Common use of Procedure for Grievance Clause in Contracts

Procedure for Grievance. It is agreed that any grievance must be presented under the process of this Article promptly and within the prescribed time limitations. Working days, for the purposes of the grievance procedure, shall mean the GESSA employee’s employment days. Any grievance not presented by the individual, or the Association in the event of an appeal to arbitration, within the time limitations, shall be considered settled on the basis of the decision which was not appealed or shall be deemed settled on the basis of the decision in the last Level to which the grievance was carried and shall not be further appealed or filed as a new grievance. Time limits in the appeal Levels may be extended by mutual agreement in writing. Level 1 A GESSA employee with a grievance shall first discuss the alleged complaint with the GESSA employee’s immediate supervisor, with the objective of resolving the matter informally. Every effort shall be made by both parties to maintain the informality of these discussions. Tape recorders shall not be permitted during these discussions. Level 2 If the grievance cannot be resolved informally, the GESSA employee may file a grievance with the Associate Principal or appropriate building administrator. The grievance must be filed in writing within fifteen (15) working days from the alleged occurrence of the event giving rise to the grievance or when the grievant knew of the event. The written grievance shall state the nature of the grievance, shall note the specific clause or clauses of the contract which have been violated, misinterpreted, or misapplied, and shall state the remedy requested. ▇▇▇▇▇ ▇ If the grievance has not been satisfactorily resolved at the second Level, the GESSA employee may file a grievance with the Assistant Superintendent for Human Resources. The grievance must be filled with the Assistant Superintendent for Human Resources within five (5) working days from the receipt of the decision rendered in Level #2. Within ten (10) working days after such written grievance is filed, the Assistant Superintendent for Human Resources shall meet with the grievant and both parties shall make a reasonable attempt to settle the grievance. Within ten (10) working days after the third Level grievance meeting, the Assistant Superintendent for Human Resources shall make a decision on the grievance and shall communicate it in writing to the GESSA employee, the Associate Principal or appropriate building administrator, and the Board. Level 4 If the grievance has not been satisfactorily resolved at the third Level, the Association may submit, on behalf of the Association and the grieving GESSA employee, the grievance to binding arbitration under the Voluntary Labor

Procedure for Grievance. It is agreed that any grievance must be presented under the process of this Article promptly and within the prescribed time limitations. Working days, days for the purposes of the grievance procedure, procedure shall mean the GESSA GESPA employee’s 's employment days. Any grievance not presented by the individual, or the Association in the event of an appeal to arbitration, within the time limitations, limitations shall be considered settled on the basis of the decision which was not appealed or shall be deemed settled on the basis of the decision in the last Level step to which the grievance was carried and shall not be further appealed or filed as a new grievance. Time limits in the appeal Levels steps may be extended by mutual agreement in writing. Level Step 1 A GESSA GESPA employee with a grievance shall first discuss the alleged complaint with the GESSA GESPA employee’s 's immediate supervisor, supervisor with the objective of resolving the matter informally. Every effort shall be made by both parties to maintain the informality of these discussions. Tape recorders shall not be permitted during these discussions. Level . Step 2 If the grievance cannot be resolved informally, the GESSA GESPA employee may file a the grievance with the Associate Principal associate principal or appropriate building administrator. The grievance must be filed in writing within fifteen (15) working days from the alleged occurrence of the event giving rise to the grievance or when the grievant knew of the event. The written grievance shall state the nature of the grievance, shall note the specific clause or clauses of the contract which have been violated, misinterpreted, or misapplied, and shall state the remedy requested. ▇▇▇▇▇ ▇ If the grievance has not been satisfactorily resolved at the second Level, the GESSA employee may file a grievance with the Assistant Superintendent for Human Resources. The grievance must be filled with the Assistant Superintendent for Human Resources within five Within seven (5) working days from the receipt of the decision rendered in Level #2. Within ten (107) working days after such a written grievance is filed, the Assistant Superintendent for Human Resources associate principal or appropriate building administrator shall meet with the grievant and both parties shall make a reasonable attempt to settle the grievance. Within ten seven (107) working days after the third Level second step grievance meeting, the Assistant Superintendent for Human Resources associate principal or appropriate building administrator shall make a decision on the grievance and shall communicate it in writing to the GESSA employeeGESPA employee and the Assistant Superintendent for Human Resources. Step 3 If the grievance has not been satisfactorily resolved at the second step, the Associate Principal or appropriate building administrator, and GESPA employee may file the Board. Level grievance with the Assistant Superintendent for Human Step 4 If the grievance has not been satisfactorily resolved at the third Levelstep, the Association may submit, on behalf of the Association and the grieving GESSA GESPA employee, the grievance to binding arbitration under the Voluntary LaborLabor Arbitration Rules of the American Arbitration Association, which shall act as the administrator of the proceedings. The Association must submit in writing to the Assistant Superintendent for Human Resources within ten (10) working days from the receipt of the decision by the GESPA employee rendered in Step #3, a notice of intent to enter into arbitration. Each party shall bear the full costs for its representation in the arbitration. The cost of the arbitration and the American Arbitration Association will be borne equally by the Board and the Association. The arbitrator, in the arbitrator's decision, shall not suggest amending, modifying, nullifying, ignoring, or adding to the provisions of this agreement. The arbitrator's authority will be strictly limited to the issue or issues presented to the arbitrator in writing by the Board and the Association, and the arbitrator's decision must be based solely upon the arbitrator's interpretation of the meaning or application of the express relevant language of the agreement.

Procedure for Grievance. It is agreed that any grievance must be presented under the process of this Article promptly and within the prescribed time limitations. Working days, days for the purposes of the grievance procedure, procedure shall mean the GESSA GESPA employee’s 's employment days. Any grievance not presented by the individual, or the Association in the event of an appeal to arbitration, within the time limitations, limitations shall be considered settled on the basis of the decision which was not appealed or shall be deemed settled on the basis of the decision in the last Level step to which the grievance was carried and shall not be further appealed or filed as a new grievance. Time limits in the appeal Levels steps may be extended by mutual agreement in writing. Level Step 1 A GESSA GESPA employee with a grievance shall first discuss the alleged complaint with the GESSA GESPA employee’s 's immediate supervisor, supervisor with the objective of resolving the matter informally. Every effort shall be made by both parties to maintain the informality of these discussions. Tape recorders shall not be permitted during these discussions. Level . Step 2 If the grievance cannot be resolved informally, the GESSA GESPA employee may file a the grievance with the Associate Principal associate principal or appropriate building administrator. The grievance must be filed in writing within fifteen (15) working days from the alleged occurrence of the event giving rise to the grievance or when the grievant knew of the event. The written grievance shall state the nature of the grievance, shall note the specific clause or clauses of the contract which have been violated, misinterpreted, or misapplied, and shall state the remedy requested. ▇▇▇▇▇ ▇ Within seven (7) working days after such a written grievance is filed, the associate principal or appropriate building administrator shall meet with the grievant and both parties shall make a reasonable attempt to settle the grievance. Within seven (7) working days after the second step grievance meeting, the associate principal or appropriate building administrator shall make a decision on the grievance and shall communicate it in writing to the GESPA employee and the Assistant Superintendent for Human Resources. Step 3 If the grievance has not been satisfactorily resolved at the second Levelstep, the GESSA GESPA employee may file a the grievance with the Assistant Superintendent for Human Resources. The grievance must be filled filed with the Assistant Superintendent for Human Resources within five (5) working days from the receipt of the decision rendered in Level Step #2. Within ten (10) working days after such written grievance is filed, the Assistant Superintendent for Human Resources shall meet with the grievant and both parties shall make a reasonable attempt to settle the grievance. Within ten (10) working days after the third Level step grievance meeting, the Assistant Superintendent for Human Resources shall make a decision on the grievance and shall communicate it in writing to the GESSA GESPA employee, the Associate Principal associate principal or appropriate building administrator, and the Board. Level . Step 4 If the grievance has not been satisfactorily resolved at the third Levelstep, the Association may submit, on behalf of the Association and the grieving GESSA GESPA employee, the grievance to binding arbitration under the Voluntary Laborthe

Procedure for Grievance. It is agreed that any grievance must be presented under the process of this Article promptly and within the prescribed time limitations. Working days, for the purposes of the grievance procedure, shall mean the GESSA employee’s employment days. Any grievance not presented by the individual, or the Association in the event of an appeal to arbitration, within the time limitations, shall be considered settled on the basis of the decision which was not appealed or shall be deemed settled on the basis of the decision in the last Level step to which the grievance was carried and shall not be further appealed or filed as a new grievance. Time limits in the appeal Levels steps may be extended by mutual agreement in writing. Level Step 1 A GESSA employee with a grievance shall first discuss the alleged complaint with the GESSA employee’s immediate supervisor, with the objective of resolving the matter informally. Every effort shall be made by both parties to maintain the informality of these discussions. Tape recorders shall not be permitted during these discussions. Level . Step 2 If the grievance cannot be resolved informally, the GESSA employee may file a the grievance with the Associate Principal or appropriate building administrator. The grievance must be filed in writing within fifteen (15) working days from the alleged occurrence of the event giving rise to the grievance or when the grievant knew of the event. The written grievance shall state the nature of the grievance, shall note the specific clause or clauses of the contract which have been violated, misinterpreted, or misapplied, and shall state the remedy requested. ▇▇▇▇▇ ▇ . Step 3 If the grievance has not been satisfactorily resolved at the second Levelstep, the GESSA employee may file a the grievance with the Assistant Superintendent for Human Resources. The grievance must be filled with the Assistant Superintendent for Human Resources within five (5) working days from the receipt of the decision rendered in Level Step #2. Within ten (10) working days after such written grievance is filed, the Assistant Superintendent for Human Resources shall meet with the grievant and both parties shall make a reasonable attempt to settle the grievance. Within ten (10) working days after the third Level step grievance meeting, the Assistant Superintendent for Human Resources shall make a decision on the grievance and shall communicate it in writing to the GESSA employee, the Associate Principal or appropriate building administrator, and the Board. Level . Step 4 If the grievance has not been satisfactorily resolved at the third Levelstep, the Association may submit, on behalf of the Association and the grieving GESSA employee, the grievance to binding arbitration under the Voluntary LaborLabor Arbitration Rules of the American Arbitration Association, which shall act as the administrator of the proceedings. The Association must submit in writing to the Assistant Superintendent for Human Resources, within ten (10) working days from the receipt of the decision by the GESSA employee rendered in Step #3, a notice of intent to enter into arbitration. Each party shall bear the full costs for its representation in the arbitration. The cost of the arbitration and the American Arbitration Association will be borne equally by the Board and the Association. The arbitrator, in the arbitrator’s decision, shall not suggest amending, modifying, nullifying, ignoring, or adding to the provisions of this