Employee Concerns Clause Samples
Employee Concerns. In the interest of resident safety and safe nursing practice, the parties agree to the following problem solving process to address employee concerns relative to resident care including:
Employee Concerns. If an employee has a health or safety concern in regard to his/her job, the immediate supervisor shall be notified in writing. The supervisor shall investigate the concern and, within five (5) working days, issue a written reply to the employee and Association detailing the results of said investigation.
Employee Concerns. Employees have the right and shall be encouraged to bring matters of personal concern regarding conditions of employment to the attention of the Union, and to the appropriate Employer or Union representative at the lowest level capable of resolving the matter through the procedures provided in this Agreement.
Employee Concerns. The concern communication process should be used to examine concerns not specifically covered by the grievance procedure.
Employee Concerns. Each employee shall have the right to bring matters of personal concern to the attention of appropriate officials of the Department and/or the NCFLL.
Employee Concerns. If an employee/Union wishes to raise concerns about an apparent violation of the merit promotion procedures, he/she may file a grievance under the negotiated grievance procedure. For purposes of raising such an allegation, the grievant is to file the first- step grievance with the HR Officer or with the appropriate HR Staff Director (in HQ) with jurisdiction over the merit promotion case when they have authority to take corrective action.
1. In the processing of grievances related to merit promotion actions taken under the terms of this Article, the employee’s representative will, upon request to the appropriate servicing HRO, be furnished the relevant and necessary evaluative material (e.g., the application package, interview notes, quality review results) used in the ranking process and/or by the Selecting Official that is contained in the Merit Promotion file used in the selection action, subject to the following:
a. Evaluative material will be confined to the applicants appearing on the Best Qualified List;
b. No information will be released that includes identifying information, in order to protect privacy rights;
c. If a crediting plan is to be reviewed by a union representative, he/she will perform the review in the presence of an authorized HRO official. A hard copy of the crediting plan will not be provided. The union representative may not release the contents of that crediting plan to any other EPA employee.
Employee Concerns. 17.1 If an employee has a concern related to his/her employment in the Genoa Area Schools that may have arisen from an administrative procedure, Board policy, or provision of the master agreement, the employee shall follow the chain of command, first by contacting the Building Principal and, if the matter is not resolved, then the Superintendent, in an effort to resolve the concern. The employee may either represent himself/herself or be represented by an elected representative of the Association.
Employee Concerns. 267 Employees having concerns about general or specific student discipline issues, may request a 268 meeting with the appropriate administrator or designee. If such a meeting is requested, it will occur 269 in a timely manner and at a mutually agreeable time.
Employee Concerns. Employee concern(s) over occupational health and safety should first be brought to the attention of the first supervisor, in the chain of supervision. In the absence of a supervisor, an emergency situation will be brought to the attention of any available management official. The Employer will determine what action, if any, can be taken to temporarily alleviate the concern(s) and report the concern(s) to the safety officer.
Employee Concerns. It is recognized that, consistent with medical 18 ethics and Hospital standards, it is appropriate for an employee to 19 express a concern over the possible violation of this policy by a co- 20 worker or supervisory employee. Employees reporting concerns about 21 supervisory staff will be protected from any and all retaliation for 22 asserting their rights under this policy.