In Step 1 of the grievance procedure, the aggrieved employee must present a written grievance to his/her Captain within how many working days of the occurrence or knowledge?

In Step 1 of the grievance procedure, the aggrieved employee must present a written grievance to his/her Captain within how many working days of the occurrence or knowledge?

• A. 5 working days
• B. 10 working days
• C. 15 working days
• D. 20 working days

Answer: (B)

The question tests the time limit for Step 1 of the grievance process: the employee must file a written grievance with the Captain within ten working days of the occurrence or when they first became aware of it. Ten working days provides a balance between prompt action and giving the employee time to gather details and documentation. It keeps the issue moving through the chain of command quickly so it can be addressed, while still allowing for proper reporting and preparation. Count from the relevant date—the day of the incident or the day you learned about it—using only working days (weekdays, excluding holidays). For example, if the incident happens on a Monday and you become aware of it on the same day, you’d have ten working days ending about two weeks later, skipping weekends. Other timeframes don’t fit the policy because they either rush the employee or delay resolution. Five days can be insufficient to collect all pertinent facts, while fifteen or twenty days unnecessarily slow the process and risk losing timely attention to the grievance.

The question tests the time limit for Step 1 of the grievance process: the employee must file a written grievance with the Captain within ten working days of the occurrence or when they first became aware of it.

Ten working days provides a balance between prompt action and giving the employee time to gather details and documentation. It keeps the issue moving through the chain of command quickly so it can be addressed, while still allowing for proper reporting and preparation.

Count from the relevant date—the day of the incident or the day you learned about it—using only working days (weekdays, excluding holidays). For example, if the incident happens on a Monday and you become aware of it on the same day, you’d have ten working days ending about two weeks later, skipping weekends.

Other timeframes don’t fit the policy because they either rush the employee or delay resolution. Five days can be insufficient to collect all pertinent facts, while fifteen or twenty days unnecessarily slow the process and risk losing timely attention to the grievance.