Grievance Review Board Clause Samples

Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (Chief Stewards) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance, save and except the following types of grievances, which shall go directly to mediation or arbitration, as the parties may agree, or the Chief Arbitrator so determines: i. Grievances requiring medical disclosure; ii. Policy grievances; iii. Terminations; iv. Cases where the parties have agreed that facts should only be disclosed to those directly involved and the appropriate counsel acting on behalf of the parties for final resolution. Grievance Review Board meetings are to be scheduled regularly as agreed to by the parties or ordered by the Chief Arbitrator in all work locations. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration. Unless the parties agree to regular arbitration, or the Arbitrator so orders, all grievances shall be submitted to Expedited Arbitration.

Grievance Review Board. The Grievance Review Board shall consist of two Kinectrics’ Union representatives and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration. Unless the parties agree to regular arbitration, all grievances shall be submitted to expedited arbitration. The parties will select mutually agreeable arbitrators as required. If the parties fail to agree upon an arbitrator after a reasonable period of time, the parties shall request the Ministry of Labour to nominate an arbitrator.

Grievance Review Board. 1. A Grievance Review process will be implemented. This process will be used on an as-needed basis at the request of either party, but at least three (3) times per year unless mutually agreed otherwise. The GRB discuss grievances filed and processed forward during the preceding four months or as agreed by the parties. The Grievance Review Board will consist of a combination of two representatives of the IAM District Office (consisting of a General Chair and designee) and two Company representatives.

Grievance Review Board. The PWU and the ESA are obligated to hold Grievance Review Board Meetings (GRB). The GRB shall be held monthly at the Joint Union/Management meetings. The GRB consists of at least two (2) PWU and at least two (2) Management Representatives. The PWU would consist of both Chief ▇▇▇▇▇▇▇’▇ (or delegate) presenting their case to the GRB. ESA Management would have People and Culture and the appropriate Senior Manager presenting their case. The GRB once the arguments were presented would attempt to reach agreement on the grievance or refer it to arbitration. One week prior to the GRB meeting, the parties agree to exchange information on the grievance and determine where they agree or disagree on the facts. If information is not exchanged, then the grievance will be postponed until the next GRB meeting. For grievances not resolved within 90 days of being filed, the parties will, within the next 30-day period agree to an arbitrator and have dates established. It is agreed that the parties may extend this timeframe through mutual agreement for the purpose of reaching resolution. The parties agree to exchange briefs seven (7) days prior to the arbitration date.

Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (Chief Stewards) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance, save and except the following types of grievances, which shall go directly to mediation or arbitration, as the parties may agree, or the Chief Arbitrator so determines: i. Grievances requiring medical disclosure; ii. Policy grievances; iii. Terminations; iv. Cases where the parties have agreed that facts should only be disclosed to those directly involved and the appropriate counsel acting on behalf of the parties for final resolution.

Grievance Review Board. The Grievance Review Board shall consist of two Union representatives (at a high level) and two Management representatives (at a high level), who will have the authority to agree unanimously to a final and binding settlement of any grievance or unanimously agree to the scheduling of any grievance. Grievance Review Board meetings are to be scheduled regularly as agreed to by the parties or ordered by the Chief Arbitrator in all work locations. The purpose of the Grievance Review Board will be to attempt to settle all cases, failing which the Grievance Review Board will agree to facts where possible and ensure that all documentary and other evidence is disclosed by the parties. If not resolved at the Grievance Review Board, grievances move to arbitration Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step of the grievance process. The Company provide the Union and any employees who be disciplined three days’ notice of the Interview, The Interview shall take place between the Company, the Union and the accused individual. The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. The minutes of the meeting be provided to the Union and the accused within seven (7) days of the Interview. The Union and the accused shall forward a written reply to the minutes, if any, within seven days of receipt of the minutes. Should the Company choose to impose discipline, the Union has ten days to file a grievance commencing at Step Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters. The Company shall provide the necessary facilities for all meetings in the grievance process. Maintenance of earnings and payment of expenses shall be provided by the Company for all Union representatives on grievance committee. The fees of all arbitrators and costs associated with arbitration hearings shall be shared equally by the parties, subject to current practices. Dispute Resolution Article Plan B and Any Article Plan or disputes shall be resolved on an expedited basis as set out below: The Union shall commence this dispute resolution process by filing a grievance with the relevant contact supervisor. The parties shall meet within s...

Grievance Review Board. Failing resolution at that meeting, the matter shall be referred to expedited arbitration using a mutually agreed upon expert in job evaluation to act as Arbitrator.