Appeal Review Committee Sample Clauses

Appeal Review Committee. When an appeal is filed, the Association shall appoint two persons to serve on a review committee at the time of the appeal. The County shall then appoint two persons to the committee. Each of the persons appointed to the committee shall, to the extent possible, be familiar with either the work of the department or of the job class from which layoff is to be made. The committee shall meet within five (5) days of delivery of the notice of appeal to the County. It shall review the basis for the County’s layoff decision and the reasons the employee believes the decision is in error. The committee shall then by majority vote determine whether the County decision was reasonable and on that basis either confirm or reject the County’s decision. If the committee cannot reach agreement regarding the County’s decision regarding order of layoff, it shall within three (3) days of its initial meeting, request the participation of a federal or other mutually acceptable mediator. The services of the mediator will be jointly requested by the County and the Association on an urgent basis. The mediator will seek to achieve a consensus decision among the committee members. If no decision is reached the mediator shall become a voting member of the committee. The determination of the committee regarding the appropriate order of layoff shall be final and binding and may not be grieved or appealed.
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Appeal Review Committee. When an appeal is filed, the Association shall identify two (2) persons to serve on a review committee at the time of the appeal. The Sheriff shall then appoint two (2) persons to the committee. Each of the persons appointed to the committee shall be familiar with the work of the Department and of the job class from which lay off is to be made. The committee shall meet within five (5) days of delivery of the Notice of Appeal to the County. It shall review the basis for the Sheriff’s layoff decision and the reasons the employee believes the decision is in error. The committee shall then determine whether the Sheriff’s decision was reasonable and on that basis either confirm or reject the Sheriff’s decision. If the committee cannot reach agreement regarding the Sheriff’s decision regarding order of layoff, it shall within three (3) days of its initial meeting, request the participation of a Federal Mediator. The services of the mediator will be jointly requested by the County and the Association on an urgent basis. The mediator shall seek to achieve a consensus decision among the committee members. If none is reached the mediator shall become a voting member of the committee. The determination of the committee regarding the appropriate order of layoff shall be final and binding and may not be grieved or appealed.
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Appeal Review Committee. When an appeal is filed, the Association shall identify two (2) persons to serve on a review committee at the time of the appeal. The Sheriff shall then appoint two (2) persons to the committee. Each of the persons appointed to the committee shall be familiar with the work of the Sheriff’s Office and of the job class from which layoff is to be made. The committee shall meet within five (5) days of delivery of the notice of appeal to the County. It shall review the basis for the Sheriff’s layoff decision and the reasons the employee believes the decision is in error. The committee shall then determine whether the Sheriff’s decision was reasonable and on that basis either confirm or reject the Sheriff’s decision.
Sample 1Sample 2Sample 3See All (9)
Appeal Review Committee. When an appeal is filed, the Association shall appoint two (2) persons to serve on a review committee at the time of the appeal. The City shall then appoint two (2) persons to the committee. Each of the persons appointed to the committee shall, to the extent possible, be familiar with either the work of the department or of the job class from which layoff is to be made. The committee shall meet within five (5) days of delivery of the notice-of-appeal to the City. It shall review the basis for the City’s layoff decision and the reasons the employee believes the decision is in error. The committee shall then, by majority vote, determine whether the City’s decision was reasonable and, on that basis, either confirm or reject the City’s decision.
Sample 1Sample 2Sample 3See All (6)
Appeal Review Committee. When an appeal is filed, the Association shall identify two (2) persons to serve on a review committee at the time of the appeal. The Sheriff shall then appoint two (2) persons to the committee. Each of the persons appointed to the committee shall be familiar with the work of the Department and of the job class from which lay off is to be made. The committee shall meet within five (5) days of delivery of the Notice of Appeal to the County. It shall review the basis for the Sheriff’s layoff decision and the reasons the employee believes the decision is in error. The committee
Sample 1

Related to Appeal Review Committee

  • Review Committee A. 1. Representatives of the District and the Association shall meet informally once a month from September through May for the purpose of reviewing the implementation of this Agreement and of resolving problems which may arise. The meetings shall be called on the last school-day Wednesday of each month at 3:45 p.m. Additional meetings may be scheduled at mutual request.

  • Appeals Committee 14. An Appeals Committee is xxxxxx established, composed of one member appointed by the Union, one member appointed by the Employer or the Association, as the case may be, and a Public Member appointed by both these members.

  • Benefits Advisory Committee An advisory committee with representatives designated by VSEA and the State shall meet and consult regularly concerning the operation and administration of the Medical, Dental Assistance and Life Insurance Plans, Wellness, Department fitness programs, and any other health related subjects.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Study Committee The parties shall utilize the Benefits Advisory Committee, with equal membership by the State and the VSEA, for the purpose of reviewing all issues related to health care and prescription drugs, and recommending changes to the bargaining committees. The parties shall also establish a special study committee to evaluate the current health plans, and make recommendations to the bargaining committees of the State and employees for sustainable savings in the health care plans.

  • TRANSITION COMMITTEE 8.1.0 A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Staffing Committee The Board and the teachers agree to the following:

  • Scheduling Committee (a) The parties agree to the formation of a Scheduling Committee to discuss and assist in resolving scheduling issues.

  • Evaluation Committee The association and the board agree to establish a standing joint committee beginning with the 2015-2016 school year. The evaluation committee’s charge is to assist in developing, maintaining, approving, and suggesting changes to the evaluation instrument, policies, and procedures used in the district.

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