Presentation of the Grievance Clause Samples

Presentation of the Grievance a. The League shall serve written notice of the grievance on a form provided by the Department upon the commanding officer or Employee Relations Administrator within 20 calendar days of which discovery of the grievance should reasonably have occurred. Said 20 days may be waived by mutual consent of the parties. The grievance shall be considered waived if not filed within 20 days. b. The commanding officer or Employee Relations Administrator shall meet with the League representative in an effort to resolve the grievance and shall respond to the League with a written decision within 20 calendar days from the date of service. Said 20 days may be waived by mutual consent of the parties. Failure of Management to respond within the time limit shall entitle the League to process the grievance at the next level of review. c. If the grievance is accepted by the Employee Relations Administrator at Step 1, that review shall serve as the Chief of Police review for Step 2.
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Presentation of the Grievance a. The Association shall serve written notice of the grievance on a form provided by the Department upon the commanding officer or Employee Relations Administrator within twenty calendar days following the day upon which discovery of the grievance should reasonably have occurred. Said twenty days may be waived by mutual consent of the parties. The grievance shall be considered waived if not filed within said twenty days. b. The commanding officer or Employee Relations Administrator shall meet with the Association representative in an effort to resolve the grievance and shall respond to the Association with a written decision within twenty calendar days from the date of service. Said twenty days may be waived by mutual consent of the parties c. If the grievance is accepted at the Employee Relations Administrator level in Step 1, that review shall serve as the Chief of Police review in Step 2.
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Presentation of the Grievance. An employee may present a grievance while on duty, provided such use of on-duty time is kept to a reasonable minimum as determined by the City Manager. The written grievance shall set forth the specific factual and other basis for the employee’s complaint and shall identify the rule or issue allegedly being violated by the City.
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Presentation of the Grievance a. The Association shall serve written notice of the grievance on a form provided by the Department upon the commanding officer or Administrator within twenty calendar days following the day upon which discovery of the grievance should reasonably have occurred. Said twenty days may be waived by mutual consent of the parties. The grievance shall be considered waived if not filed within said twenty days. b. The commanding officer or Administrator shall meet with the Association representative in an effort to resolve the grievance and shall respond to the Association with a written decision within twenty calendar days from the date of service. Said twenty days may be waived by mutual consent of the parties c. If the grievance is accepted at the Employee Relations Administrator level in Step 1, that review shall serve as the Chief of Police review in Step 2.
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Presentation of the Grievance a) Any salaried person, accompany or not, by the Union shop ▇▇▇▇▇▇▇ or a Union representative can, before filing a grievance, try to resolve his problem by meeting with the general manager or one of his representative. b) In order to settle in brief delay, any grievance that can occur during the present collective agreement, the parties will respect the following procedure: The Union must submit the grievance in writing to the director of the establishment or his representative, with a copy to the director of operations, within a twenty (20) day period of knowing about the event that gave rise to the grievance; The director of the establishment or his representative must respond in writing within the fifteen (15) days following the date that the grievance is received. If the answer of the director of the establishment or his representative is not believed to be satisfactory, or if it is not given within the time period in paragraph (b), the Union can, in the forty-five (45) days following the receipt of the grievance, advise the director of operations or his representative of his intention to carry the grievance to arbitration; Before the parties proceed to the choice of an arbitrator, the parties must have a mandatory meeting to attempt to resolve the dispute. If there is no resolution, the procedure continues. Following the meeting provided for in the preceding paragraph, the parties have fifteen (15) days to agree on the choice of an arbitrator and in the absence of an agreement, the Minister of Labour will be asked to name one, following the clauses of the Labour Code.
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Presentation of the Grievance. 10 ARTICLE X - PERSONNEL FILE ........................................................................ 10 ARTICLE XI - RETIREMENT................................................................................. 11
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Related to Presentation of the Grievance

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. The written grievance shall be submitted by email to ▇▇▇▇▇.▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇.▇▇▇. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • of the Grievance Procedure If the grievance is still unresolved after it has been considered at the Appeal Step (Fourth) of the Grievance Procedure, it may be referred to the Classification Review Committee who shall consider the matter. Thereafter, if the grievance is still unresolved, it may be referred to the Arbitrator who shall be empowered to determine the proper classification and/or rate for the new job as provided herein.

  • Discharge Grievance (a) An employee shall only be discharged from the employment for just cause, except that an employee who has not completed the probationary period may be released based on a fair and proper assessment against reasonable standards of performance and suitability. An allegation of action contrary to this clause may be taken up as a grievance. As a good labour relations practice, the Home agrees to provide written reasons within seven (7) calendar days to the affected employee in the case of discharge or suspension. (b) Such grievance shall proceed directly to Step No. 1 of the grievance procedure and must be presented in writing, dated and signed within ten (10) days following the discharge. (a) If an employee is to be reprimanded or disciplined, she may have a Union Representative present if she so requests. (b) If an employee is to be suspended or discharged, the Employer shall notify her of this right prior to the outset of the meeting. (c) The Union Representatives undertake to be reasonably available in person or by telephone for such meeting. In extraordinary circumstances when a Union Representative is unavailable, the Union Representative shall provide an alternate representative.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Investigation of Accidents The Occupational Health and Safety Committees, as provided in Clause 22.2, shall be notified of each accident or injury and shall investigate and report to the Union and Employer on the nature and cause of the accident or injury. In the event of a fatality the Employer shall immediately notify the President of the nature and circumstances of the accident.