Grievance Procedures Clause Samples
The Grievance Procedures clause establishes a formal process for addressing complaints or disputes that arise between parties, typically within an organization or contractual relationship. It outlines the steps that must be followed when a party wishes to raise a concern, such as submitting a written complaint, participating in meetings or hearings, and following specified timelines for resolution. By providing a clear and structured method for handling grievances, this clause helps ensure that issues are addressed fairly and efficiently, reducing the risk of unresolved conflicts and promoting a harmonious working environment.
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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 Procedures. 4.1 A grievance is a written allegation that there has been a violation, misinterpretation, or misappropriation of the Agreement by the District.
4.2 A Grievant is a unit member, or the Association, filing the grievance.
4.3 A day, for the purpose of resolving a grievance, shall be a day when the schools in the District are in session, excluding Saturdays, Sundays and Summer Session.
4.4 Before filing a written grievance, a grievant may attempt to resolve the problem by an informal conference with the immediate supervisor.
4.5 A grievance must be filed within thirty (30) days of the event which gave rise to the grievance.
4.6 A written grievance shall first be filed with the immediate supervisor and with the president of the Association. The written grievance shall identify the section(s) of this Agreement alleged to have been violated, misinterpreted or misapplied. It shall specify the remedy which the grievant seeks.
4.7 Within ten (10) days after receipt of the grievance, the immediate supervisor shall have met with the grievant and issued a decision in writing.
4.8 If the grievant is dissatisfied with the decision of the immediate supervisor, or the ten (10) days have elapsed without a response, the grievant may within five (5) days appeal the grievance to the Superintendent.
4.9 Within ten (10) days after receipt of the appeal, the Superintendent shall have met with the grievant and issued a decision in writing.
4.10 If ten (10) days have elapsed without a response, the grievant may, within five (5) days request in writing that the Association submit the grievance to arbitration.
4.11 Within ten (10) days of the receipt of a request for arbitration, the Association shall determine if the grievance is to be submitted to arbitration and shall so notify the District.
4.12 Within ten (10) days of a decision by the Association to submit a grievance to arbitration, the District and the Association shall choose a mutually acceptable arbitrator. If no choice has been made after five (5) days, the parties shall request the California Conciliation Service to supply a list of five (5) persons who are experienced in public school arbitration. The District and the Association shall alternately strike a name from the list until only one remains. The order of striking shall be determined by lot.
4.13 Upon completion of a hearing, the arbitrator shall issue findings and a remedy in writing to the District and the Association. The remedy of the arbitrator shall confor...
Grievance Procedures. 17.01 The purpose of any grievance procedure is to maintain good relations between Employees and management at all levels. The grievance procedure helps to do this by providing a method of resolving complaints quickly and fairly.
17.02 The grievance procedure provides an informal or oral complaint stage for Employees. Managers are available for private consultations with an Employee who wishes to discuss a complaint or grievance. Before a formal grievance is presented, the Employee is encouraged to discuss it as an oral complaint with the manager concerned, either privately or, if required, in the presence of a representative of the Union. If the Employee is not satisfied with the result of such discussions, a formal grievance may then be presented.
17.03 A three-level grievance procedure is provided to Employees. The Employer will post on the bulletin boards, the names of the officials designated by the Employer to handle each of the three (3) levels of the Grievance Procedure. The Union is to be supplied with copies of said postings.
17.04 Subject to and as provided in section 206 of the Federal Public Sector Labour Relations Act as may be amended from time to time, an Employee who feels that they have been treated unjustly or consider themselves aggrieved by any action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance in the manner prescribed in Article 17.09 except that,
(a) where there is another administrative procedure provided by or under any Act of Parliament to deal with the specific complaint, such procedure must be followed; and
(b) where the grievance relates to the interpretation or application of the Collective Agreement or an arbitral award, the Employee is not entitled to present the grievance unless they have the approval of and is represented by the Union.
17.05 An Employee is not entitled to present a grievance relating to any action taken, direction or regulation given or made on behalf of the Government of Canada, respecting matters involving the safety and security of Canada.
17.06 An Employee, when submitting a grievance at any level, shall use the NPF Grievance Presentation Form. However, a grievance shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the NPF form or by reason of any technical irregularity. The form is obtainable from the NPF Human Resources Office.
17.07 The grievance process applies to...
Grievance Procedures. The employing authority should ensure that all employees are aware of the person to whom they should apply in the event of their having a grievance and of the procedure to be followed in that instance. These procedures should accord with ACAS guidance.
Grievance Procedures. A. For purposes of this Article, a grievance shall be determined as a dispute between a bargaining unit member and/or the Federation and the Board over the interpretation or application of, the terms of this negotiated agreement. Grievances shall be processed through the procedure outlined below.
B. In the event that a food service employee believes there is a basis for a grievance, he/she shall first discuss promptly the alleged grievance with the immediate supervisor either personally or, if he/she prefers, accompanied by a Federation representative, within seven (7) working days of the date on which the food service employee could reasonably have known of the occurrence of the event giving rise to the alleged grievance.
C. If, as a result of the informal discussion with the immediate supervisor, an alleged grievance still exists, the following formal grievance procedure may, at the option of the grievant, be invoked through the Federation within seven (7) working days of the informal discussion, on the form set forth in annexed Appendix A, signed by the grievant and a representative of the Federation, which form shall be available from the Food & Nutrition Services Director or designee or the Federation.
D. Items may not be placed in an employee’s official personnel file unless the item has been made known to the employee, pursuant to the methodology described in Florida Statute 231.291 (1) (c). The employee shall have the right to respond to any item(s) to be placed in his/her personnel file and to have the response attached to such item. The employee’s signature shall indicate only that he/she has read the item and shall not necessarily indicate agreement with its contents. In the event a grievance is filed, the disciplinary action memo/form shall be held with the Food & Nutrition Service Director or designee in an abeyance folder until the grievance process has been exhausted.
STEP I The grievant and/or Federation may submit to the immediate supervisor, a copy of the grievance form. If the grievance involves more than one school building, it may be filed with the Superintendent/designee. Within seven (7) working days of receipt of the grievance, the immediate supervisor shall meet with the grievant and/or the Federation representative in an effort to resolve the grievance. The immediate supervisor shall indicate the disposition of the grievance in writing within seven (7) working days after such meeting, and shall furnish a copy thereof to the Federa...
Grievance Procedures. 15.02.01 Grievances initiated at the Step 1 level under this Article shall be initiated by the Union District Chair and only after the required informal discussion(s) provided for in Article 15.01.02.
15.02.02 Throughout the grievance procedure the Union shall be given the full opportunity to present evidence and make representation.
Grievance Procedures. (a) A grievance under this Agreement is a written dispute, claim, or complaint arising under and during the term of this Agreement and filed by an employee in the bargaining unit. Grievances are limited to matters of interpretation or application of express provisions or this Agreement.
(b) All grievances must be filed within five (5) working days after occurrence of the circumstances or within five (5) working days after the employee should be reasonably known of the circumstances giving rise to the grievance otherwise the right to file a grievance is forfeited and no grievance shall be deemed to exist.
(c) Any and all grievances resolved at any step of the grievance procedure as contained in this Agreement shall be final and binding on the Board, the Union, and any and all employees involved in the particular grievance.
(d) Grievances shall be processed from one step to the next within the time limit prescribed in each of the steps. Any grievance upon which a disposition is not made by the administration within the time limits prescribed, or any extension which may be agreed to, may be referred to the next step in the grievance procedure, the time limit to run from the date when time for disposition expired provided that at the Superintendent’s level failure to respond to a grievance within the allotted time limits hereinafter set forth will result in the affirmance of the grievance. Any grievance not carried to the next step by the Union within the prescribed time limits or such extension which may be agreed to, shall automatically be resolved upon the basis of the last disposition.
(e) The Board shall not be required to pay back wages for periods prior to the time a written grievance is files; provided that in the case of a pay shortage, of which the employee had not been aware before receiving his/her pay, any adjustments made shall be retroactive to the beginning of that pay period providing employee files his/her grievance within five (5) working days after receipt of such pay.
(f) When an employee is given a disciplinary discharge or layoff or a written reprimand and/or warning, which is, affixed to his/her personal record, the employee will be promptly notified in writing of the action taken. Such disciplinary action shall be deemed final and automatically closed unless a written grievance is filed within five (5) working days from the time of presentation of the notice to the employee. Grievances regarding discharge will commence with the Superin...
Grievance Procedures. A. A grievance is an alleged violation involving a work situation or a deviation from, or a misinterpretation, misapplication, or violation of any provision of this Agreement.
1. An employee may at any step in the Grievance Procedure withdraw any grievance without prejudice. A notice of withdrawal shall be made in writing, and if the grievance is reopened, it must revert to Step l of the grievance procedure within twenty (20) calendar days of being withdrawn.
2. No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at their regular rate of pay.
3. The parties to this Agreement recognize the existence of state mediation services and fact finding processes under the law, and concur that if mutually agreed upon by the parties, they could serve as an intermediate step in the grievance procedure between the Board of Education hearing and arbitration.
B. A grievance shall be presented and adjusted in accordance with the following procedures only. If it is necessary to proceed with a written grievance it shall be presented only on a prescribed district grievance form.
a. The employee shall discuss the matters believed to be grievable with his/her ▇▇▇▇▇▇▇.
b. The ▇▇▇▇▇▇▇ shall discuss these matters with the building principal of the employee’s primary work assignment, or with the supervisor of the employee’s classification in cases where the primary work assignment is not within a particular school building. During this discussion, the principal or supervisor shall be advised that the discussion involves a possible grievance.
a. If the matter is not resolved verbally at Step 1, it shall be reduced to writing and submitted to either the building principal or the classification supervisor within twenty (20) working days from the date the alleged grievance occurred. The written grievance shall be signed by the employee(s) and the ▇▇▇▇▇▇▇ involved.
b. The building principal or classification supervisor shall be responsible to see that a written response to the grievance is tendered to the local Chapter Chairperson within ten (10) working days of receipt of the written grievance.
a. Within ten (10 ) working days after receiving the written response at Step 2, the local Chapter Chairperson may appeal the decision to the Superintendent of Schools or his/her designee. The appeal shall be in writing, and shall be accompanied by a copy of the original grievance, and a copy of the Step 2 response.
b. The Superintendent or designee ...
Grievance Procedures. 12.1. Employers should ensure that the rights of employees with regard to HIV/AIDS, and the remedies available to them in the event of a breach of such rights, become integrated into existing grievance procedures.
12.2. Employers should create an awareness and understanding of the grievance procedures and how employees can utilise them.
12.3. Employers should develop special measures to ensure the confidentiality of the complainant during such proceedings, including ensuring that such proceedings are held in private.
Grievance Procedures. Section 1: Definition