Purpose 39 Section B. Representation 39 Section C. Scheduling 41 Section D. Pay Status of Union Representatives. 41 Section E. State Employer. 41 Section F. Response to Labor-Management Meetings. 41 Section G. Labor-Management Council 41 Section A. General. 43 Section B. First Aid Equipment 43 Section C. Tools and Equipment. 43 Section D. Protective Clothing 43 Section E. Confidentiality of Records. 43 Section F. Buildings. 43 Section G. Contagious Diseases and Conditions. 44 Section H. Medical Examinations. 44 Section I. Foot Protection 45 Section J. Safety and Health Inspection 45 Section K. Damage to Personal Items. 45 Section L. Health and Safety Committees 46 Section M. Compliance Limitations. 47 Section N. Evacuation Plans. 47 Section O. Unexpected Immediate Danger. 47 Section P. Use of Employer Facilities. 47 Section A. Seniority Definitions. 48 Section B. Application 49 Section C. Seniority Information 49 Section D. Supervisors. 50 Section E. Other Employees. 50 Section F. Probationary Employees. 50
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GRIEVANCE PROCEDURE 29. 18.1 Definition 29 18.2 Step 1 - Nurse and Immediate Supervisor 29 18.3 Step 2 - Nurse, Local Unit Chairperson and Chief Nurse Executive 29 18.4 Step 3 - Administrator and Association Representative 29 18.5 Step 4 - Binding Arbitration 30 19.1 Staffing 30 19.2 Staff Development 31 20.1 Savings Clause 31 20.2 Past Practices 32 20.3 Wage and Benefit Minimums 32 20.4 Successorship 32 21.1 Management Rights 32 22.1 Duration and Renewal 33 DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C DocuSign Envelope ID: D03C71C7-4E45-4740-8B20-12401F5C8D0C THIS AGREEMENT is made and entered into by and between WHIDBEYHEALTH MEDICAL CENTER (hereinafter referred to as the “Employer”), and the WASHINGTON STATE NURSES ASSOCIATION (hereinafter referred to as the “Association”).
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GRIEVANCE PROCEDURE 29. Section 1. Definitions. 29 Section 2. Grievance Steps. 30 Section 3. Fees and Expenses. 31 Section 4. Arbitrator's Authority 31 Section 5. Processing of Grievances 31 Section 6. Time Limits. 32 Section 7. Identifying Designees. 32 Section 8. Veterans’ Preference 32 Section 1. Application for Leave. 32 Section 2. Authorization for Leave. 32 Section 3. Statutory Leaves. 32 Section 4. Leaves of Absence with Pay. 32 Section 5. Leaves of Absence Without Pay. 36 Section 6. Cancellation of Leaves of Absence 39 Section 7. Reinstatement from Leave of Absence. 39
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GRIEVANCE PROCEDURE 29. Grievance 29 Section 2. Conduct of the Grievance Procedure 30 Section 3. Grievance Procedure Steps 30 ARTICLE XXI 32 MISCELLANEOUS 32 Section 1. Substance Abuse Policy 32 Section 2. 125 Plan 34 Section 3. Filling and Vacating Assignments 34 Section 4. Examination Observer34 Section 5. No Smoking Policy 34 Section 6. Court Time Pay 34 ARTICLE XXII 35 SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING 35 ARTICLE XXIII 35 WAIVER OF BARGAINING DURING TERM OF THIS MEMORANDUM OF UNDERSTANDING 35 ARTICLE XXIV 35 REOPENER 35 ARTICLE XXV 36 EMERGENCY WAIVER PROVISION 36 ARTICLE XXVI 36 SEVERABILITY 36 ARTICLE XXVII 36 TERM OF THIS MEMORANDUM OF UNDERSTANDING 36 ARTICLE XXVIII 37 RATIFICATION AND EXECUTION 37 EXHIBIT A 38 CLASSIFICATIONS REPRESENTED BY THE DOWNEY FIREMEN'S ASSOCIATION 38 PAY SCHEDULE 38 ARTICLE I RECOGNITION‌ Pursuant to the provisions of the Employee Relations Ordinance No. 394 and the Supplemental Employee Relations Rules and Regulations of the City of ▇▇▇▇▇▇, the City of Downey (hereinafter called the "City") has recognized the Downey Firemen's Association/IAFF Local 3473 (hereinafter called the "Association") as majority representative of sworn fire department personnel including the classifications of Firefighter, Fire Engineer, Fire Captain, and excluding all management employees of the Fire Department. The City has recognized the Association for the purpose of meeting its obligations under the ▇▇▇▇▇▇-▇▇▇▇▇▇-▇▇▇▇▇ Act, Government Code Section 3500 et seq., and the Employee Relations Ordinance of the City when City rules, regulations or laws affecting wages, hours or other terms and conditions of employment are amended or changed.
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GRIEVANCE PROCEDURE 29. Paid Leaves of Absence (sick time, death, personal business, adoption, sabbatical leave) 33 Teacher / Ancillary Staff Absence Request Form (Personal Business) 35
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GRIEVANCE PROCEDURE 29. Article 2.
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Related to GRIEVANCE PROCEDURE 29

  • 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.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • 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 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.