Committee Review. Parents may ask for a Review by the Committee (Appointed by the Academic Board) of a School’s principal’s decision to expel or require the removal of a Student from the School (but not a decision to suspend a Student unless the suspension is for 10 school days or more, or would prevent the Student from participating in a compulsory activity such as an examination). The request must be made as soon as possible and in any event within seven days of the decision being notified to the Parents. Parents will be entitled to know the names of the Committee Members who make up the Review Panel and may ask for the appointment of an independent panel member nominated by the School and approved by the parent (approval not to be unreasonably withheld).
Committee Review. The Executive or, in the event of the Executive’s death, the Executive’s Beneficiary (as applicable, the “Claimant”) may deliver to the Committee a written claim for a determination with respect to the amounts distributable to such Claimant from this Agreement. Such claim shall be delivered to the Committee care of the Company in accordance with the notice provisions of Section 11.7. If such a claim relates to the contents of a notice received by the Claimant, the claim must be made within sixty (60) days after such notice was received by the Claimant. All other claims must be made within two hundred and seventy (270) days of the date on which the event that caused the claim to arise occurred (subject to any timing requirements that may apply in the case of a purported termination for Good Reason). The claim must state with particularity the determination desired by the Claimant.
Committee Review. The committee will review the faculty member’s file and issue a written statement of its findings within two weeks. This statement will highlight exceptional performance, outline opportunities for improvement, and recommend actions for continued, long-term contribution as a member of the department and the university community. The review findings will remain with the file and the candidate and department chair will receive copies of the review findings. The file will be forwarded to the appropriate college xxxx by March 22.
Committee Review. As part of its activity, health and safety committees will review and make recommendations regarding the following:
Committee Review. The Executive or, in the event of the Executive's death, the Executive's Beneficiary (as applicable, the "Claimant") may deliver to the Committee a written claim for a determination with respect to the amounts distributable to such Claimant from this Agreement. Such claim shall be delivered to the Committee care of the Company in accordance with the notice provisions of Section 11.
Committee Review. The Committee will have approximately three (3) months from the submission deadline to conduct the classification review and submit recommendations. The Committee shall complete the following:
a. Review completed applications.
b. Meet, as a group, with individual applicants and those included in a cyclical classification study.
c. Meet with the direct supervisors of applicants and those who supervise classifications/families under review.
d. Analyze existing job descriptions.
e. Recommend job description revisions, establish new classifications and provide these recommendations to the CHRO and the LRR.
f. Recommend reclassification of a position from one classification to another existing or new classification when appropriate.
g. Review and approve revised and new job descriptions drafted by the CHRO and the LRR based on the Committee’s recommendations.
h. Analyze salary placement; receive results of compensation study conducted by the CHRO and the LRR, utilizing comparison colleges, school districts, and other organizations as agreed to by CSEA and the District. The list of comparison organizations is available online at HR, Forms, Classification Review Benchmark (HR-46).
i. Recommend salary placement for new, revised, or existing classifications and/or positions based on the provided data and internal consistency.
j. Keep records of interviews, deliberations, and decision on forms provided.
k. Refer workload and out of class issues to Human Resources for resolution.
l. Request that the Human Resources Office solicit any additional information that may be needed.
Committee Review. The operation of this Section will be subject to periodic review by a joint committee, consisting of equal numbers of representatives of both parties (not more than 3 each), who shall meet periodically to review the operation of this Section and to consider and resolve any problems that may arise from its operation. The Company shall 10.18.28 supply to such committee, quarterly reports on the number and location of IJOP applications and the number and location of IJOP placements as well as such other pertinent information relating to the operation of this Sub- section which is requested by the committee, including reasonably available information on the timing of such applications and placement. The committee shall review the day-to-day administration of this Sub- section with a view toward increasing Employee awareness of job opportunities. The committee shall study the operation of this Sub-section to recommend to the Company and Union Bargaining Co-Chairmen whether changes in this Sub-section would improve the utilization of the IJOP system for enhancement of employment opportunities and discourage misuse of the system for other purposes.
Committee Review. (1) A typed submission must be completed and shall be presented in a 3-ring binder with divider separations for each section of the Professional Practice Criteria. Late submissions will not be considered. A maximum of a twenty-minute presentation based on the information contained in the binder must be presented to the Review Committee. Candidates must be prepared to answer any relevant questions from the Review Committee. Presentation may not exceed twenty minutes.
Committee Review. 1. A participating member may draw on the Sick Leave Bank by making a request to the VVTA President.
2. The Sick Leave Bank Committee comprised of five members of the VVTA appointed by the VVTA President shall make the decision regarding requests. The decision of the Committee shall be made by majority vote within ten (10) working days of the request.
3. The Sick Leave Bank Committee shall notify the Treasurer’s office in writing of the participant and the number of sick leave days granted within two (2) working days of the decision.
4. The decision of the Sick Leave Bank Committee shall be final, binding and not subject to the grievance procedure, court action or any appeal. The Association agrees to indemnify and hold harmless the Board of Education, Treasurer and administration from any and all claims, grievances, actions, or litigation involving the implementation and operation of the Sick Leave Bank, except for such matters which are expressly established as the Board of Education’s responsibilities and/or duties in the Master Agreement regarding the Sick Leave Bank.
5. Upon request, the minutes of a meeting of the Sick Leave Bank Committee will be provided to the Treasurer.
6. The Sick Leave Bank Committee shall take all necessary steps to ensure the confidentiality of its decisions.
7. In the event that a member is physically unable to make a request to use the Sick Leave Bank, a family member or agent may file the request on the member’s behalf.
Committee Review. 5.2.8.1 The committee shall meet according to the timeline to determine which positions shall be reviewed in the current cycle. Affected employees shall be notified the status of applications (accepted for review/not accepted for review/systematically selected).
5.2.8.2 The committee shall review each accepted application. Committee members may consult with the employee and/or supervisor for clarification and assistance.
5.2.8.3 The committee review will include a comparison of specific duties, responsibilities, and salary range with related internal classifications. The committee will also conduct a compensation survey of each position (if possible) to determine market wages. This survey will be based on total compensation, including wages and all employer paid benefits and fringes. Districts/employers to be studied will be jointly agreed upon. Once the list has been established it will remain the same throughout the eight year cycle.
5.2.8.4 The committee will form its recommendation based on the criteria listed above, as well as internal equity and prevailing market wages. The recommendation may include a change in classification either up or down or changes to the job description with no change in classification. If the recommendation contains an increase in salary, the recommendation will be sent through the negotiations process to determine implementation only.
5.2.8.5 The recommendation shall be sent to the employee and supervisor.
