Processing the Grievance Sample Clauses

The "Processing the Grievance" clause outlines the procedures and steps that must be followed when a formal complaint or grievance is raised within an organization or between parties. Typically, this clause details the timeline for submitting grievances, the required documentation, and the roles of individuals or committees responsible for reviewing and resolving the issue. By establishing a clear and structured process, the clause ensures that grievances are addressed fairly and efficiently, reducing misunderstandings and promoting resolution of disputes in an orderly manner.
Processing the Grievance. The processing of all grievances shall be during the teachers’ professional day and teachers shall not lose salary or benefits due to their necessary participation. However, to the extent practicable, these procedures shall not infringe on student contact time.
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Processing the Grievance. Prior to the institution of the formal grievance procedure hereinafter set forth, any employee who believes to have been aggrieved must attempt to informally resolve the matter with the appropriate Supervisor. The Supervisor has the responsibility to attempt to resolve the employee’s grievance if the Supervisor has authority to do so. Step 1: Any grievance shall be filed by the Employee and/or the Union, in writing, with the Director of Public Works within ten (10) work days of the alleged grievable occurrence or date on which the Employee and/or the Union should have known of the alleged grievable occurrence. The Director of Public Works shall decide the grievance based upon the information supplied and any further information the Director of Public Works may request. The Director of Public Works shall render a decision, in writing, within ten (10) work days from the date the grievance was filed with the Director of Public Works. Step 2: If the aggrieved Employee and/or Union is not satisfied with the decision of the Director of Public Works or if no decision has been rendered within the ten (10) work day period as defined above, said Employee and/or Union may appeal the grievance, in writing, to the Town Manager within ten (10) work days of the receipt of the Director Step 3: If the grievance has not been resolved to the satisfaction of the aggrieved employee and/or the Union after receiving the Town Manager’s response, the Union may, by giving written notice to the Town Manager within ten (10) workdays after receiving the Town Manager’s response, submit the grievance to Arbitration. Step 4: In the event that the Union elects to proceed to Arbitration, the Town Manager and the Union will endeavor to agree upon a mutually acceptable Arbitrator and obtain a commitment from said Arbitrator to serve. If the parties are unable to agree upon an Arbitrator or to obtain a commitment to serve, the grievance shall be referred to the Public Employee Labor Relations Board by the Union no later than twenty (20) days after the receipt of said notice of submission to Arbitration. In such event, the Arbitrator shall be selected in accordance with the procedures of the Public Employee Labor Relations Board.
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Processing the Grievance. It is recognized by the Union and by the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall, therefore, be accomplished during normal working hours without loss of pay when reasonable time away from duties and responsibilities are not detrimental to the work of the Employer.
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Processing the Grievance. Within ten (10) working days after the grievance is filed with the Union, the Union shall, if wishing to process the grievance, file the grievance with the Fire Chief or his designated official for disposition. If the Union does not wish to process the grievance, or if the employee wishes to process the grievance without the intervention and representation of the Union, the employee may file said grievance with the Fire Chief or his designated official for disposition within ten (10) working days after the grievance was filed with the Union.
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Processing the Grievance. The processing of the Grievance will occur within seven (7) Days of the Grievance being filed. The associate vice chancellor of human resources will do all of the following in Step 2 to process the Grievance: i. Assure that the Grievance is clearly stated on the MCC-NEA Grievance Form. ii. Assure that the Grievance includes the name of the Respondent(s) at whom the Grievance is directed or who properly represents the condition(s) being grieved. iii. Assure that a Grievance Hearing Committee is formed and that the Grievance Committee chair of the MCC-NEA is notified and included in all future meetings, emails or other communications.
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Processing the Grievance 
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Related to Processing the Grievance

  • 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: Neither a grievant nor a grievant's representative who is a Court employee shall suffer any lost pay for attending any regularly scheduled grievance hearing required by the procedure herein set forth. A. A grievant and 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. B. In no event shall a grievant be represented by more than one Court employee at a grievance hearing.

  • Steps in the Grievance Procedure (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) An Employee who has a grievance shall first discuss the matter with their immediate supervisor and attempt to resolve the grievance at this stage. In the event that it is not resolved satisfactorily to the Employee, it may be advanced in accordance with the following steps. (b) Step 2 (Director of the Department, or Designate) If: (i) an individual grievance, within fifteen (15) days of the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievance; or (ii) a group grievance, within fifteen (15) days of the date any of the aggrieved Parties became aware of the event or reasonably should have become aware of the event leading to the grievance; the grievance shall be submitted, in writing, stating the Article claimed to have been violated, the nature of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting shall be held prior to providing a written reply. If the grievance is not settled at this stage, it may be advanced to Step 3. (c) Step 3 (Vice President, or Designate) Within ten (10) days of the reply from the Director of the Department or Designate or for a dismissal grievance, within fifteen (15) days of the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievance, the Employee shall submit the grievance in writing to the appropriate Human Resources Department. The Vice President or Designate shall hold a meeting and render a written decision within ten (10) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. If the grievance is not settled at this stage, the Union may decide to proceed to Arbitration. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

  • Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer.

  • Filing a Grievance Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. If the Union does so, it will set forth the name of the employee or the names of the group of employees.

  • 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.