Division Commander Sample Clauses

Division Commander. A member having an individual grievance will first attempt to resolve it informally with his immediate non-bargaining unit supervisor (the person who is lowest in line of authority above a grievant and who is not in any bargaining unit, e.g., the lieutenant or captain in his or her chain of command). A member-grievant shall attempt informal resolution with his immediate non- bargaining unit supervisor. The grievance must be filed within fourteen (14) calendar days following the events or circumstances giving rise to the grievance having occurred or becoming known to the grievant; however, in no event shall the grievance be filed more than twenty-one (21) days after the occurrence of the events or circumstances giving rise to the grievance. The employee shall have the burden to prove his lack of constructive or actual knowledge of the occurrence of the events or circumstances giving rise to the grievance. Grievances brought to the attention of the supervisor beyond the time limits set out in this section shall not be considered. A supervisor shall provide the member a written response, within seven (7) calendar days of the submission of the grievance.
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Division Commander. If the employee and the immediate supervisor are unable to resolve the problem at the Informal Step, the employee may file a written grievance with the Division Commander. In order for the grievance to be recognized, it must be filed within fifteen (15) calendar days from the date of the Immediate Supervisor's response in the Info1mal Step. Within five (5) calendar days from the date the aggrieved first presented his complaint, the Division Commander will attempt to resolve the matter.
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Division Commander. The highest ranking officer in charge of a division; i.e., Administration, Corrections, Investigations, Patrol, Research & Development, Support Services, Security Operations, reporting directly to the Sheriff.
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Division Commander. If the dispute is not resolved informally at Step 1, it shall be 40 reduced to writing by the aggrieved party and presented as a grievance to the Division Chief 41 within five (5) days after receipt of the supervisor’s written denial at Step 1. The Division Chief 42 may schedule a meeting with the aggrieved party and his Union representative, if requested. The
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Division Commander. If the grievance is not settled at Step 1, the employee shall submit the grievance to the Division Commander or the Division Commander’s designee within five (5) calendar days of receipt of the Step 1 response. The Division Commander or the Division Commander’s designee shall investigate the matter and provide a written response to the employee within five (5) calendar days following the date on which the grievance was submitted to the Division Commander.
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Division Commander. The Union shall submit the grievance, in writing, to the Division Commander within ten (10) calendar days of an action, or failure to take action. The written grievance shall include the facts on which the grievance is based, the express provisions of this Agreement alleged to have been violated, and the remedy requested. The Division Commander has ten (10) calendar days from the date of submission to respond to the grievance.
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Division Commander. An employee with a grievance must file the grievance with the division commander at Step 1 within five (5) working days of the incident giving rise to the grievance. The division commander, upon receipt of a written grievance, shall schedule a formal meeting between him/herself and the employee filing the grievance. The division commander shall make a complete and thorough investigation of all the allegations contained in the grievance. Within five (5) days after receipt of the written complaint, the division commander shall provide the employee with a written response to the grievance. If the employee is not satisfied with the written response received from the division commander, the employee may within five (5) working days pursue the grievance to Step 2 of the procedure.
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Division Commander. The Division Commander, upon receipt of a written grievance, shall schedule a formal meeting between him and the employee filing the grievance. Prior to this meeting taking place, the Division Commander shall make a complete and thorough investigation of all the alleged allegations contained in the grievance. Within seven (7) calendar days receipt of the written grievance, the Division Commander shall provide the employee with his written response to the grievance. If the employee is not satisfied with the written response received from the Division Commander, the employee may, within seven (7) calendar days, pursue the grievance to Step 3 of the procedure.
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Division Commander. A written grievance must be filed with the employee’s Division Commander within five (5) days of the date the event complained of became known to the employee or the Union. The employee, the Union representative and the Division Commander shall meet within three (3) days to discuss the matter. The Division Commander shall provide a written answer to the employee with a copy to the Union within three (3) days of the meeting. If the employee does not invoke Step 2 of this procedure within five (5) days after receipt of the written answer of the Division Commander, such grievance shall be considered satisfactorily resolved.
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Related to Division Commander

  • Hospital-Association Committee (a) There shall be a Hospital-Union Committee comprised of representatives of the Hospital, one of whom shall be the Chief Nursing Officer or designate and of the Union, one of whom shall be the Bargaining Unit President or designate. The number of representatives is set out in the Appendix of Local Provisions and the membership of the Committee may be expanded by mutual agreement. (b) The Committee shall meet every two (2) months unless otherwise agreed and as required under Article 8.01 (a) (iv). The duties of chair and secretary shall alternate between the parties. Where possible, agenda items will be exchanged in writing at least five (5) calendar days prior to the meeting. A record shall be maintained of matters referred to the Committee and the recommended disposition, if any, unless agreed to the contrary. Copies of the record shall be provided to Committee members. (c) The purpose of the Committee includes: i) promoting and providing effective and meaningful communication of information and ideas, including but not limited to workload measurement tools and the promotion of best practices. Such communication may include discussion of nursing workload measurement and patient acuity systems. The Hospital will provide, upon request, information on workload measurement systems applicable to nursing currently used by the Hospital, and evaluations completed by the Hospital of such systems. ii) reviewing professional responsibility complaints with a view to identifying trends and sharing organizational successes and solutions, making joint recommendations on matters of concern including the quality and quantity of nursing care and discussing the development and implementation of quality initiatives; iii) making joint recommendations to the Chief Nursing Officer on matters of concern regarding recurring workload issues including the development of staffing guidelines, the use of agency nurses and use of overtime; iv) dealing with complaints referred to it in accordance with the provisions of Article 8, Professional Responsibility; v) discussing and reviewing matters relating to orientation and in- service programs; vi) promote the creation of full-time positions for nurses, and discuss the effect of such changes on the employment status of the nurses. This may include the impact, if any, on part-time and full-time, job sharing and retention and recruitment. (d) The Hospital agrees to pay for time spent during regular working hours for representatives of the Union attending at such meetings. (e) Where a Committee representative designated by the Union attends Committee meetings outside of her or his regularly scheduled hours, she or he will be paid for all time spent in attendance at such meetings at her or his regular straight time hourly rate of pay. Such payment shall be limited to two (2) Committee representatives per meeting.

  • EPP session-­‐command RTT Refers to the RTT of the sequence of packets that includes the sending of a session command plus the reception of the EPP response for only one EPP session command. For the login command it will include packets needed for starting the TCP session. For the logout command it will include packets needed for closing the TCP session. EPP session commands are those described in section 2.9.1 of EPP RFC 5730. If the RTT is 5 times or more the corresponding SLR, the RTT will be considered undefined.

  • COUNTY’S QUALITY ASSURANCE PLAN The County or its agent will evaluate the Contractor’s performance under this Contract on not less than an annual basis. Such evaluation will include assessing the Contractor’s compliance with all Contract terms and conditions and performance standards. Contractor deficiencies which the County determines are severe or continuing and that may place performance of the Contract in jeopardy if not corrected will be reported to the Board of Supervisors. The report will include improvement/corrective action measures taken by the County and the Contractor. If improvement does not occur consistent with the corrective action measures, the County may terminate this Contract or impose other penalties as specified in this Contract.

  • Union Committee ‌ The Union shall appoint and maintain a Committee comprising persons who are employees of the Employer, and/or the Senior Union Official, or her/his representative, which shall be known as the Union Committee. The Union at all times shall keep the Employer informed of the individual membership of the Committee.

  • Vision Plan The District will also make available a vision plan to be paid by the employee with pre-tax dollars through payroll deduction.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • CENTRAL LABOUR RELATIONS COMMITTEE C4.1 OPSBA, the Crown and OSSTF agree to establish a joint Central Labour Relations Committee to promote and facilitate communication between rounds of bargaining on issues of joint interest.

  • Health Plan An appropriately licensed entity that has entered into a contract with Subcontractor, either directly or indirectly, under which Subcontractor provides certain administrative services for Health Plan pursuant to the State Contract. For purposes of this Appendix, Health Plan refers to UnitedHealthcare Insurance Company.

  • Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals and with twenty dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials. The County will fully pay the monthly premium for the employee and dependents and pick up inflationary costs during the term of the Agreement.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

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