Common use of Handling Grievances Clause in Contracts

Handling Grievances. 1. When an employee has a grievance, he or she may request that a Board member, with permission of their supervisor, investigate the grievance in their assigned work area and assist in its preparation and presentation. If no Board member is assigned to the employee’s work area or if the Board member assigned to the employee’s work area is not available at the time the grievant makes their request, another Board member may investigate the grievance. 2. After notifying and receiving approval of the immediate supervisor, a Board member will be allowed reasonable time off during working hours, without loss of time or pay to investigate, to prepare and present the grievances. The immediate supervisor will authorize the Board member to leave their work assignment unless compelling circumstances require refusal of such permission. In that case, the immediate supervisor will inform the Board member of the reasons release time was denied and establish an alternate time when the Board member can reasonably be expected to be released from their work assignment. 3. When a Board member needs to contact an employee at their work location, the Board member will first contact the immediate supervisor of that employee, advise the supervisor of the nature of the business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the Board member when they 4. A Board member’s interview or discussions with an employee on City time will be 5. The Department will provide POA prior notice before a Board member is transferred or changed to a different work shift. The requirement of prior notice to POA will not be construed as limiting City in its prerogatives to transfer or change the work shift of a Board member.

Handling Grievances. 1. When an employee has a grievance, he or she may request that a Board member, with permission of their supervisor, investigate the grievance in their assigned work area and assist in its preparation and presentation. If no Board member is assigned to the employee’s work area or if the Board member assigned to the employee’s work area is not available at the time the grievant makes their request, another Board member may investigate the grievance. 2. After notifying and receiving approval of the immediate supervisor, a Board member will be allowed reasonable time off during working hours, without loss of time or pay to investigate, to prepare and present the grievances. The immediate supervisor will authorize the Board member to leave their work assignment unless compelling circumstances require refusal of such permission. In that case, the immediate supervisor will inform the Board member of the reasons release time was denied and establish an alternate time when the Board member can reasonably be expected to be released from their work assignment. 3. When a Board member needs to contact an employee at their work location, the Board member will first contact the immediate supervisor of that employee, advise the supervisor of the nature of the business, and obtain the permission of the supervisor to meet with the employee. The immediate supervisor will make the employee available promptly unless compelling circumstances prohibit the employee’s availability, in which case the supervisor will notify the Board member when theythey can reasonably expect to contact the employee. 4. A Board member’s interview or discussions with an employee on City time will bebe handled expeditiously. 5. The Department will provide POA prior notice before a Board member is transferred or changed to a different work shift. The requirement of prior notice to POA will not be construed as limiting City in its prerogatives to transfer or change the work shift of a Board member.