Common use of Procedure Step Clause in Contracts

Procedure Step. 1 a) Any employee with a problem concerning the application of their working conditions which could give rise to a grievance (Step 2) or disagreement shall request a formal meeting in writing with their supervisor. The request in writing may be made by the employee or the employee’s union representative. The parties shall schedule the meeting at an agreed upon time and date within five (5) working days of the request. The Parties agree to meet as soon as possible. b) The employee may be accompanied by one (1) or two (2) Union representatives. The employee’s immediate supervisor will normally be accompanied by a Human Resources representative or by any other employer’s representative. c) If the employee is on an authorized leave, the Union representatives may meet on their behalf. d) After the meeting, the supervisor will communicate in writing their position regarding the situation raised by the employee, within a maximal delay of ten (10) working days from the date of the meeting. The parties may mutually agree to extend the timelines herein. a) If the problem or disagreement is not resolved at Step 1, or if the supervisor fails to provide an answer within the delay in Step 1 c), the Union shall have the right to submit a grievance or disagreement in writing to Labour & Employee Relations Labour & Employee Relations shall render a written decision within fifteen (15) working days of receipt of the grievance or disagreement. b) A grievance must be filed no later than six (6) months after the occurrence of the events giving rise to the grievance, except when longer delays are provided by law. c) The grievance must contain a summary of the facts that gave rise to the grievance, the ID number and name of the employee(s) concerned (if applicable), the article(s) allegedly violated, and the relief requested. a) If the grievance or disagreement is not resolved at Step 1 or Step 2, or if Labour & Employee Relations fails to render a decision within fifteen (15) working days of the filing of the grievance at Step 2, the grievance or disagreement shall be placed on the agenda of the next Labour Relations Committee. b) The deadline for the Union to refer a grievance or disagreement to arbitration shall be ninety (90) working days from either: i) The date of receipt of the response from Labour & Employee Relations to the Step 2 grievance; or ii) If no response is received, sixteen (16) working days from the filing of grievance at Step 2; c) The Union will inform the Employer in writing of its request for arbitration. The written request shall include a copy of the grievance or disagreement. The written request shall include a list of recommended arbitrator(s). However, the parties may continue discussions to find a mutually satisfactory solution to the grievance or disagreement throughout the process. d) A grievance concerning any of the following subjects may be filed in writing by the Union, directly to Labour & Employee Relations (Step 2). • Determination and payment of salaries or benefits from group insurance and pension plans • Educational assistance • Parental leaves • Position match • Short-term disability • Unpaid leaves of absence • Employment security • Exercise of Union rights • Selection of personnel and pertinence of other qualifying skills and abilities • Suspension or dismissal • Policy grievance related to the interpretation of the collective agreement • Job abolition • Discrimination and Harassment • Seniority

Procedure Step. 1 a) Any The details of the dispute or claim will be presented by the aggrieved employee, or appointed employee with a problem concerning representative, to the application of their working conditions which could give rise to a grievance (Step 2) or disagreement shall request a formal meeting in writing with their supervisorappropriate Shift Manager. The request in writing Shift Manager may decide to include an appropriate management person at this stage. b) If the dispute cannot be made resolved by the Shift Manager or if there is a need to further investigate the circumstances to the dispute, the agreed Dispute Settling Form is to be prepared by the employee or their representative, or by the Shift Manager if requested by the employee. c) It will be the Shift Manager’s union representativeobligation to provide a response within 24 hours, where reasonably practicable. If a response cannot be given by the end of the Shift Manager’s next ordinary shift, they will give a progress report that will include an expected timeframe for the response. d) The response will be given via the Dispute Settling Form. The form will have a provision for closing out the dispute should the parties shall schedule find resolution at this step. e) If the meeting at an response provided in Step 1 does not resolve the dispute, or the shift manager fails to respond within a reasonable time, the aggrieved employee or their representative may request a discussion with the senior management on site who has authority to make a decision on the matter in dispute. f) To avoid unnecessary delays in any negotiation process, a resolution procedure with agreed upon time and date within five (5limits will be implemented. g) working days If this is not successful, then the parties may convene a conference with the aim of resolving the dispute to the satisfaction of all parties. This will be done by discussion, or a series of discussions, where all of the requestcircumstances can be reviewed by employee and management representatives. h) If resolution cannot be reached in Step 1 or 2, either party may refer the matter to the Commission. The Parties agree to meet as soon as possible. b) The employee Commission may be accompanied by one (1) or deal with the dispute in two (2) Union representativesstages: i. The Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and ii. The employee’s immediate supervisor will normally be accompanied by a Human Resources representative or by any other employer’s representative. c) If the employee Commission is on an authorized leaveunable to resolve the dispute at the first stage, the Union representatives Commission may meet on their behalf. d) After then: • Arbitrate the meeting, the supervisor will communicate in writing their position regarding the situation raised by the employee, within dispute; and • Make a maximal delay of ten (10) working days from the date of the meeting. The parties may mutually agree to extend the timelines herein. a) If the problem or disagreement determination that is not resolved at Step 1, or if the supervisor fails to provide an answer within the delay in Step 1 c), the Union shall have the right to submit a grievance or disagreement in writing to Labour & Employee Relations Labour & Employee Relations shall render a written decision within fifteen (15) working days of receipt of the grievance or disagreement. b) A grievance must be filed no later than six (6) months after the occurrence of the events giving rise to the grievance, except when longer delays are provided by law. c) The grievance must contain a summary of the facts that gave rise to the grievance, the ID number and name of the employee(s) concerned (if applicable), the article(s) allegedly violated, and the relief requested. a) If the grievance or disagreement is not resolved at Step 1 or Step 2, or if Labour & Employee Relations fails to render a decision within fifteen (15) working days of the filing of the grievance at Step 2, the grievance or disagreement shall be placed binding on the agenda of the next Labour Relations Committeeparties. b) The deadline for the Union to refer a grievance or disagreement to arbitration shall be ninety (90) working days from either: i) The date of receipt of the response from Labour & Employee Relations parties to the Step 2 grievance; or ii) If no response is received, sixteen (16) working days from the filing of grievance at Step 2; c) The Union will inform the Employer in writing of its request for arbitration. The written request shall include dispute agree to be bound by a copy of the grievance or disagreement. The written request shall include a list of recommended arbitrator(s). However, the parties may continue discussions to find a mutually satisfactory solution to the grievance or disagreement throughout the process. d) A grievance concerning any of the following subjects may be filed in writing determination made by the Union, directly to Labour & Employee Relations (Step 2). • Determination and payment of salaries or benefits from group insurance and pension plans • Educational assistance • Parental leaves • Position match • Short-term disability • Unpaid leaves of absence • Employment security • Exercise of Union rights • Selection of personnel and pertinence of other qualifying skills and abilities • Suspension or dismissal • Policy grievance related to the interpretation of the collective agreement • Job abolition • Discrimination and Harassment • SeniorityCommission in accordance with this clause.