STEP Clause Samples
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STEP. In the event the Director of Human Resources or designate and the National Representative and Unit Chair are unable to reach a resolve in STEP either party may, by notice in writing given to the other, within twenty (20) days, submit the grievance to final and binding arbitration. The notice of the party referring the matter to arbitration shall include the name of the proposed sole arbitrator, which is to be mutually agreed upon. If the parties are unable to agree on the selection of an arbitrator within twenty (20) working days once formal notice is given, the Federal Minister of Labour shall be requested to appoint the Arbitrator. The Company and the Union local shall each pay one-half of the remuneration and expenses of the arbitrator. Neither party shall be obligated to pay any part of the cost of any stenographic transcript of an arbitration hearing without its express consent. Arbitrator The arbitrator shall not be authorized to alter, modify, or amend the provisions of this Agreement nor to make any decision inconsistent therewith. Where the Arbitrator determines that a disciplinary penalty or discharge is excessive, it may substitute such other penalty for the discipline or discharge as it considers just and reasonable in all the circumstances. Time Limits Any time limit mentioned under the grievance procedure shall be counted as working days, excluding Saturdays, Sundays and Statutory Holidays. The time limits imposed upon either party of any STEP in the Grievance Procedure may be extended by mutual written agreement. A request for extension of the time limit made prior to the expiry of such time limit shall not be denied on an arbitrary basis. Where no reply is given to a grievance within the time limits specified, and no extension was agreed to, the Union or the Company, as the case may be, shall be entitled to submit the grievance to the next step in the Grievance Procedure. Grievances involving the discharge or discipline of an employee may be submitted at STEP of the grievance procedure. The Company shall have the right to file a grievance in writing signed by the Director of Human Resources or designate, with the Union within ten (10) days of when the circumstances giving rise to the grievance were known or should reasonably have been known to the Company. A meeting will be held with the Union within ten (10) days of the presentation of the grievance and the Union shall give the Company its written reply to the grievance in ten (10) working...
STEP. Should the employee be dissatisfied with the super- visor’s disposition of the complaint, he may, with the assistance of his committee person, refer such matters on a written grievance form supplied by the Employer to his immediate supervisor, who shall answer the grievance, in writing, within three (3)working days. The complaint shall constitute a formal grievance at Step and shall be filed no later than three (3) working days from the date of the immediate supervisor’s reply to the complaint. The grievance shall contain a statement of the facts relied upon, indicate the Articles of the Agreement which are alleged t have been violated, indicate the relief sought and must be signed by the employee. Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the department who shall answer the grievance in writing, within two (2) working days. The grievance must be tiled with the department within two (2) working days of the receipt of the immediate supervisor’s reply to Step A meeting shall be held, attended by the committee persons, Chairperson and the department within the two (2) day period. If no settlement is reached at Step the grievance may be referred to Step within five (5) working days of receipt of the reply of the department The Grievance Committee and representatives of management shall meet to discuss the grievance within five (5) days of receipt of the referral. The Grievance Committee shall consist of the Chairperson and the area committee person responsible for the grievance. The Union’s National Representative and/or the Local Union president and the may be in attendance at this meeting. If the grievance is not settled it may be referred to arbitration as hereinafter provided. The Employer will provide its reply to the grievance, in writing, within five
STEP. 2— If the grieving party is not satisfied with the Step 1 disposition of the grievance, or if no disposition has been made within the Step 1 time limits, the grievance shall be submitted to the Employee Relations Department within seven (7) working days of the disposition, or expiration of the time limit. Within seven (7) working days of receipt of the grievance, Employee Relations shall schedule a meeting with the PBA and/or grieving party and shall indicate the disposition of the grievance in writing to the PBA and/or grieving party within seven (7) working days of the meeting.
STEP. A step is any shape in a process diagram, except for the start and the end shapes.
STEP. An employee seeking adjustment of a complaint coming scope of this Agreement shall, in the first stage, confer with the appropriate immediate supervisor, either alone or accompanied by his Shop ▇▇▇▇▇▇▇ in an attempt to resolve the complaint. The appropriate supervisor's verbal reply will be given within three (3) working days. If the supervisor's decision is not acceptable, then within five (5) working days, the grievance committee shall present the grievance in writing to the department manager, otherwise the matter will be closed. Such written grievances shall be signed by the grieving party. The department manager will give his answer in writing to member of the grievance committee within five (5) working days of receipt of such written grievance. If the reply of the department manager does not adjust the grievance, a meeting with the Pulp Mill Manager may be requested within five (5) working days of the department manager’s answer, otherwise the matter will be closed. The Pulp Mill Manager, or his designate, will meet with the committee in an attempt to resolve the grievance within ten (10) working days of receipt of a request for such meeting. The International Representative of the Union or his designate may be present at this stage to assist the Local Union. The Pulp Mill Manager shall give written decision within five (5) working days following the aforementioned meeting. Failing settlement under the above procedure, the matter may then be taken to arbitration, provided that the aggrieved party notifies the other party to this agreement of its intention to do so. However, if no written notification is received within five (5) working days of the final decision in Step the grievance shall be deemed settled or abandoned. Discharge cases or matters concerning the application, interpretation and administration of the Agreement that concern a group of employees or that would not normally fail within the authority of the local supervisors referred to in Steps and may be submitted as a grievance in Step Any of the time limits provided above may be extended by mutual consent of the parties hereto. Time limits as referred to above shall exclude Saturdays, Sundays and holidays.
STEP. The term "Step" when used herein in reference to the Compensation Schedule for Teaching Assignments (Appendix A) shall describe the vertical location of the compensation schedule cell in which a Member of the Bargaining Unit is placed.
STEP. 1 – A grievance shall be discussed with the immediate Manager by the grievor or the grievor accompanied by the Union Representative. The immediate Manager shall have ten (10) working days from the date of this discussion in which to render an oral decision.
STEP. If a satisfactory settlement has not been obtained under the previous step, then the or the Union representative may, within fifteen (15) days of the receipt of the Employer’s decision under Step render the grievance in writing, including the redress requested, to the level of management above the Employer representative referred to in Step with a copy to Human Resources. This level of management (Employer representative) shall call a meeting and render a decision within ten (10) days of the receipt of the grievance.
STEP. If the grievance is not satisfactorily settled under Step then the grievance may be referred to arbitration, within twenty (20) days of the expiry of the time limits set out in Step The parties agree that a single arbitrator shall be used as provided for in the Canada Labour Code. The employer and the union shall make every effort to agree on the selection of the Arbitrator within ten (10) days after the party requesting arbitration has delivered written notice of submission of the difference to arbitration. In the event that the parties fail to agree on the choice of an arbitrator, they shall forthwith request the Minister of Labour to appoint an arbitrator. The arbitrator shall have all the powers vested in it by the Canada Labour Code, including, in the case of discharge or discipline, the power to substitute for the discharge or discipline such other penalties that the arbitrator deems just and reasonable in the circumstances, including compensation for lost income. The arbitrator shall render his award within a reasonable period. The decision of the arbitrator shall be final and binding on both parties. Each party shall bear one-half the cost of the arbitrator. The arbitrator shall not change, modify or alter any of the terms of this contract.
STEP. The party desiring Arbitration shall appoint a member for the Board and notify the other party in writing of its appointment. The party receivingthe notice shall within seven (7) days thereafter, appoint a member for the Board and notify the other party of its appointment. Failure to appoint their nominee, by either party, the other party who has appointed their nominee shall apply to the Labour Relations Boardto appoint a nominee on behalf of such party. The Arbitrators so appointed shall confer to select a third person to be Chairman and failing for five (5) days from the appointment of the second of them to agree to a person willing to act, either of them may apply to the Labour Relations Board. Notwithstanding the foregoing provisions respecting the establishment and jurisdiction of an Arbitration Board, if the parties agree, a Sole Arbitrator shall be chosen to act in the same capacity and having the same powers as a Board of Arbitration. If the Arbitration Board finds that an employee has been suspended or discharged without proper cause or improperly laid off, that employee shall be reinstated by the Employer without loss of pay and with all his rights, benefits and privileges which he would have enjoyed if the discharge, suspension or improper layoff had not taken place. If an Arbitration Board finds circumstances which in the opinion of the Arbitration Board makes it just and equitable may order the Employer to pay less than the full amount of wages lost. The Board of Arbitration shall not have any jurisdiction or authorityto alter or change any of the provisions of this Agreement, or to give any decision inconsistent with the terms of this Agreement, except where there is a dispute between the parties regardingthe rate of pay for a newly established or altered classification not provided for herein, or a dispute under herein, or a dispute under the Welfare Plan, the Board of Arbitration or Sole Arbitrator shall have the power to deal with such matters and bring down a final and binding award. Each of the parties hereto will bear the expenses of their nominee and the parties will equally bear the expenses of the Chairman. Any discharged or suspended employee, within seventy-two (72) hours of his discharge or suspension, shall be given by the Employer, in writing, the reasons for his discharge or suspension, with a copy to be sent to the Union. In the event of any dispute or difference as to whether or not there was proper cause for the discharge o...