Step Il
Step IV
Step V
The Department Head will be given five (5) working days after the receipt of
the grievance to have a meeting with the aggrieved party and communicate a
decision in writing to the Union. If the grievance is not settled to the satisfaction of
the emp loy ee and the Union, or if no reply is communicated after the five (5)
working days, the grievance may proceed to Step III.
The city and the union may agree to proceed directly from Step Ito Step HI in an
effort to expedite the grievance process.
The Union will inform the Division Director and Human Resources M anager of
the grievance, in writing and within five (5) working days of the Department
Head’s decision or lack thereof. The Union shall provide the Division Director and
Human Resources M anager with copies of all prior communications. The Division
Director and/or the Human Resources M anager will be given ten (10) working day s
to jointly meet with the union representative and aggrieved emp loy ee and
communicate a written decision to the Union.
If the grievance is not settled to the satisfaction of the employ ce and the Union, or
if no reply has been communicated after the ten (10) working day s, the grievance
may proceed to Step IV for positions governed by an established Board of
Commissioners (Fire, BPW, etc.) and to Step V for all others.
The Union will inform the Board of Commissioners of the grievance, in writing
and within five (5) working day s of the Division Director’s decision or lack thereof.
The Union shall provide the Board with copies of all prior communications. The
Board of Commissioners will be given twenty (20) working day s to meet with the
union representative, with or without the aggrieved party , and communicate a
written decision to the Union. If the grievance is not settled to the satisfaction of
the employ ee and the Union, or if no reply has been communicated after the twenty
(20) working days, the grievance may proceed to Step V.
Within twenty (20) working day s of the Division Director's and/or Human
Resources M anager’s, or applicable Board of Commissioners decision, or
expiration of the decision period, the Union will have the option of submitting
the grievance to arbitration. The Union shall inform the Human Resources
Manager in writing of its decision to arbitrate.
The choice of Arbitrator shall be by agreement of the two parties. However, if
no such agreement has been reached within ten (10) working days notice of
intent to arbitrate, the grievance may be referred to the Public Employ ce Labor
Relations Board for the selection of the arbitrator in accordance with the procedures
then obtaining All decisions of the arbitrator shall be binding. The arbitrator shall
have no authority to award a monetary remedy hereunder other than for lost
compensation which would have been otherwise received pursuant to the terms of
this agreement.
The operation of this grievance and arbitration agreement shall be subject to
the provisions of Chapter 542 of the New Hampshire Revised Statutes Annotated.
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