Administrative Review. The Vice President for Academic Affairs shall submit the Committee’s recommendations to the Superintendent/President. He/She shall review the recommendations. If the recommendations of the Superintendent/President differ from those of the Sabbatical Leave Review Committee, the Superintendent/ President shall meet with the Chair of the Sabbatical Leave Review Committee prior to the February Governing Board meeting. The Superintendent/President shall forward the applications to the Governing Board.
Administrative Review. After a determination process pursuant to Article 6 of this MOU, a Member advised by the IRS of the denial or removal of its free offer from posting on the IRS Free File Website has the right to an administrative review. The Member may submit a detailed written explanation with supporting documentation requesting a final determination that the decision to deny or remove their offer from the IRS Free File Website should be withdrawn. Within 3 business days of receipt of the Member’s written response, the IRS will reconsider and may either withdraw or affirm its action. During this administrative review process, the decision remains in effect.
Administrative Review. A permanent employee who desires to question ratings or comments on any evaluation form may request, in writing and within ten (10) business days from the date of the original evaluation conference, that the Assistant Superintendent/Vice President, Human Resource Services, or designee review the evaluation form with him/her and his/her CCE/AFT representative if requested. The Vice President, Human Resource Services or designee shall respond within ten (10) business days of the request.
Administrative Review. The committee chairperson shall forward the committee's final recommendations to the Vice President of Instruction in writing. The Vice President of Instruction shall submit recommendations along with the committee's recommendations to the Superintendent/President. The Superintendent/President shall review the recommendations and forward the applications to the Governing Board with such recommendations as believed to be in keeping with the educational and financial needs of the District. If the recommendations of the Superintendent/President differ from those of the Sabbatical Leave Review Board, the Superintendent/President shall meet with the chair of the Sabbatical Leave Review Board prior to the January Board meeting to explain the reasons for the changes.
Administrative Review. (a) A business may obtain an administrative hearing pursuant to sections 14.57 to 14.69 before the suspension or revocation of its certificate is effective by filing a written request for hearing 20 days after service of notice by the commissioner.
Administrative Review. The status and prognosis of all employees taking leave under the provisions of this Policy will be reviewed by the Power Systems Manager, General Manager and Agency Counsel. At that time, the following alternatives may be considered: Separation from employment - retirement or termination; or, continuation on leave. The Power Systems Manager after consultation with Agency Counsel and the General Manager may separate an employee from Agency service who is found to be permanently disabled or disabled from work in his/her position for such an extended period as to cause a hardship to the department. The provisions of this Section regarding separation from service shall be interpreted to the extent that they comply with the California Labor Code and the California Public Employees' Retirement Law.
Administrative Review.
A. When a complaint is made against a teacher, the procedure for handling such a complaint is identified below. Throughout this procedure, the teacher has a right to Union representation.
1) The complaint shall be forwarded to the appropriate administrator who will attempt to facilitate the resolution of the complaint between the teacher and the complainant.
2) The administrator receiving the complaint shall notify in writing the teacher against whom the complaint is made. This notification shall include the identification of the party/parties lodging the complaint, the specifics of the complaint, and the time and location of a meeting to review the complaint.
3) The meeting with the teacher against whom the complaint has been made shall take place within one working day of the written notification. The meeting shall provide the teacher against whom the complaint has been made an opportunity to respond to the allegations. The teacher has the right to waive this meeting and the process will continue as in Step 5.
4) In determining the veracity and significance of the complaint and in seeking a resolution to the complaint, the administrator may arrange a conference between the complainant and the teacher.
5) If the complaint is not resolved at the above steps, the administrator shall investigate the facts of the complaint. The teacher shall be notified of the results of this investigation in writing. This notification shall include a summary of the procedures used in the investigation, any evidence procured during the investigation and the final determination. If, in the course of the investigation, other complaints arise, each complaint is to be handled by beginning with Step 1 of the Complaint Process.
6) If the complaint, upon investigation, is determined to have merit and may subject the teacher to disciplinary action, a disciplinary conference as provided in the contract will be scheduled.
7) If the complaint, upon investigation, is determined to have no merit, the teacher will be notified. The administrator will maintain a record of the outcome, which shall include: the name of the complainant, the date of the complaint, a one-sentence description of the nature of the complaint, and the result of the investigation indicating the complaint had no merit. This record will not identify the name of the teacher against whom the complaint was made.
Administrative Review. The Secretary shall establish procedures—
(1) for an independent administrative review of any rejection of a proposed offer-in-com- promise or installment agreement made by a taxpayer under this section or section 6159 be- fore such rejection is communicated to the taxpayer; and
(2) which allow a taxpayer to appeal any re- jection of such offer or agreement to the Inter- nal Revenue Service Office of Appeals.
Administrative Review. This review process is for the purpose of permitting professional staff members to present their concerns verbally when they feel their class size, class load, or number of preparations, is inequitable; or the schedule of administratively called meetings is manifestly excessive. This review shall only be conducted after the staff members have presented those same concern(s) through the building PAC. If the issue(s) is not resolved through the building PAC then it will be reviewed by the Superintendent/designee. The people involved in the review process shall be the Superintendent or his/her designee, the affected building principal, the staff members/or selected delegation, and PLEA representatives. The decision made as a result of this review shall not be subject to the grievance provisions as stated in Section 7.04.
Administrative Review. The appropriate District administrator will conduct an administrative review of the tenure-track non-teaching Unit Member’s performance and rate the required duties as described in section VIII.B.2.b as satisfactory, unsatisfactory, and/or needs improvement. In addition to the defined required duties in section VIII.B.2.b the administrative review will include consideration of the tenure-track non-teaching Unit Members performance of a maximum of three (3) Professional Responsibilities as
