Alberta Health Services Collective Agreement 2024-2028

Article 46: Grievance Procedure

1. Definition of Time Periods

   For the purpose of this Article and Article 47, periods of time referred to in days shall be deemed to mean such periods of time calculated on consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays specified in Article 22.01(a).

2. Resolution of a Difference Between an Employee and the Employer

   1. Formal Discussion

      1. If a difference arises between an Employee and the Employer regarding the interpretation, application, operation or alleged contravention of this Collective Agreement, the Employee(s) shall first seek to settle the difference through discussion with their immediate out of scope supervisor. If it is not resolved in this manner, it may become a grievance and be advanced to Step 1.

      2. However, the mandatory formal discussion stage set out in Article 46.02(a)(i), may be bypassed when the Employee has been given a letter of discipline pursuant to Article 37 or;

      3. In the event that the difference is of a general nature affecting two (2) or more Employees (Group Grievance), the Union may elect to file the grievance as a group grievance.  A group grievance shall be commenced at Step 1. 

   2. Step 1 (Director of Department or Designate)
      The grievance shall be submitted, in writing, indicating the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought to the Director of the Department or Designate within twenty (20) days of the act causing the grievance, or within twenty (20) days of the time that the Employee(s) could reasonably have become aware that a violation of this Collective Agreement had occurred. The decision of the Director of the Department or Designate shall be made known to the Employee(s) and the Union within seven (7) days of receipt of the written statement of grievance or, where the Parties have agreed to meet, within seven (7) days of the meeting date.

   3. Step 2
      Within ten (10) days of receipt of the decision of the Director of the Department or Designate, the grievance may be advanced to Step 2 by submitting to the Employer, a copy of the original grievance with a letter indicating that the grievance has not been resolved. Upon receipt of the grievance, a meeting, which may be arranged by either party, shall occur within ten (10) days of the date of the letter. 
      
      The Employer shall render a decision, in writing, to be forwarded to the Union and the grievor within seven (7) days of the date of the meeting.

   4. A Dismissal Grievance shall commence at Step 2. 

   5. Optional Mediation (External)
      Prior to submitting a grievance to arbitration, the Parties may mutually agree to non-binding mediation.

   6. Step 3 (Arbitration)
      Should the grievance not be resolved at Step 2, the Union may elect to submit the grievance to Arbitration. In this case, the Union shall notify the Employer, in writing, within twenty (20) days of the receipt of the Step 2 decision, that the Union wishes to proceed to Arbitration, and at the same time, the Union shall name its single Arbitrator, or suggested Chair of the Arbitration Board and their appointee to the Arbitration Board.

   7. An Employee or a Steward of the Union who attends a meeting with the Employer respecting a grievance shall not suffer any loss of regular earnings calculated at the Basic Rate of Pay for the time spent at such a meeting. 

   8. An Employee shall be entitled to have a Labour Relations Officer or designate employed by the Union present during any meeting pursuant to this grievance procedure.

   9. Time limits for filing of a dismissal grievance shall be as stated in Article 46.02(b).

3. Resolution of a Difference Between the Union and the Employer (Policy Grievance)

   1. Formal Discussion
      In the event that a difference of a general nature arises regarding interpretation, application, operation or alleged contravention of this Collective Agreement, the Union shall first attempt to resolve the difference through discussion with the Employer, as appropriate. If the difference is not resolved in this manner, it may become a policy grievance.

   2. Step 1 
      A Policy Grievance shall be submitted, in writing, to the Employer, and shall indicate the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought. Such grievance shall be submitted to the Employer, within twenty (20) days of the occurrence of the act causing the grievance or within twenty (20) days of the time that the Union could reasonably have become aware that a violation of this Collective Agreement had occurred. Upon receipt of the grievance, a meeting may be arranged by either party. The meeting shall be held within ten (10) days of the receipt of the grievance unless mutually agreed otherwise. The decision of the Employer, shall be made known to the Union, in writing, within seven (7) days of the date of the meeting. 

   3. Step 2 (Arbitration)
      Should the Union elect to submit a policy grievance as defined herein for Arbitration, it shall notify the Employer, in writing, within twenty (20) days of the receipt of the Step 1 decision, and name its single Arbitrator, or suggested Chair of the Arbitration Board and their appointee to the Arbitration Board. 

4. Time Limits

   1. Should the grievor fail to comply with any time limit in this grievance procedure, the grievance will be considered conceded and shall be abandoned unless the Parties to the difference have mutually agreed, in writing, to extend the time limit.

   2. Should the Employer fail to respond within the time limit set out in this grievance procedure, the grievance shall automatically move to the next step or be advanced to Arbitration on the day following the expiry of the particular time limit unless the Parties have mutually agreed, in writing, to extend the time limit.

   3. Time limits may be extended by mutual agreement, in writing, between the Union and the Employer.

5. Either party may request a meeting to discuss relevant information with respect to the dispute.  Such discussion will be without prejudice.

6. Particulars
   When possible and upon request, at each step of the grievance procedure, the Employer’s representative shall provide known particulars related to the issue(s) in dispute.