East Central 911 Call Answer Society Collective Agreement 2025-2027

Article 46: Grievance Procedure

1. Definition of Time Periods
   1. 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.
   2. Time limits may be extended by mutual agreement, in writing, between the Union and the Employer.
2. Resolution of a Difference between an Employee and the Employer
   1. Formal Discussion
      1. If a difference arises between one or more Employees 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 supervisor.  If it is not resolved in this manner, the Employee(s) shall seek the advice and help of an HSAA representative.  If it becomes a grievance, it will be submitted in writing and delivered to the East Central 911 through HSAA.
         Grievances will indicate:
         a) the nature of the grievance;
         b) the clause or clauses claimed to have been violated;
         c) the redress sought.
      2. However, the mandatory formal discussion stage set out in Article 46.02(a)(i), shall be bypassed when the Employee has been given a letter of discipline pursuant to Article 37.
      3. In the event that the difference is of a general nature affecting two or more Employees, the Employer and the Union may agree that the grievances shall be batched and dealt with as a group grievance commencing at Step 1.
   2. Step 1
      The grievance shall be submitted, in writing, and signed by the Employee, indicating the nature of the grievance, the clause or clauses claimed to have been violated, and the redress sought to the Administrator within ten (10) days of the act causing the grievance, or within ten (10) days of the time that the Employee could reasonably have become aware that a violation of this Collective Agreement had occurred.  The decision of the Administrator shall be made known to the Employee and the Union within seven (7) days of receipt of the written statement of grievance.
   3. Step 2
      Within seven (7) days of receipt of the decision of the Administrator, the grievance may be advanced to Step 2 by submitting to the Chair of the Board, or their designate, 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.
      The Chair of the Board or their designate, 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. Step 3
      Should a grievance not be resolved at Step 2, the Union may elect to submit the grievance to Mediation.  In this case, the Union shall notify the Employer in writing within seven (7) days of receipt of the decision of the Chair of the Board or their designate that the Union wishes to proceed to Mediation.  By mutual agreement between the parties, a mediator may be appointed who shall endeavour to mediate a settlement.  If the parties cannot agree upon a mediator, the grievance shall be forwarded to Step 4.
      If the Mediator provides written recommendations, each party shall notify the other of their acceptance or rejection of the recommendations.  The cost of the Mediator shall be shared by the parties.
   5. Step 4
      Should a grievance not be resolved through Mediation, if chosen, at Step 3, the Union may elect to submit the grievance to Arbitration.  In this case, the Union shall notify the Employer in writing within seven (7) days of receipt of the decision of the Chair of the Board or their designate, that the Union wishes to proceed to Arbitration, and at the same time the Union shall name its appointee to the Arbitration Board.  Within seven (7) days of the Chair of the Board receiving such written notice, the Chair of the Board shall notify the Union in writing of the Employer’s appointee to the Arbitration Board.  By mutual agreement between the parties in writing, a single Arbitrator may be appointed.
3. Default
   1. Should the grievor or the Union 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.
4.  
   1. Neither the Employee nor a representative of the local unit of the Union who may attend a meeting with the Employer respecting a grievance shall suffer any loss of regular earnings calculated at the basic rate of pay for the time spent at such a meeting.
   2. An Employee shall be entitled to have a member of the Local Unit Executive or any duly accredited officer employed by the Union present during any meeting pursuant to this grievance procedure.
5. Either party may initiate a meeting for the purpose of resolving a difference prior to the filing of a formal grievance or prior to or during grievance or arbitration proceedings.
6. Resolution of a Difference between the Union and the Employer
   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 Administrator or with the Chair of the Board, or their designate, 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 Chair of the Board, or their designate, 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 Chair of the Board, or their designate, 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.  The decision of the Chair of the Board, or their designate, shall be made known to the Union, in writing, within seven (7) days of the receipt of the written statement of the grievance.
   3. Step 2
      Should a grievance not be resolved at Step 1, the Union may elect to submit the grievance to Mediation.  In this case, the Union shall notify the Employer in writing within seven (7) days of receipt of the decision of the Chair of the Board or their designate that the Union wishes to proceed to Mediation.  By mutual agreement between the parties, a mediator may be appointed who shall endeavour to mediate a settlement.  If the parties cannot agree upon a Mediator the grievance shall be forwarded to Arbitration.
      If the Mediator provides written recommendations, each party shall notify the other of their acceptance or rejection of the recommendations.  The cost of the Mediator shall be shared by the parties.
   4. Step 3
      Should a grievance not be resolved through Mediation, if chosen, at Step 3, the Union may elect to submit the grievance to Arbitration.  In this case, the Union shall notify the Employer in writing within seven (7) days of receipt of the decision of the Chair of the Board or their designate that the Union wishes to proceed to Arbitration, and at the same time the Union shall name its appointee to the Arbitration Board. Within seven (7) days of the Chair of the Board receiving such written notice, the Chair of the Board shall notify the Union in writing of the Employer’s appointee to the Arbitration Board.  By mutual agreement between the parties in writing, a single Arbitrator may be appointed.