Common use of Steps in the Grievance Procedure Clause in Contracts

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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentChief Executive Officer, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Chief Executive Officer or his representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentChief Executive Officer, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Chief Executive Officer or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (The steps in the grievance procedure are as follows: 12.2.1. First Step: Immediate Supervisor who is not within the scope of this Collective Agreement) An Employee A faculty member who has a grievance shall first discuss the matter with their immediate supervisor concerning his or her employment should promptly, and attempt to resolve the grievance at this stage. In the in no 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 later than fifteen (15) University 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; after the grievance shall may reasonably be submittedknown to exist, inform his or her immediate supervisor, in writing, stating the Article claimed to have been violated, the nature of the grievance and the redress sought, to then meet with the appropriate Human Resources Department. The Director of the Department or Designate shall reply in writing within ten (10) days of receiving supervisor to discuss the grievance. At the request of either PartyOn grievances related to payroll items, a grievance meeting shall be held prior to providing a written reply. If the grievance is not settled at this stage, it may must be advanced to Step 3. presented within thirty (c30) Step 3 (Vice President, or Designate) Within ten (10) University days of after 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 Departmentpayday concerned. The Vice President or Designate immediate supervisor shall hold then set a meeting place and render a written decision time within ten the next two (102) days of receipt University days, for an oral presentation of the grievance. The Employee shall If the aggrieved faculty member wishes, the appropriate Faculty Association representative may assist the faculty member in the oral presentation. During the oral presentation, the grievant will present the First Step paperwork (Appendix F) documenting the alleged violation of the Agreement. If the aggrieved faculty member does not receive a satisfactory resolution of the grievance within two (2) University days after the oral presentation, the grievance may be entitled submitted to have a Union the ▇▇▇▇▇▇▇ and/or Union Representative present during for a written decision (Second Step), provided the meetingsubmission is made within five (5) University days. 12.2.2. Second Step: ▇▇▇▇▇▇▇ Review Upon receipt of the written grievance, the ▇▇▇▇▇▇▇ shall set, within five (5) University days, a place and time for a second-step grievance hearing. Such hearing shall be scheduled to occur within ten (10) University days of receipt of the written grievance. The aggrieved faculty member may have the assistance of Faculty Association representatives at the hearing. The ▇▇▇▇▇▇▇ will provide a written decision within twenty (20) University days. Whether or not Faculty Association representatives assist at the grievance hearing, the Faculty Association shall receive a copy of the written decision. If the aggrieved faculty member is not satisfied with the resolution of the grievance, the faculty member may, within ten (10) University days after the written decision is received, submit the grievance to Human Resources for the Third Step. 12.2.3. Third Step: Review Conference The Review Conference will be scheduled for the purpose of restating the Faculty Association's and the University's positions and working toward a mutually acceptable solution of the grievance. Such conference shall be scheduled to occur within ten (10) University days following receipt of Notification from the faculty member. Faculty Association participants in this conference shall be limited to the aggrieved faculty member, a Faculty Association representative, and a representative of the MEA-NEA. University participants in this conference shall include at least one University person other than the University representative who answered the grievance at a previous step. If the aggrieved faculty member is not satisfied with the resolution of the grievance, the faculty member may, within ten (10) University days after the written decision is received, submit the grievance to the Chair of the Internal Grievance Review Board for the Fourth Step, Internal Grievance Review Board. 12.2.4. Fourth Step: Arbitration 12.2.4.1. If after the Third Step of the grievance procedure, the grievance is not settled at still unsettled, and if it involves a controversy concerning compliance with the express terms of this stageAgreement, the Union may decide Faculty Association may, within ten (10) University days after receipt of the written answer from the Fourth Step, request arbitration by giving notice, in writing, to proceed the Human Resources Office. If no such notice is given within ten (10) University days, the grievance shall be deemed settled and not subject to Arbitrationarbitration. 12.2.4.2. The arbitration proceeding shall be conducted by an arbitrator to be selected by the University and the Faculty Association within ten (d10) Grievance meetings referred University days after notice has been given. If the parties fail to in Clause 8.05 select an arbitrator, the American Arbitration Association shall be requested by either or both parties to provide a panel of five arbitrators. Both the University and the Association shall have the right to strike two names from the panel. The University shall strike the first name; the Association shall then strike one name. The process will be repeated and the remaining person shall be the arbitrator. 12.2.4.3. The jurisdictional authority of the arbitrator is defined and limited to the determination of any grievance which involves a controversy concerning compliance with any provision of this Agreement and is submitted to the arbitrator consistent with the provisions of this Agreement. 12.2.4.4. In making his or her decision, the arbitrator cannot modify, detract from, or alter the provisions of the contract, and shall be bound by the principles of law relating to the interpretation of contracts followed by the Michigan courts. The arbitrator is specifically prohibited by this Agreement from hearing any grievance involving the discharge of probationary and temporary faculty members or hearing any grievance concerning the decision not to reappoint, retain a faculty member on a supplemental assignment, or the School Promotion Committee decision to promote or not to promote. 12.2.4.5. The decision of the arbitrator shall be final and binding on the parties, and the arbitrator shall be requested to issue his or her reasoned decision within thirty (30) days after the conclusion of testimony and argument. 12.2.4.6. Expenses for the arbitrator's services and the proceedings shall be borne equally by the University and the Association. However, a reasonable number of faculty members who are called to testify during an arbitration hearing during their assigned working hours shall do so without loss of time or pay. In the event that either party desires a transcript, the cost shall be borne by the party making the request. 12.2.4.7. Expedited arbitration may include a teleconference or videoconferencebe utilized by mutual agreement of both parties.

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 (Chief Executive Officer/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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their the Employee’s 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 DepartmentManager, 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentSenior Director Operations, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentExecutive Director or the designated representative. The Vice President Executive Director or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Executive Director or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) 1. 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 stageOne. In the event that it the dispute is not resolved satisfactorily to in the Employeeverbal discussion or informal step, 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 reduced to writing and signed by the employee and her/his Union representative and filed with her/his immediate supervisor outside the bargaining unit within five (5) working days after the answer from the informal step. In order to determine if a formal grievance should be reduced to writing, stating the Article claimed Union may request documents or other information from the Library. The immediate supervisor or her/his designee shall meet with the employee and her/his representative and answer the grievance in writing to have been violatedthe employee and her/his representative within five (5) working days after receipt of the grievance. If the grievance is not satisfactorily resolved or answered within the required five (5) working days, the nature Union may refer the grievance to the second step of the grievance and procedure. If the redress sought, Union fails to refer the grievance to the appropriate Human Resources Department. The Director second step within five (5) working days after receipt of the Department or Designate shall reply answer rendered in writing within ten (10) days of receiving this step, the grievance. At the request of either Party, a grievance meeting shall be held prior to providing considered resolved or dropped on a written replynon-precedental basis. 2. Step Two. If the grievance is not settled at this stageStep One, 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 along with all correspondence, may be referred in writing to the appropriate Human Resources DepartmentExecutive Director of the Library by the Union. The Vice President Executive Director or Designate her/his designee shall hold a meeting meet with the employee and render a written decision her/his Union representative within ten five (105) working days of after receipt of the grievance. The Employee shall be entitled Executive Director and the grievant may each have no more than four (4) representatives at the grievance meeting. Both the grievant and the Library Administration have the right to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during call such witnesses as are necessary to the investigation of the grievance. The Executive Director will issue an answer within five (5) working days from the close of the meeting. If the grievance is not settled at this stagesettled, the Union may decide refer the grievance to proceed the Third Step of the grievance procedure. If the grievance is not appealed to Arbitrationthe appropriate step within fifteen (15) working days after receipt of the answer rendered at this step, the grievance shall be considered resolved or dropped on a non-precedental basis. The Union may choose to appeal non-precedent setting grievances or suspensions of five (5) working days or less to Step Three – Mediation. Precedent setting grievances and those of suspensions of greater than five (5) working days or more may be appealed to Arbitration in Step Four, or by mutual agreement may be taken to mediation. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) I An Employee who has a grievance shall shall, within ten (10) days of the date she becomes aware, or reasonably should have become aware of the occurrence which led to the grievance, first discuss the matter with their her 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) II If: (i) an individual grievance, within fifteen ten (1510) days of discussing the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancegrievance with her immediate supervisor in Step I; or (ii) a group grievance, within fifteen ten (1510) days of the date any of the aggrieved Parties 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 article(s) 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 designated representative who shall meet and 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 resolved at this stagestep, it may be advanced to Step 3III. (c) Step 3 (Vice President, or Designate) III 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentAdministrator or designated representative. The Vice President Administrator or Designate designated representative 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 representative of the Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Administrator or his representative shall render a written decision within ten (10) days of the date of 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their the Employee’s 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentExecutive Director, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentExecutive Director or the designated representative. The Vice President Executive Director or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Executive Director or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentExecutive Director, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentExecutive Director or the designated representative. The Vice President Executive Director or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Executive Director or his representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall may first discuss the matter with their the Employee’s 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 DepartmentCare & Care Coordinator, 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 Care 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentPresident or the designated representative. The Vice President Director of Care or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Director of Care or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their immediate supervisor the Employee’s Director of Care or designate 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( General Manager, 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 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 Care 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentPresident or the designated representative. The Vice President Director of Care or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Director of Care or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her 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 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 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Partyparty, a grievance meeting hearing 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 PresidentChief Executive Officer, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Chief Executive Officer or his representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) 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; draft 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentChief Executive Officer, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Chief Executive Officer or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her immediate supervisor Supervisor and attempt to resolve the grievance at this stage. The immediate Supervisor shall advise the Employee of their decision within ten (10) days of the date the matter was first discussed. 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 DepartmentDirector, or Designate) If: (i) an individual grievance, within fifteen ten (1510) days of the date the Employee first became aware of or reasonably should have become aware decision of the occurrence of the act causing the grievanceimmediate Supervisor at Step 1; or (ii) a group grievance, within fifteen ten (1510) 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 PresidentExecutive Director, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate his representative shall hold a meeting and render a written decision hearing 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. The Chief Executive Officer or his representative shall render a written decision within ten (10) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) An Employee who has One a. A teacher with a grievance shall will first discuss it with his/her principal or other administrator individually or with a member of the matter Association grievance committee if he/she so wishes, with their immediate supervisor and attempt to resolve the grievance at this stageobjective of resolving the matter. A second administrator may also be in attendance. b. In the event that it the matter is not resolved satisfactorily to resolved, 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, stated in writing, stating the Article claimed to have been violated, the nature of the grievance and the redress sought, may be formally submitted to the appropriate Human Resources Department. The Director principal or other administrator within thirty (30) calendar days following the act or conditions which are the basis of the Department or Designate shall reply in writing within ten (10) days of receiving the grievance. At The principal or other administrator shall hold a hearing with the request parties in interest within five (5) days after receipt of either Party, a grievance meeting shall be held prior to providing a the written reply. If the grievance is not settled at this stage, it may be advanced to Step 3grievance. (c) Step 3 (Vice President, or Designate) c. Within ten (10) working days of the reply from hearing, the Director principal or other administrator shall communicate his/her decision, in writing, to the aggrieved teacher who submitted the grievance. Step Two a. If the aggrieved teacher is not satisfied with the disposition of the Department or Designate or for a dismissal grievancegrievance at Step One, 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 he/she may file the grievance, in writing, with 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 superintendent within ten five (105) days of receipt of the grievancedecision rendered by the principal or other administrator. The Employee appeal shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during set forth specifically the meeting. If act or conditions and the grounds on which the grievance is not settled at based, a copy of the decision of Step One, and the grounds for regarding the decision as incorrect. b. Appeals to the superintendent shall be heard by the superintendent within ten (10) working days of the receipt of the appeal. The participants in this stageconference shall be those who participated in Step One. Written notice of the time and place of hearing shall be given five (5) days prior thereto the participants. Within ten (10) working days of hearing the appeal, the Union may decide superintendent of schools shall communicate his/her written decision to proceed to Arbitrationthe aggrieved teacher and all other parties officially present at the hearing. This shall include supporting reasons for that decision. a. If the aggrieved person is not satisfied with the disposition of the grievance at Step Two, he/she may, within five (d5) Grievance meetings referred working days, request in writing that the Association submit his/her grievance to an umpire panel. This shall be done within fifteen (15) working days after receipt of the request. b. The umpire panel shall be made up of one member of the Association designated by the Association, one member of the school administration selected by the Board and one impartial umpire. The impartial umpire will be mutually agreed upon by the other members of the panel. In the event the parties are unable to agree upon an umpire, an umpire shall be selected by submitting a written request to the American Association of Arbitrators asking for a list of five (5) mediators. The mediators shall be selected by striking names alternately from the list until one name remains, with the initial elimination awarded to the party who has not requested mediation. The impartial umpire shall serve as chairman of the umpire panel. c. The umpire panel will have authority to hold hearings and make procedural rules. All hearings held by the umpire panel shall be in Clause 8.05 closed sessions and no news releases shall be made concerning progress of the hearings. Unilateral communication outside of the hearings concerning the issues, either by the Association of any of its members to Board members or by Board members to Association members, is expressly prohibited. d. A report of the umpire panel shall be submitted in writing to the Association and the administration only. Within five (5) working days after receiving the report of the umpire panel, the Association and administration will meet to discuss the report. No more than three (3) persons representing the Association and three (3) members representing the administration shall attend such meetings. e. The Association and the administration shall take action on the report of the umpire panel not later than ten (10) working days after the receipt of the report. f. The costs and expenses of the umpire panel, including per diem expenses, if any, plus actual and necessary travel and subsistence expenses, shall be shared equally by the District and the Association. a. Within five (5) working days after the action of the Association and the administration at Step Three, an appeal from the action may include be made to the Board of Education. This appeal shall be in writing and shall be accompanied by a teleconference copy of the appeal at Step Two and Step Three, a copy of the decisions at Step Two and Step Three and the reasons for regarding the decision as incorrect. b. No later than at the next meeting of the Board of Education after receipt of the appeal, provided that the Board shall receive such an appeal at least three (3) working days before such meeting, the Board shall hold a hearing on the grievance. Participants in this hearing shall be those who participated in Step Two and Step Three. The participants shall be notified of the hearing at least five (5) working days in advance of said hearing. All hearings shall be in closed sessions and no news releases shall be made concerning progress of the hearings. c. Within twenty (20) working days after the hearing on the appeal, the Board shall communicate its decision, in writing, to the principal or videoconferenceother administrator, the superintendent, the Association and to the aggrieved teacher. Public releases shall be made only upon agreement by the Board and the Association.

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 shall, within ten (10) days of the date the Employee becomes aware, or reasonably should have become aware of the occurrence which led to the grievance, 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 If the Department, or Designate) Ifgrievance is not resolved under Step 1 above: (i) an individual grievance, within fifteen ten (1510) days of discussing the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancegrievance with their immediate supervisor in Step 1; or (ii) a group grievance, within fifteen thirty (1530) days of the date any of the aggrieved Parties 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 article(s) claimed to have been violated, the nature of the grievance and the redress sought, to the appropriate Human Resources Department. The Executive Director of the Department or Designate designated representative who 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 resolved at this stagestep, it may be advanced to Step 3. (c) Step 3 (Vice President, or Designate) Within ten (10) days of the reply from the Executive 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentRegional Director or designated representative. The Vice President Regional Director or Designate 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 representative of the Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Regional Director or representative shall render a written decision within ten (10) days of the date of 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their immediate supervisor the Employee’s Immediate Supervisor or designate 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 DepartmentGeneral Manager, 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 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, the particulars of the grievance and the redress sought, to the appropriate Human Resources Department. The Director of the Department Head or Designate designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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 Immediate Supervisor 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentPresident or the designated representative. The Vice President or Designate their representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The President or their representative shall render a written decision within five (5) days of the date of the hearing. 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.

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 her 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 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.

Steps in the Grievance Procedure. (Discharge) Step 1: a) Step 1 (Immediate Supervisor who Within 15 calendar days of the written notice of discharge, the Employee shall present the written grievance to his/her supervisor/designee, or if his/her immediate supervisor/designee is not unavailable, then to any supervisor/designee. b) The Employee's Department Manager/designee shall meet with the Employee and, unless UNION representation is waived in writing by the Employee, the UNION Business Representative/designee, within 15 calendar days after receipt of the scope of this Collective Agreement) An Employee who has a grievance shall first to discuss the matter grievance. The meeting may be held at a later date by mutual agreement of the PARTIES. c) CTS shall, within 10 calendar days after the meeting, notify the UNION of its decision by fax and/or in writing. Under no circumstances will CTS be relieved of the obligation to issue a written decision and if the deadline has been missed, CTS must issue the decision within five calendar days of being notified of the missed deadline. Failure to comply with their immediate supervisor and attempt the 10-calendar day response deadline shall result in an additional day of back pay to resolve the grievance at this stageEmployee for each day that CTS's response is late. In This additional back pay shall be paid only in the event that it is not resolved satisfactorily an arbitrator returns the discharged Employee to work. d) If after receiving CTS's response, the EmployeeUNION Business Representative/designee determines that the grievance has merit, it may be advanced referred to Step 2 within 15 calendar days of such notification. Such referral must be in accordance with the following stepswriting. (ba) 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 The grievance shall be submitted, in writing, stating presented to the Article claimed to have been violatedGeneral Manager/designee. Thereafter, the nature Employee and UNION Business Representative/designee will meet with the General Manager/designee for the purpose 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 resolving the grievance. At the request of either Party, a grievance The 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) within 30 calendar 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 after receipt of the grievance. The Employee Step 2 referral, unless a later date is mutually agreed by the PARTIES. b) A written decision shall be entitled sent to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the UNION within 10 days after the meeting. Under no circumstances will CTS be relieved of the obligation to issue a written decision, and if the deadline has been missed, CTS must issue the decision within five calendar days of being notified of the missed deadline. Failure to comply with the 10-calendar day response deadline shall result in an additional day of back pay to the Employee for each day that CTS's response is late. This additional back pay shall be paid only in the event that an arbitrator returns the discharged Employee to work. c) If the grievance is not settled after receiving CTS's Step 2 response and no agreement can be reached at this stageStep 2, the Union UNION Business Representative/designee may decide appeal to proceed to Arbitrationarbitration by notifying the General Manager/designee in writing. Such referral must be sent by registered mail, certified mail, or fax within 60 calendar days after the UNION receives the Step 2 decision. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

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, President or Chief Executive Officer for ▇▇▇▇▇▇ HealthCare Centre; 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.

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.1 (b) Step 2 (Director of the Department, or Designate) If:2 (i) an individual grievance, within fifteen ten (1510) days of discussing the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancegrievance with her immediate supervisor in Step 1; or (ii) a group grievance, within fifteen ten (1510) days of the date any of the aggrieved Parties 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 article claimed to have been violated, the nature of the grievance and the redress sought, to the appropriate Human Resources Department. The Patient Care Director of the Department or Designate designated representative who 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 37.06 Arbitration (Vice Presidenti) inform the other party of the name of its appointee to an Arbitration Board; or (ii) arrange to meet with the other party in an effort to select a single Arbitrator. Where agreement cannot be reached on the principal, or Designate) Within ten and/or selection of a single Arbitrator, an Arbitration Board shall be established. Where appointees to a Board have been named by the parties, they shall within seven (107) days endeavor to select a mutually acceptable Chairman for the Arbitration Board. If they are unable to agree upon the choice of the reply from a Chairman, application shall be made to the Director of Alberta Mediation Services to appoint an Arbitrator pursuant to the Department provisions of the Labour Relations Code. After a single Arbitrator has been selected, or Designate or for a dismissal grievancethe Arbitration Board has been formed in accordance with the above procedure, it shall meet with the parties within fifteen twenty-one (1521) days of and hear such evidence as the date parties may desire to present; assure a full fair hearing, and shall render the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancedecision, 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 parties within ten fourteen (1014) days of receipt after the completion of the grievancehearing. The Employee In the case of an Arbitration Board, the Chairman shall have the authority to render the decision with the concurrence of either of the other members, and a decision thus rendered or the decision of the single Arbitrator shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during final and binding on the meeting. If the grievance is not settled at this stage, the Union may decide to proceed to Arbitrationparties. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her 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 designated representative who shall reply in writing within ten (10) days of receiving the grievance. At the request of either Party, a grievance meeting hearing 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, President of GPRC 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentPresident of GPRC or the designated representative. The Vice President of GPRC or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The President of GPRC or his representative shall render a written decision within five (5) days of the date of the hearing. 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) 1. An Employee who has a grievance employee shall first discuss the matter Grievance with their his/her 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 as soon as possible after 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 giving rise to the grievance; Grievance. (Should the grievance shall be submitted, in writing, stating the Article claimed to have been violatedGrievance arise out of a bid for another internal position, the nature of employee shall have met the grievance and first step requirements if he/she discusses his/her concerns with either the redress soughthiring Coordinator or Supervisor, to or the appropriate Human Resources Department. The Director of .) If the Department or Designate employee, after discussing the Grievance with his/her immediate supervisor, still believes a violation exists he/she shall reply in writing submit a written Grievance 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, occurrence 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 knowledge of the occurrence of the act event causing the grievance, Grievance. The Grievance form shall be in duplicate with one copy going to the Employee shall submit supervisor and the grievance other staying with the Grievant. The written Grievance must be delivered to the supervisor within the above time limit. The supervisor must respond in writing to the appropriate Human Resources DepartmentGrievance within five (5) days after receipt of the written grievance. 2. If the Grievance is not resolved at Step 1, the employee may submit the Grievance in writing to the Program Director, within five (5) days after receipt of the response from the Supervisor. The Vice President or Designate Program Director shall hold a meeting meet with the Grievant and render a written decision his/her representative in an effort to settle the grievance within ten five (105) days of receipt of the grievanceGrievance. The Employee Program Director shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the respond in writing within five (5) days after this meeting. 3. If the grievance Grievance is not settled resolved at this stageStep 2, the Union employee may decide submit the Grievance, in writing, to proceed the Chief Human Resources Officer, or his/her designee, within five (5) days after receipt of the response from the Program Director. The Chief Human Resources Officer, or his/her designee, shall meet with the Grievant and his/her representatives in an effort to Arbitrationsettle the Grievance within five (5) days of receipt of the Grievance. Within five (5) days of this meeting, the Chief Human Resources Officer, or his/her designee, shall respond, in writing, with his/her disposition of the Grievance. 4. If the Grievance is not resolved at Step 3, the employee may submit the Grievance, in writing, to the Human Resources Committee of the Community Mental Health Authority within five (d5) working days of the Chief Human Resources Officer's response. A copy shall be submitted to the Chief Human Resources Officer. The Human Resources Committee, at its next regularly scheduled meeting, shall meet with the Grievant and his/her representatives in an effort to resolve the Grievance. Within five (5) days of this meeting the Human Resources Committee shall respond, in writing, with their disposition of the Grievance. 5. If the Grievance meetings referred is not satisfactorily resolved at Step 4 and the Union wishes to carry the matter further, it shall, within thirty (30) calendar days from the date of the response in Clause 8.05 may include Step 4, file a teleconference or videoconferenceDemand for Arbitration with the Employer.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) An Employee employee who has a grievance shall shall, within five (5) days of the date she becomes aware of, or reasonably should have become aware of, the occurrence which led to the grievance, first discuss the matter with their her immediate supervisor and attempt to resolve the grievance at this stage. In the event that it is not resolved satisfactorily to the Employeeemployee, 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 ten (1510) days of discussing the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancegrievance with her immediate supervisor in Step 1; or (ii) a group grievance, within fifteen ten (1510) days of the date any of the aggrieved Parties 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 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 Nursing Service or Designate designated representative who 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 Within five (Vice President, or Designate) Within ten (105) days of the reply from the Director of the Department Nursing Service 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 grievancedesignated representative, the Employee employee shall submit the grievance in writing to the appropriate Human Resources DepartmentChief Executive Officer or the designated representative. The Vice President Chief Executive Officer or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative representative of the Guild present during the meeting. The Chief Executive Officer or his representative shall render a written decision within five (5) days of the date of the hearing. If the grievance is not settled at this stage, the Union Guild may decide to proceed to Arbitration. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective Agreement) All grievances shall be submitted in writing. An Employee who has a grievance shall first shall, within fifteen (15) days of the date of the occurrence which lead to the grievance, discuss the matter with their immediate supervisor the appropriate management personnel and attempt to resolve the grievance at this stage. The appropriate management personnel shall advise the Employee of their decision within fifteen of the Employee first making them aware of the matter. In the event that it is not resolved satisfactorily to the satisfaction of the Employee, it may be advanced in accordance with the following steps. (b) Step 2 (Director . If the decision of the Department, or Designate) If: (i) an individual appropriate management personnel does not settle the grievance, the Union and Employee must within fifteen (15) days of the date day that the Employee first became aware of or reasonably should have become aware of decision was received by the occurrence of Union, appeal 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 decision in writing to the grievance; and such appeal shall specify the grievance shall be submitted, in writing, stating the Article claimed to have been violated, the nature full particulars of the grievance and the redress sought, remedy requested. The shall hold a hearing within fifteen days of the day that the received the grievance and a written decision on the grievance together with the reasons therefore shall be given to the appropriate Human Resources Department. The Director Union within fifteen (1 days 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 replyhearing. 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 decision 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 does not settle the grievance, the Employee shall submit Union must within fifteen (1 days the grievance day that the decision was received by the Union, appeal the decision in writing to the appropriate Human Resources DepartmentGrievance Committee of Council and such appeal shall the full particulars of the grievance and the remedy requested. The Vice President or Designate Grievance Committee of Council shall hold a meeting hearing within fifteen (1 days of the day that the Grievance Committee of Council received the grievance and render a written decision on the grievance together with the reasons therefore shall be given to the Union within ten fifteen (10) 1 days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meetinghearing. If the grievance is decision of the Grievance Committee of Council does not settled at this stagesettle the grievance, or Council does not hold a hearing or render a decision in compliance with Step the Union may decide to proceed to Arbitration. Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement including any questions as to whether a matter is arbitral, or where an allegation is made that a term or condition of this Agreement has been violated, either of the parties may, after exhausting the grievance procedure in this article, notify the other party in writing within twenty-one (21) days of the receipt of the reply at the Second Level, of his desire to submit the difference or allegation to arbitration. (d) Grievance meetings referred to in Clause 8.05 may include a teleconference or videoconference.

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 shall, within ten (10) days of the date she becomes aware, or reasonably should have become aware of the occurrence which led to the grievance, first discuss the matter with their her 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 If the Department, or Designate) Ifgrievance is not resolved under Step 1 above: (i) an individual grievance, within fifteen ten (1510) days of discussing the date the Employee first became aware of or reasonably should have become aware of the occurrence of the act causing the grievancegrievance with her immediate supervisor in Step 1; or (ii) a group grievance, within fifteen thirty (1530) days of the date any of the aggrieved Parties 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 article(s) claimed to have been violated, the nature of the grievance and the redress sought, to the appropriate Human Resources Department. The Executive Director of the Department or Designate designated representative who 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 resolved at this stagestep, it may be advanced to Step 3. (c) Step 3 (Vice President, or Designate) Within ten (10) days of the reply from the Executive 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentProvincial Director or designated representative. The Vice President Provincial Director or Designate her representative 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 representative of the Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Regional Director or her representative shall render a written decision within ten (10) days of the date of 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.

Steps in the Grievance Procedure. (a) Step 1 (Immediate Supervisor who is not within the scope of this Collective AgreementSupervisor) An Employee who has a grievance shall first discuss the matter with their her 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 PresidentExecutive Director, 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 grievancedesignated representative, the Employee shall submit the grievance in writing to the appropriate Human Resources DepartmentExecutive Director or the designated representative. The Vice President Executive Director or Designate his representative shall hold a meeting and render a written decision hearing within ten five (105) days of receipt of the grievance. The Employee shall be entitled to have a Union ▇▇▇▇▇▇▇ and/or Union Representative present during the meeting. The Executive Director or his representative shall render a written decision within five (5) days of the date of the hearing. 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.