City Administrator. The chief administrative officer of the City of Dripping Springs, Texas. The term also includes the Deputy City Administrator or the City Administrator's designee.
City Administrator. If the grievant and/or the Union are not satisfied with the Fire Chief’s Step 1 response to the grievance, the grievance may be advanced, in writing, to the City Administrator within fifteen (15) calendar days following receipt of the Step 1 written response. The City Administrator or designee other than the Fire Chief shall investigate the grievance and meet with the grievant and Association representatives within fifteen (15) calendar days following receipt of the written request to advance the grievance to Step 2. The City Administrator shall respond in writing to the grievance within five (5) calendar days following the Step 2 meeting. The City Administrator’s decision shall be final. Bargaining unit employees agree to comply with all safety rules and regulations in effect and any subsequent rules and regulations that may be adopted. Bargaining unit employees further agree that they will report all accidents and safety hazards to the appropriate management official immediately. Any bargaining unit employee having knowledge of or who is a witness to an accident shall, if requested, give full and truthful testimony as to same. The Union may appoint two (2) bargaining unit employees to the Fire Department Safety Committee.
City Administrator. If such grievance is not resolved ten (10) days after meeting with the Chief to the satisfaction of the Union, the Union may submit such grievance in writing within fifteen (15) days after said meeting to the City Administrator. The City Administrator shall meet with the Union and the Chief within ten
City Administrator. If the grievance still remains unadjusted, it shall be presented by the Union Xxxxxxx, in writing to the City Administrator or their designee, within seven (7) days after response of the Department Head is received or due, whichever is sooner. The City Administrator shall meet with the xxxxxxx and/or employee within seven (7) of receipt of the written grievance. The City Administrator shall respond in writing to the Union’s Xxxxxxx and/or employee, with a copy of the response to the Union President within ten (10) days of a meeting with the Xxxxxxx and/or employee.
City Administrator. If after STEP 2, the grievance has not been satisfactorily settled, the Grievance Committee may submit the grievance to the City Administrator within ten (10) calendar days after receipt of a written response. In the case of a Disciplinary Order, the grievance shall be submitted at STEP 3 within ten (10) calendar days after receipt of the Statement of Charges or Disciplinary Order, and shall indicate the employee's election to proceed through the Grievance and Arbitration Procedure. The submission shall be in writing, stating all circumstances, dates and times applicable. A meeting with the City Administrator or designate shall be held within seven (7) calendar days of the written submission to the City Administrator, if requested by the Grievance Committee or the City in writing. The Grievance Committee must request a meeting at the time of submission of the grievance, if desired. The Union may be represented by employees and/or non-employee representatives and the City may be represented by employees and/or non-employee representatives in addition to the City Administrator or his designate. The City Administrator or designate shall render his decision in writing within seven (7) calendar days after the receipt of the grievance or the meeting, whichever is later. STEP 4 - Arbitration. If the grievance has not been satisfactorily settled, the Grievance Committee in the name of the Association shall have fifteen (15) calendar days from the date of receipt of the written response from STEP 3 to take an appeal of the matter to an impartial arbitrator selected from the Federal Mediation and Conciliation Service or the American Arbitration Association. A copy of said appeal shall promptly be sent to the City.
City Administrator. If the grievant and/or the Union are not satisfied with the Police Chief’s Step 1 response to the grievance, the grievance may be advanced, in writing, to the City Administrator within fifteen (15) calendar days following receipt of the Step 1 written response. The City Administrator or designee other than the Police Chief shall investigate the grievance and meet with the grievant and Association representatives within fifteen (15) calendar days following receipt of the written request to advance the grievance to Step 2. The City Administrator shall respond in writing to the grievance within five (5) calendar days following the Step 2 meeting. The City Administrator’s decision shall be final.
City Administrator. If the grievance still remains unadjusted, it shall be presented by the Union Business Representative to the City Administrator in writing, within ten (10) working days after the response of the Director has been given or is due, whichever is earlier. The City Administrator shall meet with the union within ten (10) working days of receipt of the written grievance. The City Administrator shall respond in writing to the Union Xxxxxxx and the employee with a copy of the response to the Teamsters Local 340 within ten (10) working days of a meeting. Step 4 - Arbitration If the grievance is still unsettled, the Union may, within ten (10) working days after the reply of the City Administrator is received or is due, whichever is earlier, by written notice to the City Administrator, request arbitration. The arbitration proceedings shall be conducted by an arbitrator to be selected by the Employer and the Union shall schedule a meeting within ten (10) working days after notice has been given. If the parties fail to select an arbitrator, the Union may request the services of the Maine Board of Arbitration and Conciliation within ten (10) working days after notice of appeal has been given. Each party shall be responsible for compensating outside witnesses. If either party desires a verbatim record of the proceeding, it may cause such a record to be made, providing it pays for the record and makes copies available without charge to the other party and to the arbitrator.
City Administrator. If the grievance still remains unadjusted, it shall be presented by the Union to the City Administrator in writing, within ten (10) working days after the response of the Police Chief has been given or is due, whichever is earlier. The City Administrator shall meet with the Union within seven (7) days of receipt of the written grievance. The City Administrator shall respond in writing to the Union Xxxxxxx and the employee with a copy or the response to the Teamsters Local 340 within ten (10) days of a meeting. Step 4 - Arbitration If the grievance is still unsettled the Union may, within ten (10) working days after the reply of the City Administrator is received or is due, whichever is earlier, by written notice to the City Administrator, request arbitration. The arbitration proceeding shall be conducted by an arbitrator(s) to be selected by the City and the Union within ten (10) working days after notice has been given. If the parties fail to select an arbitrator(s) the Union may request the services of the Maine Board of Arbitration and Conciliation with in ten (10) working days after notice of appeal has been given. The Arbitrator(s) shall be requested to issue their decision within thirty (30) days after the conclusion of testimony and argument. Expenses for the arbitrator’s services and the proceeding shall be borne equally by the City and the Union; however, each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceeding, it may cause such a record to be made, providing it pays for the record and makes copies available without charge to the other party and to the arbitrator(s).
City Administrator. The Participants further acknowledge that the City serves as Administrator of the LEPC for purposes of implementing the Federally mandated plan and required training under the Community Right-to- Know Act. The City shall employ an Administrative Assistant to assist the LEPC Chairman/ Community Emergency Coordinator. The Administrative Assistant shall be a paid City employee, whose position shall be civilian managerial, funded as described in paragraph II, for so long as the City acts on behalf of the LEPC as Administrator. The Administrative Assistant shall also serve as the LEPC Information Coordinator. Compensation for the Administrative Assistant may be further supplemented, as necessary, from anticipated voluntary contributions made by private industry members of the LEPC. The City reserves the discretionary right to relinquish the position of Administrator upon thirty days' written notice to the County and the Port, and should the County Judge fail to reappoint the Fire Chief as LEPC Chairman/Community Emergency Coordinator, the City may, at its option, withdraw from this Agreement upon thirty days' notice to the County and the Port.
