Grievance Procedure – Process Clause Samples

Grievance Procedure – Process. 7.05.01 Any Pilot who considers himself aggrieved and who has first attempted to obtain a satisfactory settlement with his immediate supervisor, or who has been disciplined, suspended or dismissed and who considers himself unjustly dealt with, may grieve in writing outlining both the nature of the grievance and the facts involved. 7.05.02 Throughout this procedure the Pilot involved will be represented by ACPA. 7.05.03 The foregoing notice requirements will not be interpreted so as to restrict consideration of all relevant facts.
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Grievance Procedure – Process. It is the desire of the parties to this Agreement that grievances be settled promptly. An Employee who feels aggrieved shall first attempt to obtain a satisfactory resolution with an Services supervisor and may be accompanied by a Union representative. Upon request from the Employee, the Company will provide a response in writing to the Employee concerned. Such response shall not alter the time limits set out in Article The Employee and the Union will be advised in writing of any disciplinary or investigatory meetings no later than forty-eight (48) hours in advance, unless otherwise agreed to by the Employee. Prior to the hearing, the Employee shall be provided with written notice of the time and date of the meeting, the reason for the meeting and the Employee's right to have Union representation present. Where a Union representative is not available, the meeting will be rescheduled at a mutually agreeable time. A Union representative shall be present at the hearing at the Employee's request. Cabin Personnel who are subject to an hearing, shall be paid their scheduled duties blocked, or assigned a minimum four (4) credits to attend such hearing. Where disciplinary or discharge action is contemplated and the Employee is considered a threat to the safety of passengers or crew, or when the Company and Union agree, the Employee involved may be held out of service, with pay, for up to seven (7) Days pending investigation in order to provide Management with sufficient time to investigate and consider all factors involved. The Company, with the Union's agreement, may extend this investigation period. Notwithstanding the above, the Company may contact Cabin Personnel to gather information.
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Grievance Procedure – Process. The following steps will be followed in the processing of grievances: Step 1: A grievance must be submitted in writing to the GSE’s supervisor (or designee) within thirty (30) calendar days of when the aggrieved GSE knew or reasonably could have been expected to know of the circumstances giving rise to the grievance. The grievance will be dated and signed by the GSE or the Union representative and comply with the requirements set forth above in Section 2. Within fourteen (14) calendar days of submission of the written grievance, Step 2: Grievances not resolved at Step 1 may be appealed in writing by the Union or the GSE to the ▇▇▇▇ of the GSE’s academic program (i.e., School or Division), or the ▇▇▇▇’▇ designee, within fourteen (14) calendar days following issuance of the Step 1 answer, or within fourteen
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Grievance Procedure – Process. An employee has a grievance; Discuss with Shop ▇▇▇▇▇▇▇ or Employee Representative and submit grievance form to the HR / IR department Raise the grievance with the HR / IR Department HR/IR Department submit grievance form to most senior manager and an enquiry shall be held within 3 working days of receipt by HR/IR Grievance Procedure Ends, if unresolved refer grievance as per the Dispute Resolution Procedure in the PA to the CCMA.
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Grievance Procedure – Process. The following steps will be followed in the processing of grievances: Step 1: A grievance must be submitted in writing to the GSE’s supervisor (or designee) within thirty (30) calendar days of when the aggrieved GSE knew or reasonably could have been expected to know of the circumstances giving rise to the grievance. The grievance will be dated and signed by the GSE or the Union representative and comply with the requirements set forth above in Section 2. Within fourteen (14) calendar days of submission of the written grievance, the Supervisor (or designee) will meet at a mutually convenient time and place with the GSE and the Union representative(s), if any, in an attempt to resolve the grievance. The University will issue a written grievance answer within fourteen (14) calendar days of the Step 1 meeting. The parties agree that grievances, responses, and appeals are considered filed on the date that they are received by the appropriate representative of a party via email or U.S. Mail. In the case of the Union, the appropriate representative is the ▇▇▇▇▇▇▇ who filed the grievance or represented the GSE at the respective level. In the case of the University, the appropriate representative is the individual who hears the grievance at the respective level. Step 2: Grievances not resolved at Step 1 may be appealed in writing by the Union or the GSE to the ▇▇▇▇ of the GSE’s academic program (i.e., School or Division), or the ▇▇▇▇’▇ designee, within fourteen (14) calendar days following issuance of the Step 1 answer, or within fourteen
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Grievance Procedure – Process 
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Related to Grievance Procedure – Process

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • 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 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.

  • 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.

  • 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.