Common use of GRIEVANCES - ARBITRATION Clause in Contracts

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 to the parties under the procedure provided in the rules of the Federal Mediation and Conciliation Service. This list shall contain the names of eleven (11) arbitrators, all of whom are members of the National Academy of Arbitrators and shall not contain the names of Arbitrators who have been selected for another pending arbitration between the Company and the Union. The parties shall meet within ten

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 Representative 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 to the parties under the procedure provided in the rules of the Federal Mediation and Conciliation Service. This list shall contain the names of eleven (11) arbitrators, all of whom are members of the National Academy of Arbitrators and shall not contain the names of Arbitrators who have been selected for another pending arbitration between the Company and the Union. The parties shall meet within tenten (10) working days of the furnishing of the list and alternately strike the names of the arbitrators in order to select on arbitrator for hearing, with the first party to strike determined by a coin flip or other agreeable method. The arbitration hearing, or at least the first day of the hearing, shall be held within two (2) months of the date the Arbitrator has been selected and, if the Arbitrator is not available, the last name(s) struck will be contacted for their availability. Grievances in arbitration shall be heard without attorneys, without any briefs or memoranda (pre-or post-hearing), and without transcripts or recordings. The Arbitrator shall issue a one-page Arbitration Award within ten (10) days of the hearing. The Impartial Arbitrator shall be governed wholly by the terms of this Agreement and shall have no power to add or to change its terms. The Arbitration Award shall be binding on the Company and the Union, and shall constitute a precedent as to other grievances in the future and can be introduced into any other arbitration in the future. No more than one grievance may be submitted in each arbitration proceeding. The fees and expenses of the arbitration and the Impartial Arbitrator shall be borne equally by the Company and the Union.