Common use of Processing Clause in Contracts

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources Office, within the twenty-eight (28) day period prescribed in Subsection 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources Office, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coin.

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources OfficeResource Services, within the twenty-eight one (28) 21), day period prescribed in Subsection 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources OfficeResource Services, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Washington/Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coin.

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources OfficeResource Services, within the twenty-eight (28) day period prescribed in Subsection 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources OfficeResource Services, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office Resource Services to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Washington/Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coin.

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources OfficeResource Services, within the twenty-one eight (28) 2128), day period prescribed in Subsection 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources OfficeResource Services, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coin.thirty

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources OfficeResource Services, within the twenty-eight (28) ), day period prescribed in Subsection 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources OfficeResource Services, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coin.thirty

Processing. The Union and the College agree that in-person meetings are preferred as part of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee If the issue is not resolved informally, the Union may file a written grievance with the Human Resources OfficeResource Services, within the twenty-eight one (28) 21), day period prescribed in Subsection Section 31.3.A. The appropriate supervisor, manager, or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee If the grievance is not resolved at Step 1, the Union may move the grievance to Step 2 by filing the written grievance, including a copy of the Step 1 decision, with the Human Resources OfficeResource Services, within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 3: Arbitration Should Step 2 fail to resolve the grievance, the Union may submit a written request to the College through the Human Resources Office to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by the American Arbitration Association (AAA). It is the Union’s responsibility to simultaneously submit a written request for arbitration to the AAA and request that the Parties be provided with the names of seven (7) qualified arbitrators from the Washington/ Washington/Oregon/Idaho area. The party exercising the first strike shall be the winner loser of a flip of a coin.

Processing. The Union and the College Employer agree that in-person meetings are preferred as part at all steps of the grievance process and will make efforts to schedule in-person meetings, if possible. Step 1: Supervisor, Manager, or Designee 1 If the issue is not resolved informally, the Union may file present a written grievance to the supervisor or designee, with a copy to the Human Resources Office, within the twenty-eight (28) day period prescribed in Subsection 31.3.A. described above. The appropriate responsible supervisor, manager, manager or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ and/or union or staff representative and the grievant within fourteen (14) days of receipt of the grievance, and will respond in writing to the Union within fourteen (14) days after the meeting. Step 2: Vice President or Designee 2 If the grievance is not resolved at Step 1, the Union may move it to the grievance to Step 2 next step by filing the written grievance, including a copy of the Step 1 decision, it with the Human Resources Office, Office within fourteen (14) days of the Union’s receipt of the Step 1 decision. The Vice President or Human Resources Office will designate who will hear the grievance at Step 2. The designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or union staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. If the grievance is not resolved at Step 3: Arbitration Should Step 2 fail to resolve the grievance2, the Union may submit a written request move to the College through next step by filing it with the President/Chancellor, with a copy to the Human Resources Office, within fourteen (14) days of the Union’s receipt of the Step 2 decision. The President/Chancellor or designee will meet in person or confer by telephone with a union ▇▇▇▇▇▇▇ or staff representative and the grievant within fourteen (14) days of receipt of the appeal, and will respond in writing to the Union within fourteen (14) days after the meeting. The Evergreen State College will have a 2-step grievance process. The hiring authority will hear Step 1 grievances, and the appropriate Vice President or designee will hear Step 2 grievances. Arbitrating a claim under this Article constitutes a waiver of the right to pursue the same claim before the Equal Employment Opportunity Commission, the Human Rights Commission, or in a judicial or other forum. Pursuit of a claim before the Equal Employment Opportunity Commission, the Human Rights Commission, or in a judicial or other forum constitutes a waiver of the right to pursue the same claim through arbitration under this Article. If the grievance is not resolved at Step 3, the Union may file a demand for arbitration (with a copy of the grievance and all responses attached). It will be filed with the director of the OFM Labor Relations Office (OFM/LRO) and the institution’s Human Resources Office within twenty-one (21) days of receipt of the Step 3 decision. Within fifteen (15) days of the receipt of the arbitration demand, the OFM/LRO will either: 1. Schedule a pre-arbitration review meeting with the OFM/LRO director or designee, the institution’s Human Resources Office representative, and the Union’s staff representative to review and attempt to settle the dispute. If the matter is not resolved in this pre-arbitration review, within fifteen (15) days of the meeting, the Union may file a demand to arbitrate the grievance within thirty (30) calendar days after its receipt of the Vice President or designee’s Step 2 response. The parties will select an arbitrator by mutual agreement or by alternately striking names supplied by dispute with the American Arbitration Association (AAA), with copies to OFM/LRO and the institution’s Human Resources Office. It is OR, 2. Notify the Union’s responsibility Union in writing that no pre-arbitration review meeting will be scheduled. Within fifteen (15) days of receipt of this notice, the Union may file a demand to simultaneously submit a written request for arbitration to arbitrate the AAA and request that the Parties be provided dispute with the names of seven (7) qualified arbitrators from AAA, with copies to OFM/LRO and the Washington/ Oregon/Idaho area. The party exercising the first strike shall be the winner of a flip of a coininstitution’s Human Resources Office.