Daughters of Charity - SEIU-UHW Healthcare Workers West

3. Arbitration Hearing and Decision. The arbitrator shall hear the
submitted grievances as expeditiously as possible, and shall render a decision in
writing within thirty (30) days after the conclusion of the last hearing or
submission of briefs, whichever is later.
4. Arbitration Fees and Costs. The fees and expenses of the arbitrator, the
cost of the hearing room, and the cost of the court reporter, if required by the
arbitrator, shall be shared jointly by the parties. Each party will bear its own
expenses of representation and presentation of its case, including witnesses, and
including the cost of any transcript for the party’s own use.
5. Arbitrator's Authority. The Arbitrator shall have no power to add to, to
subtract from or to change any of the terms or provisions of the Agreement. His or
her jurisdiction shall extend solely to claims of violation of specific written
provisions of the Agreement and involve only the interpretation and application of
such Agreement. The award shall be based upon the joint submission agreement
of the parties, or in the absence thereof, the questions raised by the parties in
respect to the specific interpretation and application of the Agreement. Further,
the arbitrator’s decision will be final and binding upon all parties concerned.
G. Processing Grievances in Good Faith. Consistent with the Preamble of this
Agreement, the parties agree that it is in everyone’s best interests to address grievances in
a timely, professional and ethical manner. With respect to a particular complaint or
grievance of an employee concerning the interpretation or application of this Agreement
the Field Representative of the Union or Shop Steward may inspect relevant material in
the employee’s personnel file upon which the Employers are or will be relying. Such
information will be provided in a timely manner. The Union may request other
information it deems relevant to the processing of a grievance, and if the Employers are
in agreement that the information is relevant, the Union will be provided with it. In the
event of a disagreement on the appropriateness or relevance of any information
requested, such disputes are not subject to the grievance procedure. This does not
preclude either party from exercising its rights under any applicable Federal or California
State laws.
H. Employee Participation. The Employers and the Union agree that employees
having direct knowledge of facts giving rise to a grievance should be free to participate
on behalf of any party in all steps of the Grievance and Arbitration Procedure, and should
be free from recriminations from either side for so doing.
ARTICLE 31: DISCIPLINE & DISCHARGE
At Seton, Saint Louise and O’Connor Only:
A. Just Cause
The Employers may only discipline or terminate any employee for just cause.
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