GRIEVANCE RESOLUTION PROCEDURES Sample Clauses

A grievance resolution procedures clause establishes a formal process for addressing and resolving complaints or disputes that arise between parties under an agreement. Typically, it outlines the steps that must be followed, such as submitting a written complaint, engaging in discussions or mediation, and possibly escalating the issue if it remains unresolved. This clause ensures that conflicts are managed in an orderly and fair manner, helping to prevent misunderstandings from escalating and providing a clear path to resolution.
POPULAR SAMPLE Copied 1 times
GRIEVANCE RESOLUTION PROCEDURES. 3 SECTION 1. All grievances of employees of the Police Department or the Association 4 representing members of the Police Department, except civilian employees, shall be 5 processed in accordance with the procedures outlined below. Whenever the word 6 "employee" appears in the grievance procedure, it shall be replaced by the term 7 "grievant". All grievances processed by the Association shall begin at Step 2 of the 8 grievance procedure. A grievance shall consist only of a dispute or disagreement 9 involving the interpretation or application of the terms or provisions of this Agreement, 10 including a complaint involving working conditions established by this Agreement and 11 the application of the Police Department rules and regulations. The grievance procedure 12 shall not apply to departmental operations and proceedings; nor to disciplinary actions, 13 promotional procedures, job classifications, or any other matter contained in Section 14 62.13, Wisconsin Statutes. All matters subject to the provisions of Section 62.13, 15 Wisconsin Statutes, shall be processed in accordance with such statute. All "working 17 Step 1. If an employee has a grievance he/she shall first present and discuss the 18 grievance orally with the command staff member involved, or in their absence, a 19 command staff member, either alone or accompanied by an Association 20 representative. In order to be timely, a grievance must be presented at the Step 1 21 level within ten (10) working days of knowledge of the circumstances causing the
View Source
GRIEVANCE RESOLUTION PROCEDURES. 3 SECTION 1. All grievances of employees of the Police Department or the Association 4 representing members of the Police Department, except civilian employees, shall be 5 processed in accordance with the procedures outlined below. Whenever the word 6 "employee" appears in the grievance procedure, it shall be replaced by the term 7 "grievant". All grievances processed by the Association shall begin at Step 2 of the 8 grievance procedure. A grievance shall consist only of a dispute or disagreement 9 involving the interpretation or application of the terms or provisions of this Agreement, 10 including a complaint involving working conditions established by this Agreement and 11 the application of the Police Department rules and regulations. The grievance procedure 12 shall not apply to departmental operations and proceedings; nor to disciplinary actions, 13 promotional procedures, job classifications, or any other matter contained in Section 14 62.13, Wisconsin Statutes. All matters subject to the provisions of Section 62.13, 15 Wisconsin Statutes, shall be processed in accordance with such statute. All "working 17 Step 1. If an employee has a grievance he/she shall first present and discuss the 18 grievance orally with his/her shift commander, either alone or accompanied by an 19 Association representative. In order to be timely, a grievance must be presented 20 at the Step 1 level within ten (10) working days of knowledge of the 21 circumstances causing the grievance. The shift commander shall have four (4) 22 calendar days to reach a decision and communicate it orally to the employee. 1 Step 2. The grievance shall be considered settled at the Step 1 level, unless 2 within ten (10) working days after the communication of the shift commander's 3 decision, the employee and/or the Association representative shall reduce the 4 grievance to writing and present it to the Chief. Within ten (10) working days, 5 the Chief shall send to the employee and the Association a written answer to the
View SourceView Similar (5)
GRIEVANCE RESOLUTION PROCEDURES. 5 A. Definitions
View SourceView Similar (2)
GRIEVANCE RESOLUTION PROCEDURES. Any inquiries, complaints or grievances shall be made by contacting Company or Plan Provider. Members should take any question or concern directly to Plan Provider rendering service to resolve the issue immediately. Grievance resolution procedures and appeals processes are outlined in the Health Care Insurer Appeals Process Information Packet included with the Evidence of Coverage. Additional or replacement copies of the Health Care Insurer Appeals Process Information Packet may be obtained by contacting the Company.
View Source
GRIEVANCE RESOLUTION PROCEDURES. The employee grievance resolution procedures described herein are applicable only to the provisions of this agreement and are intended to provide a process by which disputes pertaining to matters addressed in this agreement may be resolved. Certain matters not covered in this agreement may be grieved through the grievance resolution procedures provided in Board policy.
View Source
GRIEVANCE RESOLUTION PROCEDURES. Level Two – Regional Grievance Committee
View Source
GRIEVANCE RESOLUTION PROCEDURES a. Current employees who have not established residency prior to the 7 ratification of this agreement shall be paid at Wage Scale R for a 8 period of not more than eighteen (18) months from their date of 9 hire. If the current employee establishes new residency within the 10 designated perimeter and not in the City of West Allis prior to the 11 expiration of the eighteen (18) months, he/she shall be paid at 12 Wage Scale P upon establishing such residency.
View Source
GRIEVANCE RESOLUTION PROCEDURES. In many circumstances grievances can be dealt with on an informal level. Should the informal process fail or either party request the formal process then the procedure set out below is to be followed. The aim of this procedure is to resolve grievances in the workplace at the level at which they occur, in a timely manner. The procedures also aim to afford natural justice to ensure that both parties have the right to seek advice and reply to allegations. Confidentiality is a vital aspect of any resolution. All parties should be advised that they should not publish or make available, information about the grievance to persons who have no legitimate right to receive it. Both the grievant and the respondent may request advice and assistance from their relevant union. The union representative may be present at any stage of the proceedings. Step 1 Where the staff member(s) has a grievance then the matter should be brought to the attention of the section head as soon as practicable. The staff member should outline the substance of the issue and state the solution sought. This information should be recorded and signed by the grievant. Step 2 The section head will advise the respondent of the nature of the grievance and the solution sought. The respondent will be allowed five (5) days in which to provide an oral or written response. If the response is acceptable to the grievant and the section head, then matter will be closed. If the respondent denies the substance of the grievance, then an investigation of the matters raised maybe necessary. This investigation will seek relevant information from a range of sources. The seriousness of the complaint will shape the formality of the investigation. The outcome of the investigation and the recommended solution will be reported by the General Manager to both the grievant and the respondent. This solution may include mediation by a trained mediator who may help the parties reach an agreeable resolution. Step 3 If the matter is not resolved by the process outlined in steps 1 or 2, then it may be referred to the appropriate outside body. Examples of outside bodies might include the Industrial Relations Commission or the Anti-discrimination Board.
View Source
GRIEVANCE RESOLUTION PROCEDURES. The following procedure for the avoidance or resolution of disputes shall apply. The mechanism and procedures for resolving industrial disputes will include, but not be limited to the following: ▪ The employee/s concerned will first meet and confer with their immediate supervisor. The employee/s may appoint another person to act on their behalf including an elected employee representative. Where an elected employee representative is involved he/she shall be allowed the necessary time during working time to raise the issue with the supervisor and reasonably confer with a person that may assist them in representation. ▪ If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. ▪ If the matter remains unresolved the employer may refer it to a more senior level of management and the employee may invite a representative to be involved in the discussions. ▪ In the event there is no agreement to refer the matter to a more senior level or it is agreed that such a reference would not resolve the matter the parties should jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the matter. Throughout all stages of the procedure all relevant facts must be clearly identified and recorded in writing. Sensible time limits must be allowed for completion of the various stages of discussion. The parties must co-operate to ensure that the grievance resolution procedure is carried out as quickly as possible. Whilst the parties are attempting to resolve the matter the parties will continue to work in accordance with the Agreement and their contract of employment, unless the employee has a reasonable concern about an imminent risk to his or her health or safety. Whilst these processes are being followed the parties shall be committed to avoid stoppages of work, lockouts or other bans or limitations on the performance of work and the company shall ensure that all practices applied during the operation of the procedure are in accordance with safe working practices and consistent with established custom and practice at the enterprise. The types of disputes that may be referred to the Australian Industrial Relations Commission include, but are not limited to the following: (i) Disputes over the application of the agreement or interpretation of the terms of the agreement which affect an employee, a group of employees, or all employees cov...
View Source

Related to GRIEVANCE RESOLUTION PROCEDURES

  • 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.

  • Dispute Resolution Procedures (a) In the event a dispute arises about the interpretation, application, calculation of Loss, or calculation of payments or otherwise with respect to this Single Family Shared-Loss Agreement (“SF Shared-Loss Dispute Item”), then the Receiver and the Assuming Institution shall make every attempt in good faith to resolve such items within sixty (60) days following the receipt of a written description of the SF Shared-Loss Dispute Item, with notification of the possibility of taking the matter to arbitration (the date on which such 60-day period expires, or any extension of such period as the parties hereto may mutually agree to in writing, herein called the “Resolution Deadline Date”). If the Receiver and the Assuming Institution resolve all such items to their mutual satisfaction by the Resolution Deadline Date, then within thirty (30) days following such resolution, any payment due as a result of such resolution shall be made arising from the settlement of the SF Shared-Loss Dispute. (b) If the Receiver and the Assuming Institution fail to resolve any outstanding SF Shared-Loss Dispute Items by the Resolution Deadline Date, then either party may notify the other of its intent to submit the SF Shared-Loss Dispute Item to arbitration pursuant to the provisions of this Article VII. Failure of either party to submit pursuant to paragraph (c) hereof any unresolved SF Shared-Loss Dispute Item to arbitration within thirty (30) days following the Resolution Deadline Date (the date on which such thirty (30) day period expires is herein called the “Arbitration Deadline Date”) shall extinguish that party’s right to submit the non-submitted SF Shared-Loss Dispute Item to arbitration, and constitute a waiver of the submitting party’s right to dispute such non-submitted SF Shared-Loss Dispute Item (but not a waiver of any similar claim which may arise in the future). (c) If a SF Shared-Loss Dispute Item is submitted to arbitration, it shall be governed by the rules of the American Arbitration Association (the “AAA”), except as otherwise provided herein. Either party may submit a matter for arbitration by delivering a notice, prior to the Arbitration Deadline Date, to the other party in writing setting forth: (i) A brief description of each SF Shared-Loss Dispute Item submitted for arbitration; (ii) A statement of the moving party’s position with respect to each SF Shared-Loss Dispute Item submitted for arbitration; (iii) The value sought by the moving party, or other relief requested regarding each SF Shared-Loss Dispute Item submitted for arbitration, to the extent reasonably calculable; and (iv) The name and address of the arbiter selected by the moving party (the “Moving Arbiter”), who shall be a neutral, as determined by the AAA. Failure to adequately include any information above shall not be deemed to be a waiver of the parties right to arbitrate so long as after notification of such failure the moving party cures such failure as promptly as reasonably practicable. (d) The non-moving party shall, within thirty (30) days following receipt of a notice of arbitration pursuant to this Section 7.1, deliver a notice to the moving party setting forth: (i) The name and address of the arbiter selected by the non-moving party (the “Respondent Arbiter”), who shall be a neutral, as determined by the AAA; (ii) A statement of the position of the respondent with respect to each Dispute Item; and (iii) The ultimate resolution sought by the respondent or other relief, if any, the respondent deems is due the moving party with respect to each SF Shared-Loss Dispute Item. Failure to adequately include any information above shall not be deemed to be a waiver of the non-moving party’s right to defend such arbitration so long as after notification of such failure the non-moving party cures such failure as promptly as reasonably practicable (e) The Moving Arbiter and Respondent Arbiter shall select a third arbiter from a list furnished by the AAA. In accordance with the rules of the AAA, the three (3) arbiters shall constitute the arbitration panel for resolution of each SF Loss-Share Dispute Item. The concurrence of any two (2) arbiters shall be deemed to be the decision of the arbiters for all purposes hereunder. The arbitration shall proceed on such time schedule and in accordance with the Rules of Commercial Arbitration of the AAA then in effect, as modified by this Section 7.1. The arbitration proceedings shall take place at such location as the parties thereto may mutually agree, but if they cannot agree, then they will take place at the offices of the Corporation in Washington, DC, or Arlington, Virginia. (f) The Receiver and Assuming Institution shall facilitate the resolution of each outstanding SF Shared-Loss Dispute Item by making available in a prompt and timely manner to one another and to the arbiters for examination and copying, as appropriate, all documents, books, and records under their respective control and that would be discoverable under the Federal Rules of Civil Procedure.

  • Disputes Resolution Procedure 11.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • Resolution Procedure a. Step 1 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • 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.