Scope of Grievance Procedure Sample Clauses

Scope of Grievance Procedure. A grievance may be initiated by any Professional/Technical employee who believes that the application of a policy, practice, rule, or procedure has been incorrect or inappropriate, and has adversely affected his/her employment.

Scope of Grievance Procedure. The purpose of this grievance procedure is to establish effective machinery for the fair, expeditious and orderly adjustment of grievances. Only matters involving the interpretation, application, or enforcement of the terms of this agreement, shall constitute a grievance under the provision of this grievance procedure.

Scope of Grievance Procedure. ‌ 34 Grievances or complaints arising between the District and its employees within the bargaining unit 35 defined in Article I herein, with respect to matters dealing with the interpretation or application of the 36 Terms and Conditions of this Agreement shall be resolved in strict compliance with this Article.

Scope of Grievance Procedure. Nothing contained herein shall deny to any employee his/her rights under State or Federal Constitution and laws. No probationary teacher may use the grievance procedure to dispute any action by the public school employer which is applicable to the State tenure laws. No teacher shall use the grievance procedure to appeal any decision of the public school employer or administration if such decision is applicable to a State or Federal regulatory commission or agency.

Scope of Grievance Procedure. (A) To be reviewable under this procedure, a grievance must: 1. Concern matters or incidents that have occurred; and 2. Result from an act or omission by management which is alleged to be a violation of a specific provision of a current Memorandum of Understanding; and 3. Arise out of a specific situation, act or acts complained of as being unfair which result in specified inequity or damage to the employee(s). (B) A grievance is not reviewable under this procedure if either it is a matter which would require the modification of the MOU or a policy established by the City Council or by law. Also, a grievance is not reviewable under this procedure if it is reviewable under some other administrative or Civil Service procedure such as: 1. Applications for changes in title, job classification or salary; 2. Appeals from formal disciplinary proceedings; 3. Appeals arising out of Civil Service examinations; 4. Appeals from work performance evaluations.

Scope of Grievance Procedure. A. This procedure will not apply to any grievance concerning: 1. any claimed violation of Subchapter III of Chapter 73, Title 5, U.S.C. (relating to prohibited political activities); 2. retirement, life insurance and/or health insurance; 3. a suspension or removal under Section 7532, Title 5, U.S.C. (relating to national security matters);

Scope of Grievance Procedure. If the employee and the Union believe an evaluation of a job should have resulted in a higher or lower classification or should have resulted in a classification change, a resolution should be attempted at an informal stage. Within fifteen (15) days after notification of the job evaluation and classification, the employee should review the findings with the campus ▇▇▇▇▇▇▇ and notify the Human Resources Department designee that further clarification is needed. A meeting will be scheduled with the employee, the campus ▇▇▇▇▇▇▇ and the College job classification designee. In the event these discussions do not result in a satisfactory solution, a formal grievance may be initiated using the procedures listed below. 1. Level One The grievance must be initiated within fifteen (15) days from the time of the meeting held at the informal stage. The alleged grievance shall be reduced to writing by the Union Campus ▇▇▇▇▇▇▇ and be submitted to the College job classification designee. The Union job classification committee (not to exceed 5) shall meet with the College job classification designee within ten (10) days of the filing of the grievance and attempt to resolve the matter. A written answer must be given by the College within five (5) working days after such meeting. 2. Level Two If the parties are unable to resolve the job classification grievance satisfactorily, the Union, Business Agent and the College Personnel Director (or designee) shall meet and attempt to settle the grievance within five (5) working days of the receipt of the response from Level One. 3. Level Three If the parties are unable to resolve the grievance at Level Two, the Union may cause the job classification grievance to be placed before an arbitrator experienced in job classification matters and conversant with the job description and classification system of the parties for final and binding resolution. Normally, it is expected this arbitration will be informal and the arbitrator will have full access to persons responsible for and knowledgeable of the system.

Scope of Grievance Procedure. The purpose of this Grievance Procedure is to establish effective machinery for the fair, expeditious, and orderly adjustment of grievances. A grievance is defined as an alleged violation of the collective bargaining agreement. Longstanding conditions which have been mutually accepted through past practice and which are not specifically addressed in this labor agreement shall not be subject to the Grievance Procedure. An employee aggrieved by a final decision where the discipline involved is suspension, demotion, discharge, or written reprimand may proceed by filing a written grievance as outlined in Step 3 of this grievance procedure.

Scope of Grievance Procedure. A grievance shall be defined as, a dispute in the meaning, application or interpretation of this Agreement and shall be settled in the following manner. Once a grievance, as defined herein, is filed under Section 2A of this Article, the Federation shall have exclusive jurisdiction with respect to the processing of such grievance. A decision in good faith by the Federation not to proceed to the next step in the grievance procedure or to arbitration shall be final and binding on all parties, including the grievant. If the County files a grievance, it shall be filed in accordance with the County grievance procedure outlined in Section 4 of this Article. Employees shall be assured freedom from reprisal for use of the grievance procedure. A chief ▇▇▇▇▇▇▇ will be assigned by the Federation. The chief ▇▇▇▇▇▇▇ will assign stewards to specific work areas. A ▇▇▇▇▇▇▇ may not process a grievance in any other work area than the one to which he or she is assigned unless approved to do so by the Federation chief ▇▇▇▇▇▇▇. The names of the stewards and other Federation representatives who may represent employees will be provided in writing to the County by the Federation. Employees meeting with stewards to process a grievance and stewards conducting investigatory interviews will be permitted to do so without loss of pay during working hours. All efforts will be made to avoid disruptions and interruptions of work.