collective bargaining agreement contract between - Bureau of Indian ...

(6) Provision of the agreement allegedly violated (if any and how)(7) Relief sought by employee(8) Issues to be addressed throughout the grievance process (no additional issues may beadded later in the grievance process)(9) Employee signature(s) or Union representative’s signature, and date.C. Missing Information: A grievance missing any of the abovementioned information will bereturned to the Employee/Union who will have five (5) work days from the date received tofurnish the additional information and return it to Management. Failure to meet time limits willautomatically cancel the grievance.Section 8. Exchange of InformationA. The parties have an obligation to share information which is relevant and necessary to the issuesraised within the scope of the grievance, to the extent that it is available to the parties at that timeand its disclosure is not otherwise precluded by statute or regulation in effect at the time of thesigning of this collective bargaining agreement. Information should normally be exchangedprior to a grievance meeting being held or a decision being rendered on the grievance. Thisinformation should be promptly provided to the opposing party, and when practicable, at leasttwo (2) full work days prior to a grievance meeting.B. The parties may agree, in writing, to extend the time frame for responding to, or otherwiseprocessing, a grievance, if the circumstances warrant such agreement.Section 9. Step 1 GrievancesA. Workplace Grievances. A formal grievance over a workplace issue shall be filed with theimmediate supervisor.B. Disciplinary Grievances (letters of warning, reprimands, suspensions of 14 calendar days orless). A formal grievance over a disciplinary action, shall be filed with the next level supervisoror with the lowest level management official with the authority to resolve the issue. Thegrievance will proceed through the chain of command no further than the official that has bothproposing and deciding authority on disciplinary matters. If the identity of this official isunknown to the employee, he/she may file the grievance with his/her supervisor or with thedeciding official, who shall promptly forward it to the appropriate Management official.C. Adverse Actions (suspensions more than 14 calendar days, reduction in grade or pay, removals,or furlough of 30 days or less). The grievance over an adverse action will be filed with thesupervisor of the deciding official, unless the deciding official has final authority for adverseactions in their organization. In that instance, the grievance will be filed with the deciding86