Steps of the Grievance Process Sample Clauses

The "Steps of the Grievance Process" clause defines the formal procedure that parties must follow to address and resolve disputes or complaints within an organization or under a contract. Typically, this clause outlines a series of escalating steps, such as initial informal discussions, submission of a written grievance, meetings with management or designated representatives, and, if unresolved, possible arbitration or mediation. By providing a clear, step-by-step framework, this clause ensures that grievances are handled systematically and fairly, helping to prevent misunderstandings and promote timely resolution of issues.
Steps of the Grievance Process. 7.4.1 Informal- Within twenty (20) days of the time when the grievant could reasonably be expected to know of the act or omission which gave rise to the grievance, the aggrieved shall meet with the Principal/Designee either directly or through the Federation’s designated representative as appropriate, with the objective of resolving the matter. 7.4.2 Level One Principal/Designee - If the grievant is not satisfied with the disposition of his/her grievance at the Informal Level, the aggrieved, within ten (10) days, shall submit a formal written statement of grievance to the Principal/Designee. The statement shall include: 7.4.2.1 The name of the grievant. 7.4.2.2 The date of the alleged violation. 7.4.2.3 The provision or provisions of the CBA alleged to have been violated, including supporting data. 7.4.2.4 The results of the informal conference 7.4.2.5 The specific remedy proposed by the grievant. The supervisor shall communicate a decision to the grievant in writing within ten
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Steps of the Grievance Process. An ▇▇▇▇▇▇▇ and sincere effort shall be made by all parties to cooperate in the prompt resolution of a grievance in an amicable manner. The time limits set forth below may be extended when mutually agreed upon in writing between the City and the grievant. If the employee, or the employee's representative or the Association, fails to proceed with the grievance within any of the time limits specified herein, the grievance shall be considered settled on the basis of the last decision rendered. If a supervisor does not proceed within the time limits or does not seek an extension of time, the grievance may proceed to the next Step of the process. This is the sole and exclusive method for resolving grievances. Grievance Steps: A grievant must file a grievance at Step 1 (unless the parties mutually agree to having the grievance filed at a higher step), and if not satisfied with the results at Step 1, may utilize Steps 2 and 3 as set forth below: Step 1 – Oral Presentation of a Grievance The grievant (the employee, their representative or the Association) shall orally present the grievance to the immediate supervisor (if filed by the Association the immediate supervisor can be any supervisor who supervises an employee impacted by the grievance) within fourteen (14) calendar days (unless the parties mutually agree to extend the time limit) following the event or events upon which the grievance is based If the employee chose to be represented, upon notification to the immediate supervisor, the employee may be assisted by a representative in presenting the grievance. The immediate supervisor shall make whatever investigation is deemed necessary and may arrange a meeting with the employee, their representative, or if filed by the Association, an Association representative, to discuss the grievance and, if possible, resolve it. The supervisor shall provide a decision to the employee within fourteen (14) calendar days (unless the parties mutually agree to extend the time limit) following the oral presentation of the grievance. If the grievant is not satisfied with the decision of the immediate supervisor at Step 1, appeal to step 2 can be made.
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Steps of the Grievance Process. The City and the Union have the right to mutually agree to expand any of the timeframes set forth in any of the steps of this Grievance process.
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Steps of the Grievance Process. Administrative Regulation 5.19, dated July 1, 2023, will remain in effect except as provided herein: (1) Section 5.19(III)(A)(1) – (3) will be replaced with the following language: Step 1 – The employee shall submit the grievance in writing to the immediate supervisor to the supervisor who issued the disciplinary action (“Second-Tier Supervisor”) specifying the facts involved and the remedy sought. The grievance must be submitted within thirty (30) business days after the date of the occurrence giving rise to the grievance. The second-tier supervisor shall hold a Step 1 meeting within fourteen (14) business days after the submission of the filing of the grievance. The second-tier supervisor will issue a Step 1 response in writing within ten (10) business days of the Step 1 meeting. In departments where the second-tier supervisor is the Department Head, a grievance shall be deemed filed at Step 2.
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Steps of the Grievance Process. (1) Step 1. Grievances are to be presented in writing to the employee's immediate Supervisor within twenty-one (21) days after the event which gave rise to the grievance, or within twenty-one (21) days after the date the employee reasonably should have known of the event. The written grievance must clearly apprise the Supervisor of the fact that a grievance is being presented. Upon receipt of a grievance, the Supervisor will forward a copy to the Department Head and Head Labor Relations. Normally, within ten (10) days after receipt of the grievance, the Department Head or his/her designee will meet with the grievant and their representative, if any, and render a written decision within twenty-one (21) days of management’s receipt of the grievance. The Local Union will be entitled to have the same number of representatives present as management at the Step 1 grievance meeting. The grievant shall not count for purposes of calculating number of representatives present.
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Steps of the Grievance Process. Whenever a grievance arises, an employee may present said grievance to his command officer and have the grievance adjusted, without intervention of the employee’s representative, if the adjustment is not inconsistent with the terms of this agreement, provided that the employee’s representative has been given the opportunity to be present at such adjustment. The employee shall suffer no loss of pay for the time spent with his command officer to discuss the grievance. If the issue is unresolved, the employee, on his own time, may contact his representative, who, on his own time, shall reduce the grievance processing provided for in this article. Failure to comply with all of the requirements as set forth in the following grievance procedure or with the rules for grievance processing shall be a basis for the denial of a grievance. Step 1. If unresolved verbally, an employee or their Union representative shall present a written grievance to the grievant’s immediate supervisor. The immediate supervisor, no more than fifteen (15) days later, shall write their answer on the form and return same to the employee(s) and their representative.
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Steps of the Grievance Process. Grievances shall be processed as follows: Step 1 The technical employee must present the Grievance Form in person and in writing to their Director or authorized management designee not later than ten (10) days after the date of the event giving rise to the grievance. If the technical employee could not have known of such event at the time it occurs, then such grievance must be presented within ten (10) days from the date it reasonably should have been known. The grievance shall specifically refer to the provision(s) of the Agreement alleged to have been violated and shall set forth the known facts in support of the alleged violation, the relief sought, and shall be on a grievance form mutually agreed upon by the parties. The Director and a Human Resources representative or other appropriate member of management or their designees shall meet with the aggrieved technical employee and a Staff Council Representative within seven (7) days of receipt of said grievance. Such meeting may be waived by mutual consent. The Director or designee shall answer the grievance in writing within seven (7) days after such meeting or, where no meeting is held, within seven (7) days after receipt of such grievance. If the Director or designee is able to resolve the grievance, a signed confirmation shall be executed thereby closing the matter. Failure of the Director or designee to timely respond to the grievance shall automatically advance the grievance to Step 2.
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Steps of the Grievance Process. 1) Step 1. An Employee, who may be accompanied by the appropriate Union representative, will present the grievance informally to the immediate supervisor. The Union representative is entitled to participate in the meeting and may present the grievance for the Employee. The supervisor or management official will make whatever investigation necessary and render an oral decision within ten (10) working days after receipt of the grievance. The Union and the Employer anticipates that most Employee grievances will be settled at this Step; however, if the grievant is not satisfied with the decision, the five (5) working day time limit to submit the initial grievance in writing begins and the grievance may proceed to Step 2.
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Related to Steps of the Grievance Process

  • Steps of the Grievance Procedure All grievances shall be processed in accordance with the following procedure. Grievances over final counseling or dismissal will begin at Step Two. For all other grievances, the parties may agree to waive Step One. For grievances filed directly at Step Two, the grievant will have thirty (30) calendar days from the occurrence of the situation, condition or action that caused the grievant to file. Within thirty (30) calendar days of the occurrence of a situation, condition, or action that caused the grievance, the employee(s) affected and/or the ▇▇▇▇▇▇▇ or Union representative shall present the grievance to the employee’s immediate supervisor for resolution. The Human Resources Consultant may also attend, if desired by the University. Presentation of the grievance shall include a short written description of the subject of the grievance and the contract Articles allegedly violated. If the grievance is directed against the employee’s immediate supervisor, the grievance may be presented to the next higher level of supervision. In the event the employee’s immediate supervisor does not have authority to resolve the grievance, the grievance will be presented at the level having authority to act as determined by the Employer. The Employer will respond within five (5) calendar days of the meeting. In the event an employee files a grievance outside the department in which the employee is employed and the grievance cannot be resolved at Step One, the grievance will be processed at Step Two by the level of management as designated by the University in the department which has been named in the grievance. If a satisfactory settlement is not reached in Step One, and the employee wishes to pursue the matter further, said grievance shall be put into writing on the agreed upon grievance form and referred to the department head or designee or to the next appropriate level of management and the Office of Labor Relations within fifteen (15) calendar days after the decision from Step One. The date of alleged occurrence of the grievance shall be specified. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days following the date of written submittal. At this step, the Union agrees to cite all known sections of the Agreement and/or written policy or practice allegedly violated and to provide a copy to the Human Resources Office and Office of Labor Relations. The grievant may be represented by a ▇▇▇▇▇▇▇ and a union staff representative. The University will be represented by the appropriate management official(s) or designee(s), a representative from the Office of Labor Relations, and a Human Resources Consultant, if desired by the University. The University will respond in writing within ten (10) calendar days.

  • of the Grievance Procedure If the grievance is still unresolved after it has been considered at the Appeal Step (Fourth) of the Grievance Procedure, it may be referred to the Classification Review Committee who shall consider the matter. Thereafter, if the grievance is still unresolved, it may be referred to the Arbitrator who shall be empowered to determine the proper classification and/or rate for the new job as provided herein.

  • Grievance Process Blue Shield of California has established a griev- ance procedure for receiving, resolving and track- ing Subscribers’ grievances with Blue Shield.

  • 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.

  • CENTRAL GRIEVANCE PROCESS The following process pertains exclusively to grievances on central matters that have been referred to the central process. In accordance with the School Boards Collective Bargaining Act central matters may also be grieved locally, in which case local grievance processes will apply.