Common use of Labor Relations Unit Clause in Contracts

Labor Relations Unit. A. If the grievance is not resolved at step 2, the employee or the Association may file, within fifteen (15) calendar days after receiving the response from the Agency Personnel Services Section Manager or designee, the grievance with the Department of Administrative Services, Labor Relations Unit, for determination. The State Labor Relations Manager or designee, shall meet at a mutually agreeable date and time with the Association representative and employee to discuss the grievance. The State Labor Relations Manager or designee shall respond within fifteen (15) calendar days from the date of the grievance meeting. A conference call can substitute for a meeting at this step of the grievance procedure. B. Copies of the original Grievance Forms shall be submitted to the applicable party at all steps of the grievance procedure. Any amendments or clarifications consistent with this Section shall be submitted via cover letter. A. If the grievance is not satisfactorily resolved by the Labor Relations Unit, the Association may submit the issue to arbitration within forty- five (45) calendar days after receiving the response from the Labor Relations Unit. B. The parties shall select an Arbitrator from the lists(s) requested from the State Mediation and Conciliation Service. The parties shall name a mutually acceptable Arbitrator from the requested list. If the parties do not select an Arbitrator from the list, additional lists shall be requested until a mutually acceptable Arbitrator is named. C. Any arbitrable grievance arising out of or relating to the interpretation or the application of this Agreement shall be submitted by either the Employer, or the Association. If the grievance is to be submitted to arbitration, a pre-arbitration meeting shall be held between the Employer, the Association, and the Arbitrator in order to discuss a framing of the issues for a consolidation of cases, or such other procedural matters as the Arbitrator deems pertinent. A hearing will be scheduled with the parties at a mutually agreeable time. D. The Arbitrator shall act in a judicial, not legislative capacity and shall have no right to recommend to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The Arbitrator shall only consider and make a decision with respect to the specific issue submitted, and shall have no authority to make a decision on any other issue not so submitted to the Arbitrator. E. In the event the Arbitrator finds a violation of the terms of this Agreement, the Arbitrator shall fashion an appropriate remedy. The Arbitrator shall be without power to make a decision contrary to or inconsistent with or modifying or varying in any way the application of laws and rules and regulations having the force and effect of law. F. The Arbitrator shall submit in writing the decision within forty-five (45) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof. The decision shall be based solely upon the Arbitrator’s interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. The decision shall be final and binding. Section 4. The Association will not expand upon the elements of the original grievance unless agreed to by both Parties. Section 5. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the grievance record. The employee may appeal a grievance to the next step if the Employer fails to meet timelines prescribed herein. Grievance steps referred to in this Article may be waived by mutual agreement in writing. Such written agreements shall become part of the grievance record. Section 6. The Arbitrator’s fees and expenses shall be equally shared by the parties. Section 7. An employee shall be on paid status during their normal working hours to attend the following meetings: A. Investigatory interviews and pre-disciplinary meetings, in accordance with Article 4.1. ▇. ▇▇▇▇▇▇▇▇▇ meetings, mediation sessions, and arbitration hearings scheduled in accordance with Article 3.6.

Labor Relations Unit. A. If the grievance is not resolved at step 2, the employee or the Association may file, within fifteen (15) calendar days after receiving the response from the Agency Personnel Services Section Manager or designee, the grievance with the Department of Administrative Services, Labor Relations Unit, for determination. The State Labor Relations Manager or designee, shall meet at a mutually agreeable date and time with the Association representative and employee to discuss the grievance. The State Labor Relations Manager or designee shall respond within fifteen (15) calendar days from the date of the grievance meeting. A conference call can substitute for a meeting at this step of the grievance procedure. B. Copies of the original Grievance Forms shall be submitted to the applicable party at all steps of the grievance procedure. Any amendments or clarifications consistent with this Section shall be submitted via cover letter. A. If the grievance is not satisfactorily resolved by the Labor Relations Unit, the Association may submit the issue to arbitration within forty- five (45) calendar days after receiving the response from the Labor Relations Unit. B. The parties shall select an Arbitrator from the lists(s) requested from the State Mediation and Conciliation Service. The parties shall name a mutually acceptable Arbitrator from the requested list. If the parties do not select an Arbitrator from the list, additional lists shall be requested until a mutually acceptable Arbitrator is named. C. Any arbitrable grievance arising out of or relating to the interpretation or the application of this Agreement shall be submitted by either the Employer, or the Association. If the grievance is to be submitted to arbitration, a pre-arbitration meeting shall be held between the Employer, the Association, and the Arbitrator in order to discuss a framing of the issues for a consolidation of cases, or such other procedural matters as the Arbitrator deems pertinent. A hearing will be scheduled with the parties at a mutually agreeable time. D. The Arbitrator shall act in a judicial, not legislative capacity and shall have no right to recommend to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The Arbitrator shall only consider and make a decision with respect to the specific issue submitted, and shall have no authority to make a decision on any other issue not so submitted to the Arbitrator. E. In the event the Arbitrator finds a violation of the terms of this Agreement, the Arbitrator shall fashion an appropriate remedy. The Arbitrator shall be without power to make a decision contrary to or inconsistent with or modifying or varying in any way the application of laws and rules and regulations having the force and effect of law. F. The Arbitrator shall submit in writing the decision within forty-five (45) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof. The decision shall be based solely upon the Arbitrator’s interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. The decision shall be final and binding. Section 4. The Association will not expand upon the elements of the original grievance unless agreed to by both Parties. Section 5. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the grievance record. The employee may appeal a grievance to the next step if the Employer fails to meet timelines prescribed herein. Grievance steps referred to in this Article may be waived by mutual agreement in writing. Such written agreements shall become part of the grievance record. Section 6. The Arbitrator’s fees and expenses shall be equally shared by the parties. Section 7. An employee shall be on paid status during their normal working hours to attend the following meetings:to A. Investigatory interviews and pre-disciplinary meetings, in accordance with Article 4.1. ▇. ▇▇▇▇▇▇▇▇▇ meetings, mediation sessions, and arbitration hearings scheduled in accordance with Article 3.6.

Labor Relations Unit. A. If the grievance is not resolved at step 2, the employee or the Association may file, within fifteen (15) calendar days after receiving the response from the Agency Personnel Services Section Manager or designee, the grievance with the Department of Administrative Services, Labor Relations Unit, for determination. The State Labor Relations Manager or designee, shall meet at a mutually agreeable date and time with the Association representative and employee to discuss the grievance. The State Labor Relations Manager or designee shall respond within fifteen (15) calendar days from the date of the grievance meeting. A conference call can substitute for a meeting at this step of the grievance procedure. B. Copies of the original Grievance Forms shall be submitted to the applicable party at all steps of the grievance procedure. Any amendments or clarifications consistent with this Section shall be submitted via cover letter. A. If the grievance is not satisfactorily resolved by the Labor Relations Unit, the Association may submit the issue to arbitration within forty- five (45) calendar days after receiving the response from the Labor Relations Unit. B. The parties shall select an Arbitrator from the lists(s) requested from the State Mediation and Conciliation Service. The parties shall name a mutually acceptable Arbitrator from the requested list. If the parties do not select an Arbitrator from the list, additional lists shall be requested until a mutually acceptable Arbitrator is named. C. Any arbitrable grievance arising out of or relating to the interpretation or the application of this Agreement shall be submitted by either the Employer, or the Association. If the grievance is to be submitted to arbitration, a pre-arbitration meeting shall be held between the Employer, the Association, and the Arbitrator in order to discuss a framing of the issues for a consolidation of cases, or such other procedural matters as the Arbitrator deems pertinent. A hearing will be scheduled with the parties at a mutually agreeable time. D. The Arbitrator shall act in a judicial, not legislative capacity and shall have no right to recommend to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The Arbitrator shall only consider and make a decision with respect to the specific issue submitted, and shall have no authority to make a decision on any other issue not so submitted to the Arbitrator. E. In the event the Arbitrator finds a violation of the terms of this Agreement, the Arbitrator shall fashion an appropriate remedy. The Arbitrator shall be without power to make a decision contrary to or inconsistent with or modifying or varying in any way the application of laws and rules and regulations having the force and effect of law. F. The Arbitrator shall submit in writing the decision within forty-five (45) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof. The decision shall be based solely upon the Arbitrator’s interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. The A decision rendered consistent with the terms of this Agreement shall be final and binding. Section 4. Where a grievance involves two (2) or more supervisors and is confirmed by the signatures of three (3) or more employees, such grievances shall be filed and processed at step 2 of the grievance procedure. When a grievance involves employees in more than one (1) Agency, such grievance shall be filed and processed in accordance with step 3 of this Article. The grievance shall specifically enumerate, by name, the affected employees and the Grievance Form shall show the employees’ signatures. Section 5. The Association will not expand upon the elements of the original grievance unless agreed to by both Parties. Section 56. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the grievance record. The employee may appeal a grievance to the next step if the Employer fails to meet timelines time lines prescribed herein. Grievance steps referred to in this Article may be waived by mutual agreement in writing. Such written agreements shall become part of the grievance record. Section 67. The Arbitrator’s fees and expenses shall be equally shared by the parties. Section 78. An employee shall be on paid status during their normal working hours to attend the following meetings: A. Investigatory interviews and pre-disciplinary meetings, in accordance with Article 4.1., and ▇. ▇▇▇▇▇▇▇▇▇ B. Grievance meetings, mediation sessions, and arbitration hearings scheduled in accordance with Article 3.6. C. An employee will be allowed reasonable time to travel to and from management scheduled investigatory interviews, pre-disciplinary meetings, grievance meetings, mediation sessions, and arbitration hearings conducted during his or her normal work hours. Time spent traveling during the employee’s non-work hours in order to attend the meetings will not be considered work time. An employee must notify his or her supervisor prior to attending any meeting in accordance with this Article. Notification must include the approximate amount of time the employee expects the meeting to take. Section 9. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. An employee has the right to Association representation during meetings with management if the employee reasonably believes the facts gathered during those meetings may result in discipline, and if management cannot assure the employee that discipline will not result. The employee will have the opportunity to consult with an Association Job Representative or Association staff member before the interview but such designation shall not cause an undue delay.

Labor Relations Unit. A. If the grievance is not resolved at step 2, the employee or the Association may file, within fifteen (15) calendar days after receiving the response from the Agency Personnel Services Section Manager or designee, the grievance with the Department of Administrative Services, Labor Relations Unit, for determination. The State Labor Relations Manager or designee, shall meet at a mutually agreeable date and time with the Association representative and employee to discuss the grievance. The State Labor Relations Manager or designee shall respond within fifteen (15) calendar days from the date of the grievance meeting. A telephone conference call can substitute for a meeting at this step of the grievance procedure. B. Copies of the original Grievance Forms shall be submitted to the applicable party at all steps of the grievance procedure. Any amendments or clarifications consistent with this Section shall be submitted via cover letter. A. If the grievance is not satisfactorily resolved by the Labor Relations Unit, the Association may submit the issue to arbitration within forty- five fifteen (4515) calendar days after receiving the response from the Labor Relations Unit. B. The parties shall select an Arbitrator from the lists(s) requested from the State Mediation and Conciliation Service. The parties shall name a mutually acceptable Arbitrator from the requested list. If the parties do not select an Arbitrator from the list, additional lists shall be requested until a mutually acceptable Arbitrator is named. C. Any arbitrable grievance arising out of or relating to the interpretation or the application of this Agreement shall be submitted by either the Employer, or the Association. If the grievance is to be submitted to arbitration, a pre-arbitration meeting shall be held between the Employer, the Association, and the Arbitrator in order to discuss a framing of the issues for a consolidation of cases, or such other procedural matters as the Arbitrator deems pertinent. A hearing will be scheduled with the parties at a mutually agreeable time. D. The Arbitrator arbitrator shall act in a judicial, not legislative capacity and shall have no right to recommend to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The Arbitrator arbitrator shall only consider and make a decision with respect to the specific issue submitted, and shall have no authority to make a decision on any other issue not so submitted to the Arbitratorarbitrator. E. In the event the Arbitrator arbitrator finds a violation of the terms of this Agreement, the Arbitrator arbitrator shall fashion an appropriate remedy. The Arbitrator arbitrator shall be without power to make a decision contrary to or inconsistent with or modifying or varying in any way the application of laws and rules and regulations having the force and effect of law. F. The Arbitrator arbitrator shall submit in writing the decision within forty-five (45) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof. The decision shall be based solely upon the Arbitrator’s his interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. The A decision rendered consistent with the terms of this Agreement shall be final and binding. Section 4. Where a grievance involves two (2) or more supervisors and is confirmed by the signatures of three (3) or more employees, such grievances shall be filed and processed at step 2 of the grievance procedure. When a grievance involves employees in more than one (1) Agency, such grievance shall be filed and processed in accordance with step 3 of this Article. The grievance shall specifically enumerate, by name, the affected employees and the Grievance Form shall show the employees’ signatures. Section 5. The Association will shall not expand upon the original elements and substance of the original written grievance. Further, all grievances submitted for arbitration shall be consistent with the statement of grievance unless agreed to by both Partiesidentified on the Official Statement of Grievance Form. Section 56. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the grievance record. The employee may appeal a grievance to the next step if the Employer fails to meet timelines time lines prescribed herein. Grievance steps referred to in this Article may be waived by mutual agreement in writing. Such written agreements shall become part of the grievance record. Section 67. The Arbitratorarbitrator’s fees and expenses shall be equally shared by the parties. Section 78. If the parties agree to meet to discuss a grievance and the employee works in a location that is different than where the meeting will be held with the supervisor or other designated Agency or Employer representative or is otherwise unable to attend, then such meeting shall be conducted by telephone unless the parties agree to meet in person. When a meeting is held in person at the request of the Association, the employee who attends shall use their accrued vacation, compensatory time off or leave without pay. Section 9. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. An employee shall be on paid status has the right to Association representation during their normal working hours to attend meetings with management if the following meetings: A. Investigatory interviews and pre-disciplinary meetings, employee reasonably believes the facts gathered during those meetings may result in accordance with Article 4.1. ▇. ▇▇▇▇▇▇▇▇▇ meetings, mediation sessionsdiscipline, and arbitration hearings scheduled in accordance if management cannot assure the employee that discipline will not result. The employee will have the opportunity to consult with Article 3.6an Association Job Representative or Association staff member before the interview but such designation shall not cause an undue delay.

Labor Relations Unit. A. If the grievance is not resolved at step 2, the employee or the Association may file, within fifteen (15) calendar days after receiving the response from the Agency Personnel Services Section Manager or designee, the grievance with the Department of Administrative Services, Labor Relations Unit, for determination. The State Labor Relations Manager or designee, shall meet at a mutually agreeable date and time with the Association representative and employee to discuss the grievance. The State Labor Relations Manager or designee shall respond within fifteen (15) calendar days from the date of the grievance meeting. A conference call can substitute for a meeting at this step of the grievance procedure. B. Copies of the original Grievance Forms shall be submitted to the applicable party at all steps of the grievance procedure. Any amendments or clarifications consistent with this Section shall be submitted via cover letter. A. If the grievance is not satisfactorily resolved by the Labor Relations Unit, the Association may submit the issue to arbitration within forty- five (45) calendar days after receiving the response from the Labor Relations Unit. B. The parties shall select an Arbitrator from the lists(s) requested from the State Mediation and Conciliation Service. The parties shall name a mutually acceptable Arbitrator from the requested list. If the parties do not select an Arbitrator from the list, additional lists shall be requested until a mutually acceptable Arbitrator is named. C. Any arbitrable grievance arising out of or relating to the interpretation or the application of this Agreement shall be submitted by either the Employer, or the Association. If the grievance is to be submitted to arbitration, a pre-arbitration meeting shall be held between the Employer, the Association, and the Arbitrator in order to discuss a framing of the issues for a consolidation of cases, or such other procedural matters as the Arbitrator deems pertinent. A hearing will be scheduled with the parties at a mutually agreeable time. D. The Arbitrator shall act in a judicial, not legislative capacity and shall have no right to recommend to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The Arbitrator shall only consider and make a decision with respect to the specific issue submitted, and shall have no authority to make a decision on any other issue not so submitted to the Arbitrator. E. In the event the Arbitrator finds a violation of the terms of this Agreement, the Arbitrator shall fashion an appropriate remedy. The Arbitrator shall be without power to make a decision contrary to or inconsistent with or modifying or varying in any way the application of laws and rules and regulations having the force and effect of law. F. The Arbitrator shall submit in writing the decision within forty-five (45) calendar days following the close of the hearing or the submission of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof. The decision shall be based solely upon the Arbitrator’s interpretation of the meaning or application of the express terms of this Agreement to the facts of the grievance presented. The A decision rendered consistent with the terms of this Agreement shall be final and binding. Section 4. Where a grievance involves two (2) or more supervisors and is confirmed by the signatures of three (3) or more employees, such grievances shall be filed and processed at step 2 of the grievance procedure. When a grievance involves employees in more than one (1) Agency, such grievance shall be filed and processed in accordance with step 3 of this Article. The grievance shall specifically enumerate, by name, the affected employees and the Grievance Form shall show the employees’ signatures. Section 5. The Association will not expand upon the elements of the original grievance unless agreed to by both Parties. Section 56. Time limits specified in this procedure must be observed, unless either party requests a specific extension of time, which, if agreed to, must be stipulated in writing and shall become part of the grievance record. The employee may appeal a grievance to the next step if the Employer fails to meet timelines time lines prescribed herein. Grievance steps referred to in this Article may be waived by mutual agreement in writing. Such written agreements shall become part of the grievance record. Section 67. The Arbitrator’s fees and expenses shall be equally shared by the parties. Section 78. An employee shall be on paid status during their normal working hours to attend the following meetings: A. Investigatory interviews and pre-disciplinary meetings, in accordance with Article 4.1., and ▇. ▇▇▇▇▇▇▇▇▇ meetings, mediation sessions, and arbitration hearings scheduled in accordance with Article 3.6. C. An employee will be allowed reasonable time to travel to and from management scheduled investigatory interviews, pre-disciplinary meetings, grievance meetings, mediation sessions, and arbitration hearings conducted during his or her normal work hours. Time spent traveling during the employee’s non-work hours in order to attend the meetings will not be considered work time. An employee must notify his or her supervisor prior to attending any meeting in accordance with this Article. Notification must include the approximate amount of time the employee expects the meeting to take. Section 9. Upon request, an employee shall have the right to Association representation during an investigatory interview that an employee reasonably believes will result in disciplinary action. An employee has the right to Association representation during meetings with management if the employee reasonably believes the facts gathered during those meetings may result in discipline, and if management cannot assure the employee that discipline will not result. The employee will have the opportunity to consult with an Association Job Representative or Association staff member before the interview but such designation shall not cause an undue delay.