2018-084 Resolution - Laserfiche WebLink

Home Browse Search

Step 3. A grievance unresolved at Step 2 may be submitted by the grievant to the Safety Director, or his designee, within five (5) working days of receipt of the Step 2 answer. The Safety Director, or his designee, may meet with the grievant and a representative of the FOP if the employee desires, within seven (7) calendar days of submission of the grievance to Step 3, to discuss the grievance. The Safety Director, or his designee, shall provide a written response to the grievant within live (5) calendar days of such meeting. Grievances unresolved at Step 3 may be submitted to arbitration upon request of the POP in accordance with the provisions of Section, 16.06 of the Article, 16.06 The FOP based upon the facts presented, has the right to decide whether to arbitrate a grievance. Within thirty (30) calendar days from the date of the final answer on a grievance from Step 3, the FOP shall notify the Employer, in writing, of its intent to seek arbitration of an unresolved grievance. The Employers representative shall notify the FOP of any questions of arbitrability, and of its intent to raise the question at the arbitration hearing. After receipt of a request to arbitrate, a representative of each party (FOP and Employer) shall attempt to agree on an arbitrator. Should the representatives fail to agree on an arbitrator, the arbitrator shall be selected from the panel of arbitrators herein contained by the parties alternately striking the names of the arbitrators until only one name remains. The arbitrators selected to hear arbitrations pursuant to this procedure are: I ) James Mancini, 2) Jonathan Klein, 3) Rob Stein. The arbitrator shall limit his decisions strictly to the interpretation, application, or enforcement of the specific articles and sections of this agreement, and shall he without power or authority to make any decisions: I . Contrary to or inconsistent with or modifying or varying in any way the terms of this agreement or applicable laws. 2. Contrary to, inconsistent with, changing, altering, limiting, or modifying any practice, policy, rules or regulations, established by the Employer so long as such practice, policy, or regulations do not conflict with this agreement. The arbitrator shall be without authority to recommend any right or relief on an alleged grievance occurring at any time other than the contract period in which such right originated or to make any award based on rights arising under any previous agreement. grievance, or practices. The arbitrator shall not establish any new or different wage rates not negotiated as part of this agreement. In the event of a monetary award, the arbitrator shall limit any retroactive settlement to the date the grievance was presented to the Employer in Step I of'the grievance procedure. is