GRIEVANCE PROCEDURE Sample Clauses
The Grievance Procedure clause establishes a formal process for addressing and resolving complaints or disputes that arise between parties, typically within an employment or organizational context. It outlines the steps that an individual must follow to submit a grievance, such as notifying a supervisor, submitting a written complaint, and participating in meetings or hearings to discuss the issue. This clause ensures that grievances are handled in a structured and fair manner, providing a clear pathway for resolution and helping to prevent escalation or misunderstandings.
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GRIEVANCE PROCEDURE. An Employee may informally discuss a complaint with his/her supervisor, with or without his/her Grievance Committeeman (Griever) being present. However, if the Employee wishes to use this grievance procedure, s/he shall report the matter to his/her Griever, who must refer it to Step 1 of the grievance procedure by completing a grievance form and submitting it to the Employee’s supervisor within thirty (30) days of the date on which the Employee first knew or should have known of the facts which gave rise to the grievance. The grievance form shall be signed by the Griever and the Employee. The supervisor shall sign and date the grievance form and return a completed copy to the Griever.
a. Step 1 – Oral
(1) A grievance received in Step 1 shall be discussed at a meeting with the Grievance Committeeman from the area and/or the Griever, the grievant and the grievant’s supervisor at a mutually convenient time within five (5) days of receipt of the grievance form. Management may call any non-represented employee as a witness to provide testimony and/or evidence to the meeting. The Union may call any USW represented Employee as a witness to provide testimony and/or evidence to the meeting.
(2) The supervisor shall answer the grievance no later than three (3) days after the Step 1 hearing. If settled in Step 1, the grievance form shall be so noted and signed and dated by the Griever, the Grievance Committeeman and the grievant’s supervisor.
(3) If not settled or withdrawn in Step 1, the Union shall, within five (5) days of the Company’s Step 1 response, provide the Company with a written record, signed by the Grievance Committeeman, of the grievance, including the grievance number, a statement of the grievance, the Union’s understanding of the facts, its position and the reasons therefor, the remedy requested and the date submitted.
(4) Upon receipt, the Company shall, within three (3) days, provide the Grievance Committeeman and the Chair of the Union’s Grievance Committee (the Grievance Chair) with its version of the written record of the grievance, signed by the Company, with the same set of information required of the Union. These two (2) completed forms shall comprise the Step 1 written record.
GRIEVANCE PROCEDURE. 7:01 The parties agree that grievances shall be adjusted as quickly as possible. It is understood that an employee has no grievance until the employee has given their supervisor an opportunity to adjust their complaint. The supervisor shall have two (2) days to reply to the complaint, if the reply is unsatisfactory or if the supervisor fails to reply within the two (2) days the employee may proceed with the steps of the grievance procedure. Any grievance or dispute relating to the interpretation, application or alleged violation of this Agreement, or relating to any terms or conditions of employment shall be dealt with in the following manner:
Step 1 An employee having a complaint or grievance shall refer it to her immediate Supervisor in writing within five (5) working days of the actual occurrence giving rise to the complaint or grievance. The grievance will clearly state the name(s) of the grievor(s), the article(s) violated, if any, and the corrective action requested. The Supervisor shall reply to the employee, giving the answer to the complaint or grievance in writing within five (5) working days from the date it was submitted.
Step 2 If further action is then to be taken, then within five (5) working days after the decision is given in Step 1, the employee, who may request the assistance of her Committeeperson, shall submit the grievance in writing to the Administrator. A meeting will then be held between the Administrator or her designated representative and the employee within five (5) working days. It is understood that at such a meeting the Administrator or her designated representative may have such counsel and assistance as she may desire and that the employee may have her Committeeperson, and the Chairperson or a Union Representative of the Union may also be present at the request of either the employee or the Employer. The decision of the Administrator or her designated representative shall be given in writing within five (5) working days following the meeting.
Step 3 Should the Administrator fail to render her decision as required in Step 2 or failing settlement of any grievance under the foregoing procedures, the grievance may be referred to arbitration by either the Employer or the Union. If no written request for arbitration is received in accordance with Section 8:01 within five (5) working days after the decision under Step 2 is given or within ten (10) working days following the meeting under Step 2 of the grievance procedure, the gri...
GRIEVANCE PROCEDURE.
SECTION 1: A grievance is any controversy between the parties to this AGREEMENT which pertains to (1) any matter involving interpretation of this AGREEMENT, and (2) any matter involving a violation of any of the provisions of this AGREEMENT. The EMPLOYER agrees that the UNION may pursue all complaints through the appropriate channels.
SECTION 2: Grievances shall not be valid for consideration unless the grievance is submitted in writing to the EMPLOYER, setting forth the facts and the specific provision of the AGREEMENT allegedly violated or the dispute, complaint, problem, issue or question existing and the particular relief sought within ten (10) days after the date of the first event giving rise to the grievance occurred. Failure to file any grievance within such period shall be deemed a waiver thereof. Failure to appeal a grievance from one level to another within the time periods hereafter provided shall constitute a waiver of the grievance. An effort shall first be made to adjust an alleged grievance informally between the employee and the EMPLOYER'S designee.
SECTION 3: The EMPLOYER and the employee shall attempt to adjust all grievances which may arise during the course of employment in the following manner. LEVEL I: If the grievance is not resolved through informal discussions the grievance shall be presented in writing to the appropriate Division Commander who shall give a written decision on the grievance to the parties involved within ten (10) days after receipt of the written grievance. LEVEL II: In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the Sheriff, provided such appeal is made in writing within ten (10) days after receipt of the decision in Level I. If a grievance is properly appealed to the Sheriff, the Sheriff or his designee shall issue a decision in writing within ten (10) days after receiving the grievance. LEVEL III: If the grievance has not been resolved at Level II, the grievance may be presented, in writing to the Board of County Commissioners or their designee, within ten (10) days after receipt of the decision in Level II, who shall within ten (10) working days hear the grievance and shall have a maximum of fifteen (15) days in which to respond to the grievance in writing.
GRIEVANCE PROCEDURE. A grievance is defined as any complaint or difference between the Parties arising from the interpretation, application, administration or alleged contravention of the Collective Agreement.
Step 1 The employee will bring the issue forward to his or her exempt supervisor within seven (7) working days of first becoming aware of the complaint or difference. The employee may be assisted by a Union representative. An informal discussion will take place and the exempt supervisor will provide a response within five (5) working days of the discussion. Grievances not resolved at Step 1 may be referred to the Central Grievance Committee. The Central Grievance Committee will be comprised of up to four (4) representatives of the Employer and two (2) representatives of each CUPE Local. Each Party (Employer, CUPE 399, CUPE 1048) will choose a Central Grievance Committee Chairperson. The Central Grievance Committee will meet once each month at a predetermined time. Any Party wishing to advance a grievance to Step 2 will refer the issue in writing to the other Parties within seven (7) working days of receiving a Step 1 response. The written referral will contain enough detail so that the other Parties will know what issues(s) are involved in the complaint and what the referring Party seeks as redress. The referring Party will also state with whom and when the Step 1 meeting occurred. The Central Grievance Committee will discuss all the grievances which were referred to it prior to the day of the meeting and attempt to resolve them. A written response to the grievances will be provided to the other Parties within ten (10) working days of the meeting. If required, in addition to the regularly scheduled meetings, special meetings of all or part of the Central Grievance Committee may be held to follow up on outstanding issues. Grievances not resolved at Step 2 may be referred to the City Manager. Any Party wishing to advance a grievance to Step 3 will refer the issue in writing within five (5) working days of receiving a Step 2 response. A meeting with the City Manager will occur within five (5) working days of the referral and a written response to the grievance will be provided within five (5) working days of the conclusion of Step 3. A grievance not settled at Step 3 may be referred to Arbitration within five (5) working days of receipt of the City Manager’s decision. Such referral will be in writing and will be directed to the City Manager or his/her designate.
GRIEVANCE PROCEDURE. 4.1 Any claim by an employee, or a group of employees, that there has been misinterpretation or misapplication of any provision of this written agreement or School Board Policy that affects educational support personnel's wages, hours, or terms and conditions of employment which is inconsistent with the terms of this Agreement or School Board Policy shall be a grievance. If the grievance involves any of the rights granted to the Union, the grievance may be filed by the Union directly to Step II.
4.2 The grievant(s) shall be allowed to appoint a Union representative, at no cost to the Board, to be present for all meetings, hearings, appeals, or other proceedings relative to any grievance which has been formally presented and no employee may be required to discuss any grievance if the Union representative is not present. If an employee desires Union representation, the employee shall be responsible for requesting such representation. Additional representation will be by mutual agreement.
4.3 In the event that an employee believes there is a basis for a grievance he/she shall first discuss the alleged grievance with the facility manager (Within the Superintendent's Complex, a department constitutes a facility.), at which a representative may be present, within ten (10) working days of the alleged violation or within ten (10) working days following the time when the employee responsibly should have gained knowledge of its occurrence. Any adjustment reached in the informal discussion shall be consistent with the terms of this Agreement. If, after informal discussion with the facility manager, a grievance exists, the grievant(s) must initiate the following formal grievance procedure within five (5) working days from the date of the informal conference specified above. When requested by the employee, a Union representative may be present. The aggrieved may withdraw a grievance at any step in the adopted procedure. Appeals to Step I and Step II must be filed within five (5) working days following the disposition of the grievance or the expiration of the disposition timelines.
Step I A formal written grievance must be filed on the specified grievance form and submitted to the facility manager. In the event the remedy sought is not within the jurisdiction of the facility manager, the grievant may file the Step I grievance at the lowest level at which the relief may be granted. Such form will be available from the Union representative and will be available on the Dis...
GRIEVANCE PROCEDURE. When the dispute cannot be settled by the informal dispute resolution procedure it shall be deemed to be a grievance. A grievance is a dispute regarding the interpretation, application, operation, or alleged violation of this Agreement, or the dismissal or discipline of an employee covered by this Agreement. Should a grievance arise between the Employer and an employee covered by this Agreement the grievance will be resolved in the following manner:
(a) Step 1 - The employee and/or the Union representative shall present the grievance in writing, electronically, in person, or by fax to the employee’s Nurse Manager with a copy to the Labour Relations Officer within twenty-five (25) days after the date of the Supervisor’s response at the informal step as set out in Article 7.01. At the request of either party, the Nurse Manager shall arrange a meeting or teleconference to discuss the grievance. The employee shall have the right to have a ▇▇▇▇▇▇▇ or Union representative present at such a discussion. The Nurse Manager shall give a decision in writing to the employee and the Union within ten (10) days after the grievance has been filed.
(b) Step 2 - If the dispute is not settled at Step 1, the grievor and/or the Union representative shall submit the grievance in writing or electronically to the Senior Manager or designate within ten (10) days of receipt by the Union of the Step 1 answer. At the request of either party, the Senior Manager or designate shall arrange a meeting or teleconference with the Union to discuss the grievance. The employee(s) shall have the right to have a ▇▇▇▇▇▇▇ or Union representative present at such a meeting. The Senior
(c) Step 3 - If the grievance remains unresolved at Step 2, the matter may be submitted to Arbitration within sixty (60) days of the date the Union receives the Employer’s response at Step 2.
(d) In determining the time in which any step under the foregoing proceedings is to be taken, Saturdays, Sundays and recognized holidays shall be excluded. The time limits for the initial filing of grievances under Article
(a) are mandatory. Other time limits established in this Article are directory.
GRIEVANCE PROCEDURE. 9.1 Union policy grievances shall commence at Step 2 of the grievance procedure. Disputes in respect to the meaning, interpretation of alleged violations of the terms of this Agreement, or when an employee claims that he has been unjustly dealt with in respect thereof and he is unable to obtain satisfactory explanation directly from his immediate supervisor, may be dealt with in the following manner:
STEP 1 The aggrieved employee or the Unit Chair shall present the grievance, for any non- disciplinary matter, in writing to the employee’s local manager within 14 calendar days following the cause of the grievance. The grievance must include all of the details of the cause of the grievance. Such local manager will render a decision in writing, outlining the reasons for the decision, within 14 calendar days following receipt of the written grievance.
STEP 2 If the non-disciplinary grievance is not settled at Step 1, the Union Vice-President or the Union designate may appeal the decision in writing, giving his reasons for the appeal, to the Regional Manager, within 14 calendar days following receipt of the decision rendered in Step 1. Such Company officer will render a decision in writing, giving his reasons for the decision within 14 calendar days following receipt of the appeal.
STEP 3 If the non-disciplinary grievance is not settled at Step 2, the Union Vice-President or the Union designate may appeal the decision in writing, giving his reasons for the appeal, to the Company Vice President, within 28 calendar days following receipt of the decision rendered in Step 2. Such Company officer will render a decision in writing, giving his reasons for the decision within 28 calendar days following receipt of the appeal. A grievance with respect to discipline shall commence at Step 2 of the grievance procedure within 28 calendar days of the notice of discipline. A grievance with respect to dismissal shall commence at Step 2 of the grievance procedure within 42 calendar days of the dismissal. Union policy grievances shall commence at Step 3 of the grievance procedure.
STEP 4 If the grievance is not settled at Step 3, it may then be referred by either party to the Canadian Railway Office of Arbitration for final and binding settlement without stoppage of work in accordance with the rules and procedures of that Office. The party requesting arbitration must notify the other party in writing within 28 calendar days following receipt of the decision in Step 3, or the due ...
GRIEVANCE PROCEDURE. 7.1 Recognizing that the terms of the Agreement may be subject to different interpretations, both the Department and the Union should have recourse to an orderly means of resolving grievances. The following outline of procedure by which grievances shall be processed is written as for a grievance of the Union against the Department, but it is understood that the steps are similar for a grievance of the Department against the Union. A grievance is defined as any dispute between the parties and/or any employee concerning the interpretation, application, claim of breach or violation of the terms and conditions addressed in this Agreement.
Step 1: As the initial step, the grievance shall be verbally presented by the Union ▇▇▇▇▇▇▇ to the employee's immediate supervisor (who is outside of the Bargaining Unit) within fifteen (15) working days of the ▇▇▇▇▇▇▇'▇ knowledge that a grievable incident has allegedly occurred.
Step 2: If no settlement is arrived at in Step 1, the grievance may be referred in writing by the employee or the ▇▇▇▇▇▇▇ to the Business Manager of the Union. If the Business Manager decides that the grievance should be forwarded to the Department Human Resources Officer (or designee), he shall submit it in writing, with a copy to the City Director of Labor Relations, within fifteen (15) working days after the discussion in Step 1. The grievance should set forth the following:
a. A statement of the nature of the grievance and the facts upon which it is based.
b. The remedy or correction desired.
c. The Section or Sections of the Agreement relied upon as being applicable thereto. When a grievance is so presented, the Department and Union shall, within ten (10) working days schedule a meeting to discuss the grievance. The Department shall reply in writing within fifteen (15) working days from the date of the meeting. Should the parties agree to forego such a meeting, the Department shall, within fifteen (15) working days from the grievance being so presented, investigate and reply to the Union in writing.
Step 3: If no settlement is arrived at in Step 2, the grievance shall be submitted in writing within fifteen (15) working days after the Step 2 answer, to a Joint Labor/Management Committee composed of three (3) representatives of the Union and three (3) representatives for the Department, one of whom shall be the City Director of Labor Relations (or designee), who shall endeavor to settle the grievance within fifteen (15) working days.
Step 4: If th...
GRIEVANCE PROCEDURE. For the purposes of this Agreement, a grievance is defined as:
(a) A difference arising between the parties relating to the interpretation, application, administration, or alleged violation of the Agreement including any question as to whether a matter is arbitrable.
(b) The dismissal, discipline or suspension of an employee bound by this agreement. Disciplinary action grievable by the employee shall include written censures, letters of reprimand, and adverse reports or performance evaluation. If an employee has a grievance, his/her grievance shall be settled as follows: The employee, with or without a Shop ▇▇▇▇▇▇▇ or Union Committee member (at the employee's option), shall first discuss the grievance with his/her immediate supervisor or department head within seven (7) calendar days of the occurrence of the grievance. The supervisor will respond within three working days of discussing the grievance with the employee. If the grievance is not settled at this step: Then within seven (7) calendar days of the Step One meeting, the grievance shall be reduced to writing, signed by the employee and a Shop ▇▇▇▇▇▇▇ or Union Committee member and shall be presented to the immediate supervisor or the department head by a Shop ▇▇▇▇▇▇▇ or a Union Committee member. The parties will meet to discuss the grievance. Within seven (7) calendar days following the meeting, the supervisor or the department head shall give his/her written reply. If the grievance is not settled at this step, Then within ten (10) calendar days of receiving the Step Two response, the Union Committee or its delegate, shall notify the Company in writing that the grievance will proceed to Step Three. The Company and Union will meet within twenty-one (21) calendar days of referral of the grievance to Step Three to discuss the grievance. At this step of the grievance procedure, each party shall provide to the other a statement of facts and copies of all relevant documents. The findings or decisions of the Employer shall be presented to the Union in writing within seven (7) calendar days of the meeting. If the grievance is not settled at this step, either party may refer the grievance to arbitration under Articles 7 or 8 within twenty-one (21) calendar days of the presentation of this decision. The Employer agrees that their representatives at the Step 3 meeting have the authority to resolve the grievance.
GRIEVANCE PROCEDURE. A grievance is defined as any dispute involving the interpretation, application or alleged violation of a provision of this Agreement. Grievances or disputes which may arise shall be settled in the following manner:
Step 1: Within three (3) working days after its occurrence, the aggrieved party shall discuss the complaint with the Division Superintendent or the Superintendent's designee. Within three (3) additional working days the division head will reply to the complaint. The employee may have his Union representative present.
Step 2: If the grievance is not settled satisfactorily at Step 1, the grievance shall, within ten (10) additional working days, be submitted in writing, through the Union to the Director of Public Works. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the provisions of the Agreement allegedly violated, and the relief requested. The Director of Public Works shall have seven (7) working days to respond to the grievance in writing.
Step 3: If the grievance is not settled satisfactorily at Step 2, the grievance may, within seven (7) additional working days, be submitted in writing to the Mayor or, his/her designee, and the Human Resources Department. The written materials shall include the nature of the grievance, the facts on which it is based, provisions of the collective bargaining agreement allegedly violated and proposed remedies. A conciliation meeting will be held
Step 4: If the grievance is not settled satisfactorily at Step 3, upon receipt of the notification, both parties shall have seven (7) working days to designate two (2) representatives selected by the City and two (2) representatives selected by the Union. These representatives shall constitute a grievance panel and shall be empowered to make decisions for settling the grievance. The grievance panel must make its determination within ten (10) working days after the entire panel has been designated. Decisions shall be determined when a majority of the panel (3) favors a given solution. The decision of the panel shall be immediately forwarded to the Mayor and the Union and shall be binding on each side. In the event of a deadlock of the grievance panel, the grievance advances to Step 5.