Common use of Chief of Employee Relations Clause in Contracts

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted; d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of suspension and/or a reduction ordered by an agency/department head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted;; or d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of a suspension and/or a reduction ordered by an agency/department head the Department Head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted;; or d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of a suspension and/or a reduction ordered by an agency/department head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted;; or d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of a suspension and/or a reduction ordered by an agency/department head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted; d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step Step 1. Appeal of suspension and/or a reduction ordered by an agency/department head Agency Head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted; d. a written reprimand; or e. a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of suspension and/or a reduction ordered by an agency/department head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted; d. a written reprimand; or e. e. a probationary release from new hire probation alleging discriminationdiscrimination pursuant to Article III, Section 1.C.3; it or d.f. a release from promotional probation alleging discrimination pursuant to Article III, Section 1.C.3; Items a., b., c., or d., aboveit, may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal Items e. or f., above, and/or Aappeal of suspension and/or a reduction ordered by an agency/department head AgencyDepartment Head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. : an interpretation or an application of this Memorandum of Understanding; b. ; a performance evaluation rating of “does not meet performance objectives”; c. ; deferral or denial of a merit increase, or a dispute about the number of steps granted; d. ; or a written reprimand; or e. or a probationary release alleging discrimination; it may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal of a suspension and/or a reduction ordered by an agencyAgency/department head Department Head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.

Chief of Employee Relations. ‌ If the grievance/appeal is not settled under Step 1 and it concerns: a. an interpretation or an application of this Memorandum of Understanding; b. a performance evaluation rating of “does not meet performance objectives”; c. deferral or denial of a merit increase, or a dispute about the number of steps granted;; or d. a written reprimand; e. a release from new hire probation alleging discrimination pursuant to Article III, Section 1.C.3; or e. f. a probationary release from promotional probation alleging discrimination; it discrimination pursuant to Article III, Section 1.C.3. Items a., b., c., or d., above, may be appealed in writing to the Chief of Employee Relations within seven (7) calendar days after receipt of the written decision from Step 1. Appeal Items e. or f., above, and/or appeal of a suspension and/or a reduction ordered by an agency/department head or his or her designated representative may be submitted in writing at Step 2 within ten (10) calendar days after receipt of the notice of suspension and/or reduction. Within fourteen (14) calendar days after receipt of the written grievance/appeal, the Chief of Employee Relations or his or her representative shall meet with the grievant/appellant. Within fourteen (14) calendar days thereafter, a written decision shall be given to the grievant/appellant. The decision of the Chief of Employee Relations in B., C. and D., above, shall be final and binding and shall not be referable to arbitration.fourteen