County Manager Response Sample Clauses

County Manager Response. If the grievance is not settled at Step 1, the Union, on behalf of an employee(s), may, within five (5) working days of the receipt of the department head's decision, file an appeal of the decision with the Xxxxx County Human Resources Director as representative of the County, as defined in Article 1. Within ten (10) working days of receipt of the request for appeal, the County Manager, or his/her designee, will meet with the affected employee, a Union representative, and a Human Resources representative to try to resolve the problem. If desired, both parties may choose an additional representative who may attend the meeting. A notification of the meeting time, date, and location will be sent via email or fax to the Union hall, Union representative, and the employee prior to the meeting. If the problem is not resolved at the meeting, the County Manager or designee shall have five (5) working days to respond in writing to the grievance giving his decision. The response shall be sent by certified mail and email to the Union President. Copies of the response shall be sent to the affected employee and department, and the Union representative. As referenced in Article 8, Paragraph 4, one additional xxxxxxx may attend a meeting as a xxxxxxx in training.
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County Manager Response. If the grievance is not settled in Step 1, the aggrieved party/parties may, within five (5) working days of the receipt of the Department Head's decision, file the grievance with the Xxxxx County Human Resources Director or designee as representative of the County Manager. The County Manager or designee will, within ten (10) working days of receipt of said grievance, meet with the aggrieved party/parties to try to resolve the grievance, giving at least three (3) working days notice of said meeting. If the grievance is not resolved at the meeting, the County Manager or designee shall have five (5) working days to respond in writing to the grievance giving his decision.
Sample 1Sample 2Sample 3See All (6)
County Manager Response a. If the grievance is not settled in step 1, the grievant may, within five (5) working days of the receipt of the department head's written decision, file the grievance with Xxxxx County Human Resources director or designee as representative of the County Manager.
Sample 1
County Manager Response. If the discipline grievance is not settled at Step 1 or the grievance involves a contract interpretation issue, the Association, on behalf of an employee(s), may, within five (5) working days of the receipt of the department head's decision, or ten (10) working days from the date of the employee’s knowledge of the contract violation, file an appeal of the discipline decision, reduce the contract violation grievance to writing with the Xxxxx County Human Resources Director as representative of the County, as defined in Article
Sample 1
County Manager Response. If the grievance is not settled in Step 1, the aggrieved party/parties may, within five
Sample 1

Related to County Manager Response

  • Emergency Response Partners must develop, maintain, and carry out a response plan for public water system emergencies, including disease outbreaks, spills, operational failures, and water system contamination. Partners must notify DWS in a timely manner of emergencies that may affect drinking water supplies.

  • Workplace Violence Prevention and Crisis Response (applicable to any Party and any subcontractors and sub-grantees whose employees or other service providers deliver social or mental health services directly to individual recipients of such services): Party shall establish a written workplace violence prevention and crisis response policy meeting the requirements of Act 109 (2016), 33 VSA §8201(b), for the benefit of employees delivering direct social or mental health services. Party shall, in preparing its policy, consult with the guidelines promulgated by the U.S. Occupational Safety and Health Administration for Preventing Workplace Violence for Healthcare and Social Services Workers, as those guidelines may from time to time be amended. Party, through its violence protection and crisis response committee, shall evaluate the efficacy of its policy, and update the policy as appropriate, at least annually. The policy and any written evaluations thereof shall be provided to employees delivering direct social or mental health services. Party will ensure that any subcontractor and sub-grantee who hires employees (or contracts with service providers) who deliver social or mental health services directly to individual recipients of such services, complies with all requirements of this Section.

  • Primary Frequency Response Developer shall ensure the primary frequency response capability of its Large Generating Facility by installing, maintaining, and operating a functioning governor or equivalent controls. The term “functioning governor or equivalent controls” as used herein shall mean the required hardware and/or software that provides frequency responsive real power control with the ability to sense changes in system frequency and autonomously adjust the Large Generating Facility’s real power output in accordance with the droop and deadband parameters and in the direction needed to correct frequency deviations. Developer is required to install a governor or equivalent controls with the capability of operating: (1) with a maximum 5 percent droop ± 0.036 Hz deadband; or (2) in accordance with the relevant droop, deadband, and timely and sustained response settings from an approved Applicable Reliability Standard providing for equivalent or more stringent parameters. The droop characteristic shall be: (1) based on the nameplate capacity of the Large Generating Facility, and shall be linear in the range of frequencies between 59 and 61 Hz that are outside of the deadband parameter; or (2) based on an approved Applicable Reliability Standard providing for an equivalent or more stringent parameter. The deadband parameter shall be: the range of frequencies above and below nominal (60 Hz) in which the governor or equivalent controls is not expected to adjust the Large Generating Facility’s real power output in response to frequency deviations. The deadband shall be implemented: (1) without a step to the droop curve, that is, once the frequency deviation exceeds the deadband parameter, the expected change in the Large Generating Facility’s real power output in response to frequency deviations shall start from zero and then increase (for under-frequency deviations) or decrease (for over-frequency deviations) linearly in proportion to the magnitude of the frequency deviation; or (2) in accordance with an approved Applicable Reliability Standard providing for an equivalent or more stringent parameter. Developer shall notify NYISO that the primary frequency response capability of the Large Generating Facility has been tested and confirmed during commissioning. Once Developer has synchronized the Large Generating Facility with the New York State Transmission System, Developer shall operate the Large Generating Facility consistent with the provisions specified in Articles 9.5.5.1 and 9.5.5.2 of this Agreement. The primary frequency response requirements contained herein shall apply to both synchronous and non-synchronous Large Generating Facilities.

  • Emergency Manager An emergency manager appointed under the local government and school district fiscal accountability act, 2011 PA 4, MCL 141.1501 to 141.1531, may reject, modify, or terminate this collective bargaining agreement as provided in the local government and school district fiscal accountability act, 2011 PA 4, MCL 141.1501 to 141.1531.

  • Emergency Management A. Any twelve (12)-month unit member designated as an essential employee by the Superintendent shall have the following work options when schools are closed:

  • PROFESSIONAL RESPONSIBILITY CLAUSE In the interest of safe patient care and safe nursing practice, the parties agree to the following problem solving process to address employee concerns relative to patient care including:

  • Agency of Human Services The Agency of Human Services is responsible for overseeing all contracts and grants entered by any of its departments, boards, offices and business units, however denominated. The Agency of Human Services, through the business office of the Office of the Secretary, and through its Field Services Directors, will share with any named AHS-associated party to this Agreement oversight, monitoring and enforcement responsibilities. Party agrees to cooperate with both the named AHS-associated party to this contract and with the Agency of Human Services itself with respect to the resolution of any issues relating to the performance and interpretation of this Agreement, payment matters and legal compliance.

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