Informal Resolution of Grievance Clause Samples

The Informal Resolution of Grievance clause establishes a process for parties to address and attempt to resolve disputes or complaints through informal discussions before pursuing formal procedures. Typically, this involves notifying the other party of the grievance and engaging in good faith negotiations or meetings to seek a mutually acceptable solution. By encouraging early and direct communication, this clause aims to resolve issues efficiently, minimize misunderstandings, and potentially avoid the time and expense associated with formal dispute resolution methods.
Informal Resolution of Grievance. 3.3.1 A faculty employee is encouraged to discuss, prior to the formal initiation of a grievance, any grievance or other complaints relating to his/her employment with his/her ▇▇▇▇ in an effort to resolve the matter promptly and informally. 3.3.2 Any resolution of the grievance or complaint in this manner shall be consistent with this Agreement, but shall not be binding upon the Faculty Association, the Board, or any other faculty employee. 3.3.3 If the Faculty Association is of the opinion that a complaint or a grievance has been informally resolved in a manner inconsistent with the terms of this Agreement, then the Faculty Association may make a formal grievance concerning such a resolution.
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Informal Resolution of Grievance. The employee shall discuss any potential grievance with his or her immediate supervisor within ten (10) days after the occurrence or discovery of the alleged grievance to attempt to resolve the matter without the need for a formal grievance. The supervisor shall give his or her decision to the employee in writing within ten (10) working days after their discussion. Any informal resolution of a grievance at this step must be in accordance with the provisions of this Agreement and shall not set precedent.
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Informal Resolution of Grievance. When a Member believes that they have been aggrieved, they shall make every effort to re- solve the problem informally, including, if appropriate, making use of the good offices of any Member of the Union executive and/or of the University administration.
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Informal Resolution of Grievance. An employee and/or the Union shall attempt to resolve any potential grievance informally with his or her immediate supervisor prior to initiating the formal grievance procedure. The failure of an employee and/or the Union to attempt to resolve a grievance informally may be sufficient reason for the denial of a formal grievance. If a grievance cannot be resolved through informal discussion with an immediate supervisor it shall be processed as follows, except that a grievance based upon a suspension or a recommendation for discharge shall begin at Step 3 of the process:
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Informal Resolution of Grievance. (Step 1). 14 The employee shall first discuss the grievance with their immediate supervisor. If the employee 16 grievances not brought to the immediate supervisor in accordance with the preceding sentence 17 within thirty (30) work days of the occurrence of the grievance shall be invalid and subject to 18 no further processing. 20 Section 20.2.2. Initiating a Formal Grievance (Step 2). 21 If the grievance is not resolved to the employee's satisfaction in accordance with the preceding 22 subsection, the employee shall reduce to writing a statement of the grievance containing the 23 following:
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Informal Resolution of Grievance. (Step 1): 3 Every effort shall be made to resolve the potential grievances through private and informal 4 discussions between the grievant(s) and the immediate supervisor. If such processes fail to 5 provide an acceptable adjustment of the problem, then a grievance may be formally processed
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Informal Resolution of Grievance. The employee shall meet and discuss any potential grievance with his or her manager after the occurrence or discovery of the alleged grievance to attempt to resolve the matter without the need for a formal grievance. A meeting shall take place whenever requested by either party to assist to clarify or resolve the grievance. The employee shall be accompanied by his or her ▇▇▇▇▇▇▇ at the informal meeting. The manager shall give his or her decision to the employee in writing within fifteen working days after the informal meeting.
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Related to Informal Resolution of Grievance

  • Informal Resolution To expedite resolution and control the cost of any dispute, controversy or claim related to this Agreement ("Dispute"), you and Company agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating any arbitration or court proceeding. Such informal negotiations commence upon written notice from one person to the other.

  • Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply: i. All discussions shall be solely an attempt to mediate the complaint; ii. Any and all discussions shall be completely off the record and will not form part of any record; iii. Only the complainant, respondent, and administrative officer shall be present at such meetings iv. No discipline of any kind would be imposed on the respondent; and v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to Article E.2.5.a. b. Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of Article E.2.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made. c. In the circumstances where a respondent has acknowledged responsibility pursuant to Article E.

  • Informal Resolution of Disputes 10.5.1 Upon receipt by one Party of notice of a dispute by the other Party pursuant to Section 10.3 or Section 10.4.5, each Party will appoint a knowledgeable, responsible representative to meet and negotiate in good faith to resolve any dispute arising under this Agreement. The location, form, frequency, duration, and conclusion of these discussions will be left to the discretion of the representatives. Upon agreement, the representatives may utilize other alternative Dispute Resolution procedures such as mediation to assist in the negotiations. Discussions and the correspondence among the representatives for purposes of settlement are exempt from discovery and production and will not be admissible in the arbitration described below or in any lawsuit without the concurrence of both Parties. Documents identified in or provided with such communications that were not prepared for purposes of the negotiations are not so exempted, and, if otherwise admissible, may be admitted in evidence in the arbitration or lawsuit.

  • Grievance Resolution If a grievance is resolved at Step 2 or 3 in the procedure as provided herein, the grievant concerned shall indicate acceptance of the resolution by affixing his/her signature in the appropriate space indicated. If the employee has been represented by the Union at the Step of the procedure at which a resolution is reached, the Union representative shall also sign the appropriate document acknowledging that the employee has accepted the resolution. Decisions on grievances where an employee represents him/herself shall not be considered precedent setting or binding with regard to any future grievances filed with respect to the same or similar matters.

  • Formal Resolution 1. Service Provider or TJJD staff who wish to submit problems for resolution may do so in writing, including all relevant information and a recommended resolution (Statement of Problem). 2. The Statement of Problem will be submitted to the designated contact unless the problem specifically involves the designated contact, in which case, it will be submitted to the designated contact’s supervisor. 3. Problems are to be addressed within ten (10) working days; a written decision will be sent to the individual or program that submitted it, with copies retained by the designated contact and the designated contact’s supervisor.