Collective Bargaining Agreement and Supplement to Collective Bargaining Agreement between Commonwealth Edison Company & Exelon Business Services Company and IBEW Local 15
Collective Bargaining Agreement and Supplement to Collective Bargaining Agreement between Constellation Generation and IBEW Local 15
Grievances Steps 1-3
Step One - Local Investigation
A local investigation and resolution of a grievance will be the responsibility of the Company and Union represented as follows:
Participants:
Local Union Representatives:
One (1) Chief Steward or representative.
One (1) Steward or representative.
One (1) Grievant (optional) (If more than one (1) grievant is referenced on the grievance, only one (1) grievant will be permitted to participate in the discussion).
Line Management Representatives:
One (1) Department head level representative.
One (1) First Line Supervisor (optional).
Labor Relations/Human Resources:
One (1) Labor Relations/Human Resources management representative.
After discussion with the other party, the Company and Union shall identify their appropriate representatives at each location, site, or department. Either party may be accompanied by one (1) additional representative by mutual consent.
The Human Resources and Local Union 15 representatives will jointly arrange for meetings at times and places that are mutually agreed to by the persons involved.
Prior to meeting, Company and Union representatives shall meet individually, as soon as reasonably possible, and shall make a full and complete investigation of the facts related to the grievance. When mutually agreeable, the grievant may be present during those interviews. The grievant will not be a party to the disposition of the grievance nor is the grievant’ s concurrence required for the settlement of the grievance. The grievant does have the right to point out the existence of other facts or witnesses concerning the grievance.
Notwithstanding the foregoing prohibition, with the written consent of the Union's Business Manager, or designee, the members of the Local Investigating Committee may include the grievant where such employee is also the shop steward representing the department involved in the grievance. In this limited situation, the shop steward/grievant may be a party to the disposition of the grievance.
Step Two - Business Unit Joint Grievance Committee
A Joint Grievance Committee shall be established in each operational Business Unit. A Joint Grievance Committee will be composed as follows:
Local Union Representatives:
Two (2) Business Representatives.
Line Management Representatives:
One (1) Manager (Site Manager, Site Vice President, Department Vice President, Regional Director) from the specific business unit shall be in attendance.
Labor Relations/Human Resources:
One (1) Labor Relations/Human Resources management representative.
The Step 2 meeting will be conducted at the generating location where the grievance originated for grievances arising in Exelon Generation (Nuclear) and other Nuclear offices (Cantera, Services & Training Center (STC), etc.).
The Committee shall meet to consider the grievance at its second next regularly scheduled monthly meeting date after receiving the referral to the Step 2 Business Unit Joint Grievance Committee and report of the Local Investigating Representative.
An agreed to Joint Position Summary by the Company and Local Union representatives of the discussion held at this step of the grievance procedure and a statement of the issues upon which they are in agreement, issues still in dispute and the reasons therefore, and the basis for settlement, if any advanced by each, shall be prepared and signed by both parties at the Step 2 grievance meeting.
The Company shall forward to the Local Union an answer to the Step 2 grievance within thirty (30) calendar days of the Step 2 meeting.
Any referral to the Step 3 Review Committee must occur within thirty (30) calendar days of receipt of the Step 2 answer.
Step Three - Review Committee
The Review Committee shall be composed as follows:
Local Union Representatives:
Two (2) Representatives appointed by the Business Manager including the Business Manager, Senior Assistant Business Manager, and Officers of Local Union 15.
Line Management Representatives:
One (1) Executive Level Operational Manager representing the Business Unit in which the grievance originated. If titles change, the appropriate level will remain the same or higher.
Labor Relations/Human Resources:
One (1) Labor Relations/Employee Relations Vice President or designee.
Both parties recognize the importance of maintaining stability in the composition of the Review Committee. Members of the Review Committee shall strive toward achieving this objective when scheduling Step 3 meetings.
Review Committee Procedure
The Review Committee shall meet to consider the grievance at its second next regularly scheduled meeting after receiving the referral.
An agreed to Joint Position Summary by the Company and Local Union representatives of the discussion held at this step of the grievance procedure and a statement of the issues upon which they are in agreement, issues still in dispute and the reasons therefore, and the basis for settlement, if any advanced by each, shall be prepared and signed by both parties at the Step 3 grievance meeting.
The Company shall forward to the Local Union an answer to the Step 3 grievance within fifteen (15) calendar days of the Step 3 meeting.
NRG Powerton CBA Language
Grievance Steps 1-3
11.3 Procedure
Grievances shall be handled as follows:
Step 1 : The dispute or difference shall be presented and first discussed by the Employee concerned and the immediate supervisor and /or Department head. The Employee shall be accompanied by a steward if the Employee so requests.
Step 2: If the dispute or difference is not satisfactorily settled within 14 days of the Step 1 meeting, it shall be reduced to writing and presented by the Union to the Station Director. The parties shall meet and discuss the grievance within 21 days of the receipt of the written agreement. The Company will be represented by the Department Manager and/or Station Director and Human Resources Representative and the Union will be represented by a Union Business Representative and Chief Steward. The Company will give its answer in writing within 14 days after the Step 2 discussion.
Step 3: If the dispute or difference is not satisfactorily settled at Step 2, it may be appealed to the Company's Labor Relations Representative within 14 days after receipt of the step 2 answer. The parties shall meet and discuss the grievance within 21 days of receipt of the appeal. The Company will be represented by up to two Senior Company officials and the Union will be represented by up to two Senior Union officials. The Company will give its answer in writing within 14 days after the Step 3 discussion. Employee terminations, if grieved, will automatically be moved to Step 3 and heard within thirty (30) days of the grievance filing.
Vistra KinCaid CBA Language
Grievance Steps 1-3
13.3 Procedure
Grievances shall be handled as follows:
Step 1: The dispute or difference shall be presented and first discussed by the employee concerned and the immediate supervisor and /or Department head. The employee shall be accompanied by a Steward if the employee so requests.
Step 2: If the dispute or difference is not satisfactorily settled within fourteen calendar days of the Step 1 meeting, it shall be reduced to writing and presented by the Union to the Station Director within the next fourteen calendar days. The Company and Union Representatives shall meet and discuss the grievance within twenty-one calendar days of the receipt of the written grievance. The Company will give its answer in writing within fourteen calendar days after the Step 2 discussion.
Step 3: If satisfactory resolution of the grievance or dispute is not obtained at Step 2, the dispute may be submitted to arbitration under this agreement.
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