GRIEVANCES - ARBITRATION Sample Clauses
The Grievances & Arbitration clause establishes a formal process for resolving disputes or complaints that arise between parties, typically in an employment or collective bargaining context. It outlines the steps that must be followed when an employee or union believes there has been a violation of the agreement, often starting with an internal complaint procedure and escalating to arbitration if the issue is not resolved. This clause ensures that disagreements are addressed systematically and fairly, providing a clear mechanism for conflict resolution and helping to prevent prolonged or disruptive disputes.
GRIEVANCES - ARBITRATION. 9:01 An Employee may take up any matter directly with the Employer at any time and the Employer retains the right to explain its views on any matter to its Employees directly, through a meeting, by notice or other lawful means.
9:02 It is the mutual desire of the Parties hereto that complaints of Employees shall be addressed as quickly as possible and it is agreed that an Employee has no grievance until he has first given his ▇▇▇▇▇▇▇ or Supervisor an opportunity to address his complaint.
GRIEVANCES - ARBITRATION. Section 1. In the event any differences shall arise during the term of this Agreement between the company and any employee or employees, hereunder, or between the Company and the Union, then such shall be settled in the following manner:
Step 1. The matter in dispute shall be presented to the person (Direct Supervisor, Department Head, Manager or other appropriate Company representative) to whom the employee(s) involved are responsible. If not resolved, the matter in dispute shall be submitted in writing to the Company representative within fifteen (15) calendar days of the date upon which the difference is based first occurred or first becomes known to the employee(s). The Company representative shall respond in writing within ten (10) calendar days after a meeting is held to discuss the matter at this step. In the event the dispute is not settled at this step within the above time period, then Step 2 shall be followed. Grievances/disputes that are resolved or withdrawn at Step 1 shall be on a non-precedent setting basis and shall not be cited by either party.
Step 2. The matter in dispute shall be presented in writing to the appropriate Labor Relations Representative within ten (10) calendar days of the time stated for disposition in Step 1. In the event a mutually agreeable meeting date is not selected within fifteen (15) calendar days of the receipt of the letter, it may be moved to the next step by either party. An answer to the grievance shall be given in writing within ten (10) calendar days after the meeting is held at this step. In the event the dispute is not settled at this step within the time period as stated above, then it shall be submitted to an Arbitration Board as provided in Article III, below.
GRIEVANCES - ARBITRATION a. [Level 1] Any grievances should be directed to the Site Manager in writing, clearly outlining details of the grievance. The Site Manager will handle the complaint to the best of his/her ability with a decision. If the Site manager is unable to resolve the complaint, he/she may elevate the grievance to the Board of Directors for discussion and vote during the next board meeting.
b. [Level 2] Should a Vendor’s grievance involve the Site Manager or an appeal of the Site Manager’s decision, the grievance and/or appeal should be directed to the Board of Directors in writing, clearly outlining details of the grievance/appeal for discussion at the next board meeting.
c. The Board may vote one of two ways with the first provision for resolution being preferable. The board may motion for a particular resolution that the Site Manager can carry forward with the vendor(s) where the decision is final and the resolution progresses no further. Second, the board may motion to have the dispute considered by a Grievance Committee.
d. All decisions and actions by the Site Manager and/or board must be recorded in writing.
e. In the event of any controversy or claim arising out of or relating to this agreement, or a breach thereof, the parties hereto shall first attempt to settle the dispute by mediation, administered by the American Arbitration Association under its Mediation Rules. If settlement is not reached within sixty days after service of a written demand for mediation, any unresolved controversy or claim shall be settled by arbitration administered by the American Arbitration Association or Alternative Dispute Resolution Service under its Commercial Arbitration Rules, upon a written demand for arbitration in the following sixty (60) days. The number of arbitrators shall be three. The place of arbitration shall be Taos, New Mexico. New Mexico law shall apply. Judgment on the award rendered by the arbitrators may be entered in any court having jurisdiction thereof. This agreement to arbitrate shall be specifically enforceable. A Party may apply to any court with jurisdiction for interim or conservatory relief, including without limitation a proceeding to compel arbitration. Both parties agree to bear the costs of their own attorneys, unless the claim is found to be meritless and then the party who brought said meritless claim will be responsible to pay the other party’s attorney’s fees and costs.
GRIEVANCES - ARBITRATION. Section 1. In the event any differences shall arise during the term of this Agreement between the company and any employee or employees, hereunder, or between the Company and the Union, then such shall be settled in the following manner:
Step 1. The matter in dispute shall be presented to the person (Direct Supervisor, Department Head, Manager or other appropriate Company representative) to whom the employee(s) involved are responsible. If not resolved, the matter in dispute shall be submitted in writing to the Company representative within fifteen (15) calendar days of the date upon which the difference is based first occurred or first becomes known to the employee(s). The Company representative shall respond in writing within ten (10) calendar days after a meeting is held to discuss the matter at this step. In the event the dispute is not settled at this step within the above time period, then Step 2 shall be followed. Grievances/disputes that are resolved or withdrawn at Step 1 shall be on a non-precedent setting basis and shall not be cited by either party.
Step 2. The matter in dispute shall be presented in writing to the appropriate Labor Relations Representative within ten (10) calendar days of the time stated for disposition in Step 1. In the event a mutually agreeable meeting date is not selected within fifteen
GRIEVANCES - ARBITRATION. 1. There shall be a reasonable number of Stewards, not to exceed six (6), for all employees covered by this agreement. These Stewards shall be selected by the Union. The Union shall furnish the Company with a list of names of the Stewards and the work groups they represent.
2. Should any dispute or difference arise between the Company and the Union or its members as to the interpretation or application of any of the provisions of this Agreement or with respect to job working conditions, the term working conditions being limited to those elements concerned with the hours when employees are at work and the acts required of them during such hours, the dispute or difference shall be settled through the grievance procedure, provided that no grievance will be considered which is more than four weeks old. A dispute as to whether a particular disagreement is a proper subject for the grievance procedure shall itself be treated as a grievance. The steps of the grievance procedure are:
Step 1. The dispute or difference shall be presented and first discussed by the employee concerned and the immediate Supervisor. The employee shall be accompanied by a ▇▇▇▇▇▇▇ if the employee so requests.
Step 2. If the dispute or difference is not satisfactorily settled in Step 1, it shall be presented to the Company by the Union Business Representative having jurisdiction. The appropriate Company Representative and Human Resources Representative will discuss the grievance with the Business Represen-tative who may be accompanied by the ▇▇▇▇▇▇▇ involved, within fifteen (15) working days after receipt of the grievance. Either party may be accompanied by one additional representative. The management representative will give an answer within five (5) working days after the Step 2 discussion.
Step 3. If the dispute or difference is not satisfactorily settled in Step 2, it shall be referred at the request of either party to a meeting between the appropriate Executive of the Company (or designee), the appropriate Human Resources Manager (or designee), an Employee Relations Representative and Business Representative(s) who may be accompanied by the appropriate ▇▇▇▇▇▇▇(s) of Local 15 in an effort to resolve the issue of the grievance. If the issue is not resolved as a result of the meeting or neither party requests the meeting, the grievance shall be referred to an Impartial Arbitrator, not a Board of Arbitration. The appointment of an Impartial Arbitrator shall be made from a list furnished t...
GRIEVANCES - ARBITRATION. Section 1
GRIEVANCES - ARBITRATION. (A) All alleged violations of this agreement by the Employer, or any dispute or difference over the meaning or application of any part thereof, which cannot be settled otherwise, shall be submitted to the Employer in a written grievance by the Guild on behalf of an Employee or Employees, or on its own behalf, according to the following procedures:
(B) A grievance involving an individual Employee or Employees shall be submitted in writing to the immediate supervisor, or, in his/her absence, to the Director, who shall attempt to settle the grievance immediately. Failing a mutually satisfactory resolution within five (5) working days after receipt of the grievance by the supervisor or Director, the Guild may take up the grievance on behalf of the Employee or Employees involved with a management grievance committee appointed by the Publisher. Said committee shall be composed of three
GRIEVANCES - ARBITRATION. 1. Should any differences, disputes or complaints arise over the interpretation or application of the con tents of this agreement, there shall be an ▇▇▇▇▇▇▇ effort, on the part of both parties, to settle such promptly through the following steps:
Step 1. By conference between the store manager and the ▇▇▇▇▇▇▇. I f not settled at this step, then
Step 2. By conference between the Zone Manager, store manager and ▇▇▇▇▇▇▇. I f not settled at this step, then
Step 3. By conference between the Zone Manager and an official of the Union. I f not settled at this step, then
Step 4. By conference between an official of the Union and the Store Operations Head and/or Personnel Vice-President, or a rep resentative of the Employer designated by the Store Operations Head and/or Person nel Vice-President.
2. In the event that during the term of this agree ment there shall be any grievance, controversy, or dispute arising under the terms of this agreement, there shall be no suspension to work on the part of the employees, but there shall be an ▇▇▇▇▇▇▇ effort to settle any such difference, and the same shall be taken up for adjustment as hereinabove provided. If such matter cannot be adjusted by the representatives of the Employer, then it shall be submitted to arbi tration in the following manner: Within forty-eight (48) hours after notice by either party of a desire to arbitrate, an arbitrator shall be selected by the Union and the Employer. If, within five (5 ) days, the Union and the Employer, after notification by either party, cannot agree upon an arbitrator, the selection shall be made and the arbi tration conducted under the prevailing rules of the American Arbitration Association. The decision of said arbitrator shall be final and binding upon the parties to this agreement.
1. During the term of this agreement, there shall be no strikes or lockouts, and no stoppages of work caused or sanctioned by the Union or the employees, tor rendered under Article XVIII of this agreement.
2. In the event of a fire, flood, military attack, threatened strike, or other Force Majeure, occurring during a period when paragraph 1 of this Article X IX is not in effect, and specifically during a period of negotiation following the termination of this agreement and prior to the execution of a new agree ment, neither the Union nor the employees will cause or sanction a strike or stoppage of work for a period of seventy-two (72) hours following notice to the Employer of the intention t...
GRIEVANCES - ARBITRATION. All matters pertaining to the proper application and interpretation of any and all of the provisions of this Agreement shall be adjusted by the accredited representative of the Employer and the accredited representative of the Union. In the event of the failure of these parties to reach a satisfactory adjustment within seven (7) days from the date a grievance is filed in writing by either party upon the other, the matter shall be referred for final adjustment to a labor relations committee made up of equal representative(s) from the Employer and Union. In the event the labor relations committee fails to reach an agreement, to move the matter to arbitration, the moving party must file a demand in writing with the non-moving party. Upon such written demand for arbitration, the parties shall attempt to agree on an arbitrator. If the parties cannot reach an agreement on an arbitrator, the parties shall strike from the following list of arbitrators:
GRIEVANCES - ARBITRATION. 18.1 All matters pertaining to the proper application and interpretation of any and all of the provisions of this Agreement shall be adjusted by the accredited representative of the Employer and the accredited representative of the Union. In the event of the failure of these parties to reach a satisfactory adjustment within seven (7) days from the date a grievance is filed in writing by either party upon the other, the matter shall be referred for final adjustment to a labor relations committee made up of equal representative(s) from the Employer and Union. In the event the labor relations committee fails to reach an agreement, to move the matter to arbitration, the moving party must file a Albertsons, LLC – UFCW 1439 Hayden Lake Meat Oct. 9, 2022 – Oct. 11, 2025 demand in writing with the non-moving party. Upon such written demand for arbitration, the parties shall attempt to agree on an arbitrator. If the parties cannot reach an agreement on an arbitrator, the parties shall strike from the following list of arbitrators:
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