COLLECTIVE AGREEMENTS - OPSEU

STAGE ONE
22.2.1 It is the mutual desire of the parties that complaints of employees be adjusted as quickly as possible and it is understood
that if an employee has a complaint, the employee shall meet, where practical, and discuss it with the employee’s
immediate supervisor within thirty (30) days after the circumstances giving rise to the complaint have occurred or have
come or ought reasonably to have come to the attention of the employee in order to give the immediate supervisor an
opportunity of adjusting the complaint.
22.2.2 If any complaint or difference is not satisfactorily settled by the supervisor within seven (7) days of the discussion and/or
meeting, it may be processed within an additional ten (10) days in the following manner:
STAGE TWO
22.3.1 If the complaint or difference is not resolved under Stage One, the employee may file a grievance, in writing, through the
Union, with their immediate supervisor who will in turn forward the grievance to the senior human resources representative
for the ministry or his or her designee.
22.3.2 The senior human resources representative or his or her designee shall hold a meeting with the employee within fifteen
(15) days of the receipt of the grievance and shall give the grievor his or her decision in writing within seven (7) days of
the meeting with a copy to the Union steward.
22.4 If the grievor is not satisfied with the decision of the senior human resources representative or his or her designee or if he or she
does not receive the decision within the specified time, the grievor may apply, through the Union, to the Grievance Settlement
Board (GSB) for a hearing of the grievance within fifteen (15) days of the date he or she received the decision or within fifteen
(15) days of the specified time limit for receiving the decision.
22.5 The employee, at his or her option, may be accompanied and represented by a Union representative at Stage Two of the
grievance procedure.
22.6.1 An employee who is a grievor or complainant and who makes application, through the Union, for a hearing before the
GSB or the Ontario Labour Relations Board (OLRB) shall be allowed leave of absence with no loss of pay and with no
loss of credits, if required to be in attendance by the Board or Tribunal. Article 22.6.1 shall also apply to pre-hearings,
mediation/arbitration or mediation under auspices of the GSB or OLRB.
22.6.2 An employee who has a grievance and is required to attend meetings at Stage One and Two of the grievance procedure
shall be given time off with no loss of pay and with no loss of credits to attend such meetings.
22.6.3 Article 22.6.2 shall also apply to the Union Steward who is authorized to represent the grievor at Stage Two of the
grievance procedure.
22.6.4 The Union shall advise the senior human resources representative for the affected ministries with copies to the Director,
Centre for Employee Relations of the Union Stewards together with the areas they are authorized to represent, which list
shall be updated at least every six (6) months. The ministry will advise the Union corporately when the senior human
resources representative for the ministry changes.
22.7 LAY-OFF
22.7.1 Where an employee files a grievance, through the Union, claiming improper lay-off and the grievance is referred to the
GSB in accordance with Article 22.4, the Union shall notify the Employer, in writing, at least three (3) weeks prior to the
date established for the Board’s hearing, of the title and location of the position which will be the subject matter of the
claim before the Board.
22.8 DISMISSAL
22.8.1 Any probationary employee who is dismissed or released shall not be entitled to file a grievance.
22.8.2 Any employee other than a probationary employee who is dismissed shall be entitled to file a grievance, through the
Union, at the second stage of the grievance procedure provided he or she does so within thirty (30) days of the date of the
dismissal.
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