Informal Problem Solving Clause Samples

Informal Problem Solving. Section 1. The Parties recognize that the traditional methods of dispute resolution (e.g. grievance/arbitration and unfair labor practice charges) are not always the most efficient means of problem resolution. The Parties also recognize that early, open exchange regarding any complaint/problem/concern at the earliest stages reduces the use of and need for traditional and more cumbersome, adversarial dispute resolution procedures. Therefore, the Parties agree to use the provision of this Article to the fullest extent possible before resorting to other avenues of dispute resolution. Section 2. The following procedure shall apply to informal problem solving: a. When a complaint/problem/concern arises, the employee, Union or Employer may notify the other affected Party of the complaint, problem or concern within ten days of the event or discovery of the event giving rise to the complaint/problem/concern and try to resolve the complaint/problem/concern informally by mutual agreement. A meeting will be held as soon as practicable, but no later than ten days, to discuss the issue. Those in attendance will include the affected employee, the Union Representative or designee, the Air Traffic Manager and/or designee. The purpose of the discussion is to allow the employee, the Union and the Employer to freely present, receive and/or exchange information and their views on the situation. b. Any agreed to resolution under this Article shall fully resolve the complaint/problem/concern. c. In the event the Parties are unable to resolve the issue within ten days of the meeting as described in Section 2.a., the employee and/or the Union may grieve the issue in accordance with Article 9 of this Agreement.

Informal Problem Solving. 47.1.1 Individuals, with or without advice and representation from MSA or Human Resources, shall first attempt to resolve disputes through discussion with the person(s) with whom there is a dispute, within twenty (20) working days of when the affected individual(s) first became aware of, or reasonably should have become aware of, the concern giving rise to the dispute. 47.1.2 Discussion as per Article 47.1.1 should include an open, respectful exchange of the interests of the Parties directly affected by the dispute, an exploration of the interests of the Parties, identification of potential options to resolve the dispute and discussion of mutually acceptable solutions. All discussions at this stage shall be on a without prejudice and without precedent basis. 47.1.3 If the dispute is not resolved satisfactorily within the time period specified in Article 47.1.1, it may be advanced to the formal stages of the Dispute Resolution Process.

Informal Problem Solving contained herein shall be construed to prevent any individual administrator from presenting a problem and having the problem informally considered and/or adjusted without intervention of ▇▇▇, and without resort to the grievance procedure, if the adjustment is not inconsistent with the terms of this agreement.

Informal Problem Solving. 13.3.1 Within twenty (20) days after an act or condition occurs that may be a violation

Informal Problem Solving. ‌ 48.1.1 Individuals, with or without advice and representation from MSA or Human Resources, shall first attempt to resolve disputes through discussion with the person(s) with whom there is a dispute, within twenty (20) working days of when the affected individual(s) first became aware of, or reasonably should have become aware of, the concern giving rise to the dispute.

Informal Problem Solving. Section 1. The Parties recognize that the traditional methods of dispute resolution (e.g. grievance/arbitration and unfair labor practice charges) are not always the most efficient means of problem resolution. The Parties also recognize that early, open exchange regarding any complaint/problem/concern at the earliest stages reduces the use of and need for traditional and more cumbersome, adversarial dispute resolution procedures. Section 2. The following procedure shall apply to informal problem solving: a. When a complaint/problem/concern arises, the employee, Union or Employer may notify the other affected Party of the complaint, problem or concern within twenty (20) days of the event or discovery of the event giving rise to the complaint/problem/concern and try to resolve the complaint/problem/ concern informally by mutual agreement. A meeting will be held as soon as practicable, but no later than twenty (20) days, to discuss the issue. Those in attendance will include the affected employee, the Principal Facility Representative or designee, the Air Traffic Manager or, if the Air Traffic Manager so desires, the Employer’s Area Manager and/or designee. The purpose of the discussion is to allow the employee, the Union and the Employer to freely present, receive and/or exchange information and their views on the situation. b. Any agreed to resolution under this Article shall fully resolve the complaint/problem/concern. c. In the event the Parties are unable to resolve the issue within twenty (20) days of the meeting as described in Section 2.a., the employee and/or the Union may grieve the issue in accordance with Article 9 of this Agreement.

Informal Problem Solving. An attempt shall be made to resolve any grievance in informal, verbal discussions between the faculty member and the relevant administrator. To utilize the Informal Problem Solving option fully, the faculty member is encouraged to reach out to the administrator and begin discussions as soon as possible after the occurrence giving rise to the grievance. Where more than one administrator is concerned in the matter at issue, all shall be party to such Informal Problem Solving discussions. Either party may discontinue these Informal Problem Solving discussions by so notifying the other party in writing.

Informal Problem Solving. Section 1. The Parties recognize that the traditional methods of dispute resolution (e.g. grievance/arbitration and unfair labor practice charges) are not always the most efficient means of problem resolution. The Parties also recognize that early, open exchange regarding any complaint/problem/concern at the earliest stages reduces the use of and need for traditional and more cumbersome, adversarial dispute resolution procedures. Therefore, the Parties agree to use the provision of this Article to the fullest extent possible before resorting to other avenues of dispute resolution. Section 2. The following procedure shall apply to informal problem solving. Any notification(s) required under the following procedure may be accomplished in person or via telephone, facsimile, U.S. mail or electronic mail. a. When a complaint/problem/concern arises, the employee, Union or Employer may notify the other affected Party of the complaint/problem/concern within seven (7) calendar days of the events or discovery of the events giving rise to the complaint/problem/concern and try to resolve the complaint/problem/concern informally by mutual agreement. b. If the Parties do not decide on the procedure for informal resolution, the Parties will proceed as follows: i. the complaining Party will notify the other of the complaint/problem/concern and the Parties will meet or conference by telephone for discussion no later than seven (7) calendar days after notice. Those in attendance will include the affected employee, the Union Facility Representative or his/her designee, the Facility Manager or, if the Facility Manager so advises, the Employer's Vice President, Aviation Services or his/her designee. ii. The purpose of the discussion is to allow the employee, the Union and the Employer to freely present, receive and/or exchange information and their views on the situation. c. The Parties shall try to resolve the complaint/problem/concern by mutual agreement. d. Any agreed to resolution under this Article shall fully resolve the complaint/problem/concern and the Employer may not discipline the employee under Article 10 and neither the Union nor the employee may grieve the action under Article 9, but the informal resolution shall stand. Any document generated in relation to informal problem resolution will not be used as the basis for independent discipline, but may be used to support future discipline as evidence of past conduct, provided the affected employee has been given a c...

Informal Problem Solving. Provides general input on employee’s performance to higher level manager / supervisor. Reports observed behavior of employees they lead whether favorable or unfavorable, submit incidents reports to supervisors. • Refers and provides information to higher lever manager / supervisor regarding issues or concerns which may result in a disciplinary action on an employee assigned to their project. • Leads may work with an individual employee to train or enhance work performance. They may provide input to the supervisors for evaluations. The Lead Worker does not have full authority or exercise full decision-making authority in the following areas: Leads may attend management planning meetings as the supervisor feels appropriate, but it should be made clear to the staff that the lead is not a member of management.