Common use of Informal Step Clause in Contracts

Informal Step. A grievance shall, whenever possible, be discussed informally between the Employee and the immediate supervisor within the twenty (20) working day limitation provided for in paragraph A. above. In such event, the Employee shall identify the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply within seven (7) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance to the next step. Step 1. If the Employee is not satisfied with the result of the informal conference, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within seven (7) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within 15 working days after the employee became aware or ought reasonably to have become aware of the circumstances giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resources Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resources Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, then within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate supervisor shall reply also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give their decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resources person, who shall forward a written statement of the grievance copy to the department head Principal, ▇▇▇▇, Division Head, Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three (3) within seven ten (710) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified Step One decision in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is receivedwriting. The department head Principal, ▇▇▇▇, Division Head, Executive Director, Labour Relations or designee shall submit a written answer to the Employee or the Union designate shall, within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.ten

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, then within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within forty (40) working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give their decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, ▇▇▇▇, Division Head, Senior Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified Step One decision in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is receivedwriting. The department head Principal, ▇▇▇▇, Division Head, Senior Executive Director, Labour Relations or designee shall submit a written answer to the Employee or the Union designate, shall, within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.ten

Informal Step. A grievance shallIf a dispute should arise, whenever possible, be discussed the employee shall first informally between discuss the Employee and the problem with his immediate supervisor within the twenty ten (2010) working day limitation provided for in paragraph A. abovedays of the occurrence or when the employee should have had knowledge of the incident giving rise to the dispute. In If a complaint is not resolved within ten (10) working days following such eventinformal discussion, the Employee shall identify the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply employee may, within seven ten (710) working days. In the event the immediate supervisor does not respond within the time limits prescribed hereindays thereafter, the Employee or the Union may pursue the grievance to the next step. Step 1initiate a formal grievance. If the Employee is grievant does not satisfied with file a grievance within ten (10) working days after the result resolution of the informal conferencediscussion period, the Employee or right to proceed with this grievance for this incident is waived by all parties. The formal grievance should be filed with the Union may submit a appropriate Step One Management Representative as designated in the chart. Recipients at other levels are also indicated. A written statement of the grievance signed by the employee shall be submitted on the provided form to the department head Step One Management Representative setting forth the alleged facts on which the grievance is based, the specific article or department head’s designee within seven (7) working days after receiving section of the answer Agreement allegedly violated, and the relief requested. The original grievance is filed with the Step One Management Representative, and a copy shall be forwarded by the employee to the informal complaint; or if the immediate supervisor does not reply Union. Forms for Steps Two (2) and Three (3) and requests for arbitration should be forwarded to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A abovesame people. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within Within seven (7) working days after the written filing of a grievance, the Step One Management Representative will meet the grievant and his/her representative, if he/she requests one, and formally discuss the grievance is receivedand examine any supporting evidence available so that a formal resolution of the dispute may be found between the two parties. The department head or designee management decision shall submit be entered in a written answer statement that is to be signed by both parties within five (5) working days of the meeting. Signature of the grievant indicates only receipt of the decision. Forms B and C are handled the same way. Copies of this statement will be made a part of the original grievance form by attachment and forwarded to the Employee or recipients of the Union original grievance. If the grievant is not satisfied with the decision at Step One, he/she may submit grievance appeal Form B to the appropriate person. This must be done within seven (7) working days after of receipt of the meetingLevel One management decision. Within seven (7) working days of the receipt of the grievance appeal, the management representative shall review the appeal and shall render a decision within seven (7) working days of said review. The department head Step Two management representative may hold a meeting to discuss the grievance. A copy of this decision shall be supplied to the grievant and to the parties receiving the original grievance. If the grievant is not satisfied with the decision at Step Two, he/she may submit Grievance Form C to the appropriate person within seven (7) working days of the receipt of the Step Two management decision. Within ten (10) working days of the receipt of appeal, the Superintendent or department head’s his/her designee shall use meet with the conditions prescribed in §76-41(b)grievant and his/her representative to hear the appeal. Within five (5) working days of said date, HRS, in reaching a decision, provided that only conditions 1 through 6 the Superintendent or his/her designee shall render his/her written decision based on the materials presented. Copies shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employeedistributed as above.

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, than within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give his/her decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, ▇▇▇▇, Division Head, Executive Director, Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer Step One decision in writing. The Principal, ▇▇▇▇, Division Head, Executive Director, Labour Relations or designate, shall, within ten (10) working days, meet with the Union Grievance Committee (not to exceed two (2) in number) in a further attempt to resolve the grievance. The Department Head or designate shall, within a further ten (10) working days, give his/her decision in writing to the informal complaint; or if Union. If the immediate supervisor does not reply grievance remains unsettled at the conclusion of Step Two, the written grievance may be advanced by notifying the local Human Resources person who shall forward a copy to the informal complaint Vice-President, Human Resources and Equity or designate within five (5) working days after receiving the Step Two decision in writing. The Vice-President, Human Resources and Equity or designate shall, within seven (7) working days, the Employee or hold a meeting with the Union may submit Grievance Committee (not to exceed two (2) in number), the Local Union President, and a written statement staff representative of the grievance Union, or his/her designate, in a further attempt to resolve the department head grievance. The Vice-President, Human Resources and Equity or department head’s designee designate shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give his/her decision, in writing, to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within thirty (30) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, than within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. In the case of complaints related to conversion or unpaid (or improperly paid) wages, this informal step must be initiated within sixty (60) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. The grievance shall be submitted, in writing, to the Labour Relations Department, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give his/her decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, ▇▇▇▇, Division Head, Director of Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven ten (710) working days after receiving the answer Step One decision in writing. The Principal, ▇▇▇▇, Division Head, Director of Labour Relations or designate, shall, within ten (10) working days, meet with the Union Grievance Committee (not to exceed two (2) in number) in a further attempt to resolve the grievance. The Department Head or designate shall, within a further ten (10) working days, give his/her decision in writing to the informal complaint; or if Union. If the immediate supervisor does not reply grievance remains unsettled at the conclusion of Step Two, the written grievance may be advanced by notifying the local Human Resources person who shall forward a copy to the informal complaint Vice-President Human Resources and Equity or designate within five (5) working days after receiving the Step Two decision in writing. The Vice-President Human Resources and Equity or designate shall, within seven (7) working days, the Employee or hold a meeting with the Union may submit Grievance Committee (not to exceed two (2) in number), the Local Union President, and a written statement staff representative of the grievance Union, or his/her designate, in a further attempt to resolve the department head grievance. The Vice-President-Human Resources and Equity or department head’s designee designate shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give his/her decision, in writing, to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor Supervisor an opportunity to adjust a complaint before any grievance may be filed. This step may also be satisfied by the Union raising the complaint with the immediate Supervisor on behalf of the employee or group of employees, in which case the Human Resources Director or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the Human Resources Director. Failing a satisfactory settlement within the twenty ten (2010) working day limitation provided for in paragraph A. above. In such eventdays, the Employee shall identify the discussion a complaint may be taken up as a grievance at in the informal stepfollowing manner: The grievance shall be submitted, in writing, to the designated Human Resources Director, along with the name of the immediate Supervisor, by the employee(s) or the Union. The Employee may nature of the grievance, the relevant provisions of the Agreement, a general statement of relevant facts and the remedy sought shall be assisted by a Union representativeset out in the grievance. The immediate supervisor shall reply within seven Within five (75) working days, the Human Resources Director shall meet with the Union Representative who submitted the grievance in an attempt to resolve the grievance. In the event The Human Resources Director may determine that the immediate supervisor does not respond Supervisor shall also attend this meeting. The Human Resource Director shall, within the time limits prescribed hereina further five (5) working days, the Employee or the Union may pursue the grievance give their decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit Human Resources Director, who shall forward a written statement of the grievance copy to the department head or department head’s designee Principal within seven five (75) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint Step One decision in writing. The Principal shall, within seven (7) working days, the Employee or meet with the Union may submit ▇▇▇▇▇▇▇, the Unit President, and a written statement staff representative of the grievance Union, or their designate, in a further attempt to resolve the department head or department head’s designee grievance. The Principal shall, within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within further seven (7) working days after the written grievance is received. The department head or designee shall submit a written answer days, give their decision in writing to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt EmployeeUnion.

Informal Step. A Before filing a formal written grievance, the employee shall make a reasonable attempt to resolve the matter by means of an informal conference with the immediate supervisor. The Association and the District encourage the informal resolution of potential grievances without either the employee or supervisor being accompanied by a representative. However, if the employee believes that special circumstances exist which require the presence of an Association representative at the informal level, they may be accompanied by such representative, and in such circumstances the supervisor may invite another administrator to be present at the conference. Nothing herein shall preclude additional informal conferences, with or without Association representation (as provided above), if both the grievant and supervisor desire to do so. After completing the informal level, and in no event later than thirty (30) days (as defined in Section 1, e. above), after the grievant knew or reasonably should have known of the event giving rise to the grievance, the grievant must submit the grievance in writing to the immediate supervisor. The written grievance must state fully the facts of the grievance, detail the specific provisions of the Agreement alleged to have been violated and must be signed and dated. At any time between the filing of the grievance and the supervisor's formal reply (see below) the parties shall, whenever possibleupon the request of either the grievant or the supervisor, hold a conference to discuss the grievance. Such a meeting shall be discussed informally between limited to the Employee grievant, and Association representative, the immediate supervisor within and one other administrator if requested by the twenty (20) working day limitation provided for in paragraph A. aboveimmediate supervisor. In such any event, within ten (10) days after receipt of the Employee shall identify grievance, the discussion as a grievance at the informal step. The Employee may be assisted by a Union representative. The immediate supervisor shall reply within seven (7) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance to the next step. Step 1. If the Employee is not satisfied with the result of the informal conference, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within seven (7) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is received. The department head or designee shall submit a give their written answer to the Employee grievant and forward a copy to the Association President. The receipt of such answer by the grievant shall terminate Step One. If the grievance is not settled in Step One, or no answer is given by the Union District within seven the prescribed time limits, and the grievant decides to pursue the matter further, the grievance shall be presented to the Grievance Officer and the Association President within ten (710) working days after termination of Step One. A meeting between the grievant, the Association's designated representative, and the Grievance Officer and/or their designees will be arranged to review and discuss the grievance within fifteen (15) days after the meetingGrievance Officer has received notification that the grievance is proceeding. The department head Grievance Officer will give their written answer to the grievant and the Association President within fifteen (15) days after such meeting, and the receipt of such answer by the grievant will terminate Step Two. If a grievance is not settled in Step Two, or department head’s designee shall use if no answer is given by the conditions District within the prescribed in §76-41(b)time limits, HRSand both the grievant and the Association decide to pursue the matter further, in reaching a decision, provided that only conditions 1 through 6 the grievance shall be used submitted to arbitration, but only if the Association representative within ten (10) days after the termination of Step Two of the grievance procedure, gives written notice to the District of the decision to arbitrate the grievance. As soon as possible the Association representative and the Grievance Officer shall attempt to agree upon the selection of an arbitrator. If no agreement is reached, and in reaching any event not later than ten (10) days after the District has received written notice of the decision to arbitrate, the parties shall request of the California State Mediation and Conciliation service that it supply a panel of five (5) names of persons experienced in hearing grievances in public agency matters. Each party shall alternately strike a name until one name remains. The remaining panel member shall be the impartial arbitrator. If necessary the order of striking shall be determined by lot. The impartial arbitrator shall, as soon as possible thereafter, hear said grievance and render their decision for in writing. The arbitrator shall submit their decision in writing within thirty (30) calendar days after he has heard the case. The decision of the arbitrator will be final and binding upon the parties to this Agreement. The arbitrator will be without power or authority to make any decision which requires the commission of an adverse action for failure act prohibited by law or which is violative of the terms of this Agreement. However, it is agreed that the arbitrator is empowered to meet performance requirements concerning a covered exempt Employeeinclude in any award such financial reimbursement or other remedies judged to be proper. The decision of the arbitrator will be submitted to the Superintendent and the Association and will be final and binding upon the parties of this Agreement.

Informal Step. A resident who alleges the University has breached a term of this Agreement is strongly encouraged to discuss the matter with the resident’s designated supervisor in an effort to settle the problem informally. Such informal discussions shall have no effect upon the time limits set forth in this Agreement. The University will not negotiate terms and conditions of employment regarding residents, as defined by law, without their Union representative present. This procedure, if followed in good faith by both parties, should lead to a fair and prompt solution to most of the University/resident problems. Regardless of whether a grievable matter is sought to be resolved through informal discussion, a resident who alleges the University has breached a specific term of this Agreement shall have twenty-eight (28) calendar days to file a grievance, calculated from the date of the occurrence leading to the grievance shallor twenty-eight (28) calendar days after the resident or Union should reasonably have known of the occurrence leading to the grievance, whenever possiblewhichever is earlier. To be considered, a grievance must allege a breach of a specific term of this Agreement, be discussed informally between in written form, signed by the Employee resident(s) or representative and filed with the resident’s department. The written grievance must contain: the date of the violation, a specific description of the dispute, the facts of the case, the section(s) of the Agreement alleged to have been violated, and the immediate supervisor within the twenty (20) working day limitation provided for in paragraph A. above. In such event, the Employee shall identify the discussion as a grievance at the informal steprelief sought. The Employee may be assisted by department will give a Union representative. The immediate supervisor shall reply written decision on the grievance within seven twenty-eight (728) working dayscalendar days after receipt of the grievance or within twenty-eight (28) calendar days of a meeting, if the department chooses to hold one, whichever is later. In the event the immediate supervisor does grievance is not respond within the time limits prescribed hereinresolved at Step 1, the Employee or the Union decision may pursue the grievance be appealed in writing to the next step. Step 1. If the Employee is not satisfied with the result designated representative of the informal conference, the Employee or the Union may submit a written statement College of the grievance to the department head or department head’s designee within seven (7) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee Medicine. The appeal must be filed within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working calendar days after the Step 1 decision is received or due, whichever occurs first. Any decision at Step 1 that is not appealed within fourteen (14) calendar days after it is received or due shall be considered binding and is not appealable. Upon receipt of the appeal, the Chancellor (or designee) will offer a hearing to the grievant, conduct any investigation that is deemed necessary, and issue a written decision on the grievance within twenty-eight (28) calendar days after hearing of the appeal. In the event the grievance is receivednot resolved at Step 2, the decision may be appealed in writing to the University of Illinois – System Level grievance hearing officer. The department head or designee shall submit a written answer to the Employee or the Union appeal must be filed within seven fourteen (714) working calendar days after the meetingStep 2 decision is received or due, whichever occurs first. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided Any decision at Step 2 that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.is not appealed within fourteen

Informal Step. A It is understood that there is no grievance shall, whenever possible, be discussed informally between until the Employee and Member has first given the immediate supervisor within (e.g. Principal, in the case schools) an opportunity to adjust the complaint. ▇▇▇ initiate a discussion with the immediate supervisor twenty (20) working day limitation provided for in paragraph A. abovedays from the time when the circumstances giving rise to the grievance were known or should have been to the Member. In such event, the Employee shall identify the discussion as a grievance A Member may request Unit assistance at the informal step. The Employee may be assisted by a Union representativemeeting with the immediate supervisor. The immediate supervisor supervisor’s response to the Member shall reply be given in writing within seven (715) working daysdays following the aforementioned discussion between the member and immediate supervisor. In Failing resolution of the event complaint within ten (10) days of the immediate supervisor does not respond within supervisor’s reply to the time limits prescribed hereincomplaint, the Employee or the Union Bargaining Unit may pursue submit the grievance to the next step. Step 1Executive Officer of Human Resources or designate. If the Employee is not satisfied with the result The Executive Officer of Human Resources or designate shall have ten days from receipt of the informal conferencegrievance in which to reply in writing. The Bargaining Unit, shall have ten days from receipt of the reply from the Executive Officer of Human Resources or designate to submit the grievance to Step Where the parties mutually agree, in writing, through their authorized representatives,a meeting shall be held between the Bargaining Unit representative and the Executive Officer of Human Resources, or designate. The grievance shall stipulate the name of the shall identify the work location; shall state the facts giving rise to the grievance, including the date on which the giving rise to the grievance occurred; shall identify the section or sections of the Agreement claimed violated; shall state the relief requested. The grievance shall be signed by an authorized representative of the Bargaining Unit. Failing resolution of the grievance within ten (10) days of the Executive Officer of Human Resources’ or designate’s reply to the grievance, the Employee or the Union Bargaining Unit may submit a written statement of the grievance to the department head or department head’s designee within seven (7) working days after receiving the answer to the informal complaint; or if the immediate supervisor does not reply to the informal complaint within seven (7) working days, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within fourteen (14) working days from the initial submission of the informal complaint; or if the grievance was not discussed informally between the Employee and the immediate supervisor, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after the written grievance is receivedDirector. The department head or designee Director shall submit a written answer to the Employee or the Union within seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b), HRS, in reaching a decision, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employee.have ten

Informal Step. A grievance shallIt is the mutual desire of the parties that complaints with respect to the application, whenever possibleinterpretation, administration or alleged violation of this Agreement be discussed informally between the Employee addressed as quickly as possible and it is understood that an employee or group of employees shall first give the immediate supervisor an opportunity to adjust a complaint before any grievance may be filed. This informal step must be initiated within fifteen (15) working days after the employee became aware or ought reasonably to have become aware of the circumstance giving rise to the complaint. This step may also be satisfied by the Union raising the complaint with the immediate supervisor on behalf of the employee or group of employees, in which case the appropriate Human Resource Officer or designate will be given an opportunity to attend, or satisfied by the Union raising the complaint directly with the appropriate Human Resource Officer. The parties will attempt to resolve the complaint within five (5) working days from the date it was brought to the attention of the immediate supervisor or the Human Resources Officer. Failing a satisfactory settlement within the twenty five (205) working day limitation provided for in paragraph A. above. In such eventperiod, than within a further five (5) working days the Employee shall identify the discussion complaint may be taken up as a grievance in the following manner: At any step of the grievance procedure, the grievor may be present at the informal stepmeeting(s) if requested by either party. The Employee may University shall not be assisted by a Union representativerequired to consider any grievance which was not filed within 25 working days after the grievor, became aware or ought reasonably to have become aware of the circumstances giving rise to the grievance. The grievance shall be submitted, in writing, to the designated Central Human Resource person, along with the name of the immediate supervisor supervisor, Department and Faculty, by the employee(s) or the Union. The nature of the grievance, the relevant provisions of the agreement, a general statement of relevant facts and the remedy sought shall reply be set out in the grievance. Within five (5) working days the Department Head or designate shall meet with the Union Grievance Committee (not to exceed two (2) in number) in an attempt to resolve the grievance. The Department Head may determine that the immediate Supervisor shall also attend this meeting. The Department Head or designate shall, within seven a further five (75) working days. In the event the immediate supervisor does not respond within the time limits prescribed herein, the Employee or the Union may pursue the grievance give his/her decision in writing to the next step. Step 1Union. If the Employee decision at Step One is not satisfied with the result of the informal conferencesatisfactory, the Employee or written grievance may be advanced by notifying the Union may submit local Human Resource person, who shall forward a written statement of the grievance copy to the department head Principal, ▇▇▇▇, Division Head, Director of Labour Relations or department head’s designee designate, or alternatively directly to Step Three within seven five (75) working days after receiving the answer to the informal complaint; Step One decision in writing. The Principal, ▇▇▇▇, Division Head, Director of Labour Relations or if the immediate supervisor does not reply to the informal complaint designate, shall, within seven (7) working days, the Employee or meet with the Union may submit Grievance Committee (not to exceed two (2) in number) in a written statement of further attempt to resolve the grievance. The Department Head or designate shall, within a further seven (7) working days, give his/her decision in writing to the Union. If the grievance remains unsettled at the conclusion of Step Two, the written grievance may be advanced by notifying the local Human Resources person who shall forward a copy to the department head Vice-President Human Resources and Equity or department head’s designee designate within fourteen five (145) working days from after receiving the initial submission of the informal complaint; Step Two decision in writing. The Vice-President Human Resources and Equity or if the grievance was not discussed informally between the Employee and the immediate supervisordesignate shall, the Employee or the Union may submit a written statement of the grievance to the department head or department head’s designee within the twenty (20) working days of the date of notification of the adverse action as specified in paragraph A above. A meeting shall be held by the Employee and a Union representative with the department head or the department head’s designee within seven (7) working days after days, hold a meeting with the written grievance is receivedUnion Grievance Committee (not to exceed two (2) in number), the Local Union President, and a staff representative of the Union, or his/her designate, in a further attempt to resolve the grievance. The department head Vice-President-Human Resources and Equity or designee shall submit designate shall, within a written answer to the Employee or the Union within further seven (7) working days after the meeting. The department head or department head’s designee shall use the conditions prescribed in §76-41(b)days, HRSgive his/her decision, in reaching a decisionwriting, provided that only conditions 1 through 6 shall be used in reaching a decision for an adverse action for failure to meet performance requirements concerning a covered exempt Employeethe Union.