Processing Grievances Sample Clauses

Processing Grievances. The Association Representative involved and the grieving supervisor shall not leave work or disrupt departmental routine to discuss grievances without first requesting permission from his/her immediate superior, which shall not be unreasonably withheld. The Association Representative and the grieving supervisor shall be allowed a reasonable amount of time during working hours while on the Appointing Authority's premises when a grievance is investigated or presented in Steps 1 and 2.

Processing Grievances. ‌ A. Release Time. Union representatives and the grievant, as specified in “B” below, shall be allowed a reasonable amount of time, without loss of pay, during working hours, while on the Employer’s or its designees’ premises to investigate and process grievances in steps one through three, provided that such investigation does not interfere with the work of other employees or the public. A Union representative and the grievant shall not leave work or disrupt departmental routine to discuss grievances without first requesting permission from their immediate supervisor which shall not be unreasonably withheld.

Processing Grievances. The Council Representative involved and the grieving employee shall not leave work or disrupt departmental routine to discuss grievances without first requesting permission from their immediate supervisor which shall not be unreasonably withheld. The Council Representative and the grieving employee shall be allowed a reasonable amount of time during working hours while on the Agency's premises to investigate and to present the employee's grievance to the Agency. The Council Representative and the grieving employee shall receive their regular pay when a grievance is investigated or presented during working hours in Steps 1 and 2. In addition, the Council Representative and the Council President or their designee, shall receive their regular pay if they participate in Step 2. If a class action grievance exists, only one of the grievants shall be permitted to appear without loss of pay as spokesperson for the class. The Council will designate the grievant in pay status. Class action grievances are defined as and limited to those grievances which cover more than one employee and which involve like circumstances and facts for the grievants involved.

Processing Grievances. Any questions arising out of and during the term of this Agreement involving its interpretation and application, which includes applicable provisions of the MLAs, but not jurisdictional disputes or alleged violations of Section 6.1 and 6.5 and similar provisions, shall be considered a grievance and subject to resolution under the following procedures.

Processing Grievances. Council representatives who are members of the bargaining unit and grievants will receive their regular rate of pay for time spent in grievance meetings with management which are held during their regularly scheduled hours of employment. The Employer is not responsible for compensation of employees for processing grievances outside of regularly scheduled work hours. Only one (1) local Council grievance representative will be in pay status for any one (1) grievance. Further, in a group grievance, only one (1) of the grievants shall be in pay status as spokesperson for the group. The Council will designate the group grievant in pay status. (Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, and which involve like circumstances and facts for the grievants involved.) The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Council representatives in the processing of grievances. The Employer agrees to schedule grievance meetings during the grievant’s shift unless an alternate meeting is mutually agreed upon.

Processing Grievances. The grievant shall be granted reasonable time off with pay from regularly scheduled duty hours to process a grievance, provided that the time off will be devoted to the prompt and efficient investigation and handling of grievances, subject to the following: A. Neither a grievant nor a grievant’s representative who is a County employee shall suffer any lost pay for attending any regularly scheduled grievance hearing required by the procedure herein set forth. B. A grievant or a grievant’s representative shall notify their supervisor as soon as possible of scheduled grievance hearings and of any changes in the time or date of scheduled hearings in which they must participate. C. In no event shall a grievant be represented by more than one County employee at the grievance hearings. The County shall not incur any cost for Union Shop Stewards to participate as an observer for training purposes, including labor cost. Shop Stewards may request Annual Leave, Floating Holiday, compensatory time, Winter Recess time, or PTO to participate as an observer. Should use of such time result in overtime to the department, use of said time will not be allowed. D. Employees shall suffer no loss of pay for testifying as a witness at a grievance proceeding. E. Grievances may, by mutual agreement, be referred back for further consideration or discussion at a prior step, or be advanced to a higher step of the grievance procedure.

Processing Grievances. Any questions arising out of and during the term of this Agreement involving its interpretation and application, which includes applicable provisions of the Schedule A Agreements, but not jurisdictional disputes or alleged violations of Section 8.1 and 8.5 and similar provisions, shall be considered a grievance and subject to resolution under the following procedures.

Processing Grievances. Union representatives who are members of Judicial Branch bargaining units and grievant(s) will be permitted a reasonable amount of time to process grievances during their regularly scheduled hours of employment. Processing grievances shall be defined as investigating, filing and attending any step meetings and/or hearings regarding grievances. However, only one (1) local Union representative will be in pay status for any one grievance. Whenever possible the Union representatives will provide twenty-four (24) hours’ notice to their supervisor. Further, in a group grievance, up to three (3) percent but not less than one (1) nor more than ten (10) of the grievants shall be in pay status as spokesperson(s) for the group. Group grievances are defined as, and limited to, those grievances which cover more than one (1) employee, and which involve like circumstances and facts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances for the Judicial Branch outside their regularly scheduled hours of employment. The Employer is not responsible for any compensation of employees or Union representatives for time spent during their regularly scheduled hours of employment to process grievances brought forth from other branches or agencies not under the Judicial Branch. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of any grievances. However, with the Director of Human Resources approval, a Union representative may be allowed time off to process grievances outside of the Judicial Branch.

Processing Grievances. Any questions arising out of and during the term of this Agreement involving its interpretation and application, which includes applicable provisions of the Master Labor Agreement, but not jurisdictional disputes or alleged violations of Section 7.1 and 7.4 and similar provisions, shall be considered a grievance and subject to resolution under the following procedures. Step 1. Employee Grievances When any craft employee subject to the provisions of this Agreement feels aggrieved by an alleged violation of this Agreement, the craft employee shall, through his/her local Union business representative or, job ▇▇▇▇▇▇▇, within ten (10) working days after the occurrence of the violation, give notice to the work site representative of the involved Contractor stating the provision(s) alleged to have been violated. A business representative of the local Union or the job ▇▇▇▇▇▇▇ and the work site representative of the involved Contractor shall meet and endeavor to resolve the matter within ten (10) working days after timely notice has been given. If they fail to resolve the matter within the prescribed period, the grieving party may, within ten (10) working days thereafter, pursue Step 2 of this grievance procedure provided the grievance is reduced to writing, setting forth the relevant information, including a short description thereof, the date on which the alleged violation occurred, and the provision(s) of the Agreement alleged to have been violated. Grievances and disputes settled at Step 1 shall be non-precedential except as to the parties directly involved. Step 2. The business manager of the involved Union or his/her designee, together with the site representative of the involved Contractor, shall notify the CWA Administrator, and conduct a meeting between the Union and the Contractor within seven (7) working days of the referral of the dispute to this second step to arrive at a satisfactory settlement thereof. If the Union(s) and Contractor(s) fail to reach an agreement, the dispute may be appealed in writing in accordance with the provisions of Step 3 within seven (7) calendar days after the initial meeting at Step 2. (a) If the grievance shall have been submitted but not resolved under Step 2, either the Union(s) or Contractor(s) may proceed with the selection of an arbitrator from Attachment D, on a rotational basis in the order listed within seven (7) calendar days after the initial Step 2 meeting. The Union(s) and Contractor(s) shall notify the CWA Admi...