Grievance Procedure Step Clause Samples

Grievance Procedure Step. III - Employee and Agency Head 13.4.1. If, subsequent to receipt of the intermediate supervisor's decision, the Unit Employee and/or his/her ▇▇▇▇▇▇▇ feels that further review is justified, notification to that effect and a statement of all the facts pertaining to the problem, specifying the Article(s) and Section(s) which have been allegedly violated, and shall be made in writing to the Agency Head within five (5) working days from the day the employee was informed of the decision reached. 13.4.2. The Agency Head or his/her designated representative shall schedule a meeting with those concerned as soon as practicable after receipt of the written notification of appeal. Absent exigent circumstances, such meeting shall be scheduled within ten (10) working days. 13.4.3. The Agency Head or his/her designated representative shall notify in writing the Unit Employee or the ▇▇▇▇▇▇▇ and the supervisors concerned of the decision reached and reasons therefore within ten (10) working days after the meeting. 13.4.4. All grievances regardless of step, shall be filed by mail or electronically.

Grievance Procedure Step. Should an employee not receive satisfaction from his Manager in regard to complaint made pursuant to Section hereof within 3 working days after Step One, he may state his grievance in triplicate on the appropriate form and the Shop Committee shall present it to the Regional Manager Canada or his designated representative within three working days thereafter.

Grievance Procedure Step. 1 The employee shall, with the consent of the Zone Representative or the Grievance Committee, file a written grievance with her/his immediate supervisor and Human Resources within five

Grievance Procedure Step. Within eight (8) days, per article after the decision is given in Step No. the grievance may be forwarded, in writing to the Director of Human Resources. A meeting between the aggrieved employee and the Union Grievance Committee and the Director of Human Resources or designate shall be held within eight (8) days, per article following submission of the grievance, or as may be extended by mutual agreement of the Parties. It is understood that the Director of Human Resources may have such counsel and assistance as may desire, or may elect to be represented by a designate, and that any two of the Union Representatives of CAW Canada Local and the National Representative of the Union may also be present at the request of the Director of Human Resources, or the Union. The decision of the Director of Human Resources or designate shall be given in writing within eight (8) days, per article following the meeting. Failing settlement of any grievance under the foregoing procedure arising from the interpretation, application, administration or alleged violation of the Agreement, including any question as to whether a matter is arbitrable, the grievance may be referred to Arbitration by either Party. If no written request for Arbitration is received within ten (IO) days, per article after the decision under Step is given, it shall be deemed to have been settled. Should any grievance not be submitted within the various time limits specified under the Grievance Procedure, the Employer will not be obliged to consider it, provided that any of the time limits in Articles and may be extended by mutual agreement of the Parties. All agreements reached under the Grievance Procedure between the representatives of the Union and the representatives of the Home, will be final and binding upon the Home, the Union and the employees. Any time limits referred to in the Grievance Procedure or Arbitration or any sub-section thereof within which any procedure is required to be taken or notice required to be given, shall be calculated exclusive of Saturday, Sunday, Paid Holidays (as declared) and, in the case of Full- time units, an aggrieved employee's day off. Where the differences arise between the Employer and the Union concerning the interpretation or violation of this Agreement, which may be considered as policy matters, the differences between the Parties shall be reduced to writing and entered into the Grievance Procedure in accordance with Article If the matter of the policy griev...

Grievance Procedure Step. An employee who has a complaint shall discuss it with his Manager (Services, District Sales, Reservations, and Ticket Office) within ten working days of occurrence of circumstances giving rise to complaint either alone or with his Shop ▇▇▇▇▇▇▇ with a view to a prompt and fair adjustment. The Corporation shall not be bound to consider a complaint or grievance in respect of any decision or happening which occurred more than ten working days prior to the commencement of the first step of the Grievance Procedure herein. During the discussion of a grievance, if it is mutually agreed that witnesses would aid in settling the grievance, they may be requested to attend.

Grievance Procedure Step. The employee assisted by a ▇▇▇▇▇▇▇, if she so desires, may submit a written grievance signed by her to her Department Manager and Senior Manager. The nature of the grievance, the remedy sought and the section or sections of the Collective Agreement which are alleged to have been violated shall be identified in the grievance. The Department Manager or Senior Manager will deliver their decision in writing within seven (7) calendar days following the day on which the grievance was presented to them. Failing settlement, then: Within seven (7) calendar days following the decision under Step No. the Union may submit the written grievance to the Director, Staff and VolunteerResources or her representative, at which time the matter will be reviewed and a decision in writing of the Gallery shall be given within fourteen (14) calendar days the date on which the grievance is lodged under this Step

Grievance Procedure Step. Time Limits to Present Initial Grievance Step Time Limit to Reply to Step Step Time Limit to Reply to Step Time Limit to Submit to Arbitration Failure to Act Amending of Time Limits Dismissal or Suspension Grievance Deviation from Grievance Procedure Policy Grievance Technical Objections to Grievances Management Grievance Notification Appointment of the Arbitrator Board Procedure Decision of Arbitrator Disagreement on Decision Expenses of Arbitrator Amending Time Limits Witnesses Expedited Arbitration

Grievance Procedure Step. The Union may submit a grievance, in writing, to the Shift Superintendent or his designate within fourteen (14) calendar days of the occurrence of the alleged violation of the Agreement. The written grievance shall state the facts and circumstances giving rise to the grievance, which provisions of the Agreement are alleged to have been violated and what restitution is requested. The Shift Superintendent shall arrange a meeting to discuss the grievance within ten calendar days of receipt of the grievance and shall render a decision in writing within five (5) calendar days of this meeting. A full-time Union representative or his designate may attend the meeting at the option of the Union. A Human Resources representative may attend at the option of the Employer. Step If the grievance is not satisfactorily resolved at Step the Union may forward the grievance to the Human Resources Manager or his designate in writing within fourteen (14) calendar days of the Shift Superintendent’s response. The Human Resources Manager or his designate shall arrange a meeting to discuss the grievance within fourteen (14) calendar days of receipt of the grievance and shall render a decision in writing within fourteen (14) calendar days of this meeting. A full-time Union representative or his designate may attend the meeting at the option of the Union. A Human Resources representative or his designate may attend at the option of the Employer. Step If the grievance is not satisfactorily resolved at Step the Union may forward the grievance to the Plant Manager or his designate in writing within fourteen

Grievance Procedure Step. 1 (a) Start the grievance procedure by delivering a written grievance to the Chairperson of the Child Care Centre. (b) Discuss the disputed matter with: (1) the Supervisor, or his or her responsible official, or the other staff if the Centre works on a co-supervisory system (2) the Executive Committee of the Centre, or the Employer's delegated representative.