Submission of Grievance Clause Samples
The Submission of Grievance clause establishes the process by which an individual or party can formally raise concerns or complaints within an organization or under a contract. Typically, this clause outlines the steps required to submit a grievance, such as providing written notice, specifying the issue, and identifying the appropriate recipient or department. Its core function is to ensure that grievances are addressed in an orderly and documented manner, providing a clear pathway for resolution and helping to prevent misunderstandings or escalation of disputes.
Submission of Grievance. If the complaint is not resolved within ten (10) days after the meeting with the employee’s immediate supervisor, the employee shall file within five (5) days a written grievance with the Department Head. A grievance shall not be deemed to be properly filed unless it is signed by the employee and includes all of the following:
Submission of Grievance. 1. Each formal grievance shall be submitted in writing on the form attached hereto as Appendix A. The formal grievance shall state the facts giving rise to the grievance, the specific contract provision(s) violated and the remedy sought.
2. A grievance will be deemed waived unless submitted in writing ten (10) business days after the event or condition constituting the alleged grievance or an employee becomes aware or should have reasonably become aware that he/she has an alleged grievance.
Submission of Grievance. (a) After discussing her concerns with her immediate supervisor or with another local management representative, as per clause 7.03, an employee who wishes to submit a grievance at any prescribed level of the grievance procedure shall transmit her grievance through her authorized Association Representative who may submit it to the appropriate individual at the designated level.
(b) Grievances must be signed
(i) for an individual grievance, by an employee on her own behalf where identifiable, and by an authorized Association Representative;
(ii) for a group grievance, by the employees on their own behalf where identifiable, and by an authorized Association Representative;
(iii) for a policy or interpretation grievance, by the Association on its own behalf; notwithstanding Clause 7.08(b), such a grievance may be submitted at the local level without prejudice to the right of the Corporation to request that it be considered a national grievance.
(iv) for a Corporate grievance, by the Corporation on its own behalf.
Submission of Grievance. 1. Any employee or group of employees or OCEA shall have the right to present a grievance. No employee or group of employees shall be hindered from or disciplined for exercising this right.
2. If any two (2) or more employees have essentially the same grievance they may, and if requested by the City must, collectively present and pursue their grievance if they report to the same immediate supervisor.
Submission of Grievance. A. An aggrieved employee shall have the right to process his/her grievance individually or with the assistance of the FOP. The FOP Board of Directors may also assign a case representative.
B. Within ninety-six (96) hours of the date and time the employee first becomes aware of a grieveable event or, if applicable, the date and time the employee received a Disciplinary Action Letter, the employee or his/her representative must take the following action(s):
1. Hand-deliver the written grievance to the Chief Deputy or his/her designee.
2. Place the written grievance in the department mail slot for the Chief Deputy or his/her designee if the grievance cannot be hand- delivered. If the grievance is not hand-delivered, the employee or his/her representative must verbally notify the Chief Deputy that a written grievance has been filed.
C. From the time the Chief Deputy or his/her designee first becomes aware that a grievance has been filed, he/she shall have ninety-six (96) hours to respond to the grievance, in writing, excluding weekends and holidays recognized by this agreement. The grievance shall be considered denied if the Chief Deputy or his/her designee fails to respond within this period.
D. If the Chief Deputy or his/her designee denies the grievance, the employee may continue in the grievance process except for the disqualifications listed in Article 5, Section 3:
Submission of Grievance. (a) An employee who wishes to submit a grievance at any prescribed level of the grievance procedure shall transmit his grievance through his authorized Association Representative who may submit it to the appropriate individual at the designated level.
(b) Grievances must be signed (i) for an individual grievance, by an employee on his own behalf where identifiable, and by an authorized Association Representative; (ii) for a group grievance, by the employees on their own behalf where identifiable, and by an authorized Association Representative; (iii) for a policy or interpretation grievance, by the Association on its own behalf; notwithstanding Clause 7.08(b), such a grievance may be submitted at the local level without prejudice to the right of the Corporation to request that it be considered a national grievance.
Submission of Grievance. All portions of this section must be completed by the grievant. Employee name Work location Statement of grievance Date and time of alleged grievance Date of informal conference Specific contract provision alleged to have been violated (cite source) Proposed satisfactory resolution Date Signature Personnel administrator’s response Upon completion of this section, grievant shall present original, yellow, pink, and green copies to personnel administrator. Goldenrod copy should be retained by ▇▇▇▇▇▇▇▇. All portions of this section must be completed by the grievant. Green copy of completed grievance form - Level II must be attached. Reason for appeal Date Signature Governing Board’s response Upon completion of this section, grievant shall present original, green, canary, and pink copies to the Superintendent/designee. Goldenrod copy should be retained by ▇▇▇▇▇▇▇▇.
Submission of Grievance. A. Before submission of written grievance, the aggrieved party must attempt to resolve it informally with the immediate supervisor and in so doing shall give notice that a “grievance” is being raised.
B. Each grievance shall be submitted in writing on a form approved by the District and the NESPA (see attached), and shall identify the aggrieved party, the provision of this agreement or other directive involved in the grievance, the time when and the place where the alleged events or conditions constituting the grievance existed and, if known, conditions and general statement of the grievance and the redress sought by the aggrieved party.
C. A grievance shall be deemed waived unless it is submitted in writing within thirty (30) calendar days after the aggrieved party knew or should have known of the events or conditions on which it is based.
D. The aggrieved party may be represented at any formal level of the procedure by a representative chosen by the employee.
Submission of Grievance. 1. Before a submission of a written grievance, the aggrieved party must attempt to resolve the grievance informally with the grievant's immediate supervisor.
2. Each grievance shall be submitted in writing on a form approved by the Board and the Association and shall identify the aggrieved party, the provisions of this Agreement alleged to have been violated, the time when and the place where the alleged event or conditions constituting the grievance existed and, if known, the identity of the person responsible for causing such events or conditions and a general statement of a grievance and regress sought by the aggrieved party. Prescribed forms will be available for teacher reference at each attendance center and through the Association.
3. A grievance shall be deemed waived unless it is submitted within fourteen (14) school days after the aggrieved party, or Association knew of the events or conditions on which the grievance is based. 4 A teacher or group of teachers may submit grievances which affect them personally and shall submit such grievances to the building principal. If the teacher or group of teachers desire, an Association representative will be present at all meetings.
Submission of Grievance. A. An aggrieved employee shall have the right to process his/her grievance individually or with the assistance of the FOP. The FOP Board of Directors may also assign a case representative.
B. Within ninety-six (96) hours of the date and time the employee first became aware of a grievable event or, if applicable, the date and time the employee received a Disciplinary Action Letter, the employee or his/her representative must take the following action(s):
1. Hand-deliver the written grievance to the Chief Deputy or his/her designee.
2. Place the written grievance in the department mail slot for the Chief Deputy or his/her designee if the grievance cannot be hand-delivered. If the grievance is not hand-delivered, the employee or his/her representative must verbally notify the Chief Deputy that a written grievance has been filed.
C. From the time the Chief Deputy or his/her designee first becomes aware that a grievance has been filed, he/she shall have ninety-six (96) hours to respond in writing to the grievance. The grievance shall be considered denied if the Chief Deputy or his/her designee fails to respond within this period.
D. If the Chief Deputy or his/her designee denies the grievance, the employee may continue in the grievance process except for the disqualifications listed in Article 5, Section 3: Non-Sworn Employee:
a. A non-sworn employee may file a grievance with the Personnel Policy Board. This action must occur within fifteen (15) calendar days after the Chief Deputy or his/her designee responds to the grievance or within 15 calendar days from the time the Chief Deputy’s ninety-six (96) hour period specified in Section E expires.
b. The Personnel Policy Board will conduct a hearing to review the records of the case within thirty (30) calendar days or as soon thereafter that a quorum can be assembled from the date of the grievance. Testimony will be presented as outlined in the Personnel rules and regulations.
c. The Personnel Policy Board shall issue a written decision to all parties by no later than thirty (30) calendar days from the date of the hearing. The decision of the Personnel Policy Board will be binding on all parties. The Personnel Policy Board may approve or deny the appeal, or make revisions to the corrective action. However, revisions may not increase the disciplinary action to include dismissal of the employee.
E. Time limitations can be waived or extended by written mutual agreement of the parties.