Employee Procedure Sample Clauses

Employee Procedure. 1. The District will provide to the employee a check list of potential adverse effects from job sharing or otherwise accepting a part-time position, and the employee will indicate acceptance of those limitations by initialing each area. 2. The District will provide the employees A Beginning the Year Checklist requiring each job share employee to reach consensus on the procedures and responsibilities for each item on the checklist. 3. An individual’s advancement on the salary schedule steps may be at least biannual and often more years apart depending on the proportion of teaching performed.2 4. Eligibility for retirement credit may be limited or nonexistent during those years pursuant to state teachers’ retirement system provisions. 5. An individual’s “continuing contract rights” for the following year are in direct proportion to the days actually worked during that year. The District is not legally bound to reinstate the individual into a full-time position. Reinstatement to a full-time position will be at the District’s convenience. 6. An individual may be required to return to full-time employment at any time for “urgent needs” of the District, i.e., student enrollment change, space situations, etc. 7. Individuals proposing to enter into a job sharing arrangement will prepare a signed written agreement. It will stipulate how each individual will handle each and all of the duties and responsibilities of the position being divided. These will include, but not be limited to, the following: attendance at building and District staff meetings, back to school night for parents, student supervision duties, both during school hours and evening student body activities, individual parent conferencing, equipment inventory and similar kinds of activities normal to those of a full-time teacher as may be identified by the building administrator. Each part-time employee will develop a schedule with their administrator each quarter/ trimester/ semester which delineates meetings and activities the employee is contracted to attend. Meetings and activity attendance shall correspond proportionally to an employee’s FTE. After reviewing the proposed plan, the building administrator will sign and comment in writing their approval or disapproval. The plan will be presented to the superintendent for final approval/disapproval. 8. Part-time employees are valued and are encouraged to participate and attend all school related-activities otherwise required for all full-time employee...
Sample 1
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Employee Procedure. An employee who has a question or shall use the procedure. Any employee who has a or complaint shall the matter their supervisor within two (2) working days after the occurrence of the alleged violation of the Collective Agreement, and not The supervisor shall give their oral answer as soon as practical, but no later than two (2) working days thereafter. At the end of the Step One at which the gives their answer, the employee and the supervisor will complete a "Step Two Meeting Meeting Request" form whether or not a Step Two requested. The Human Resources will arrange a Step Meeting. if requested,to include the employee, the supervisor, a committee and the Human Resources Manager, or an alternate, as soon as practical, time for the employee to meet with x representative. Any employee having a which has not been under Steps Xxx and Two of the Procedure, shall present a grievance in to Human Manager, or an aiternate. within working days the occurrence of tho violation of the Collective Agreement and not thereafter. The grievance shall provide a description of the alleged violation of the Collective Agreement and the settlement requested. It must be signed by the employee and a Committee Person. The Human Resourcos Manager, or alternate, give a to the Union within working days of receipt of the written grievance. Until Steps One. Two and Three of the Procedure, as outlined above are In sequence, a grievance will not be accepted by the Company. Failing an answer or a satisfactory the HumanResources Manager, or an alternate, the Union Representative and a shall meet and discuss the grievance In an attempt to resolve it. This meeting will be held within five (5) working days of the Xxxxxxx'x or alternate's receipt of the written reply in Step Three. but no than (15) working days the occurrence of the alleged of the Collective Every attempt will be made to resolvethe grievance at the Step Four meeting, not possible, the Company will provide a written answer within three
Sample 1
Employee Procedure. Many problems can be solved informally, that is without resorting to the formal grievance procedure. Employees and Union representatives are encouraged to discuss the concerns with the immediate supervisor prior to submitting a formal grievance. A. Step 1. 1. All employee grievances, except as provided in Section 9A2, below, and Article 14 Section 12A, must be raised with the immediate supervisor. The employee must raise a grievance with the immediate supervisor in writing within thirty (30) days after the incident giving rise to the grievance or within thirty (30) days after he or she should have become reasonably aware of the incident. 2. A grievance over a disciplinary action must be raised with the management official rendering the decision imposing discipline within thirty (30) days following delivery of the decision. If such grievance is filed at a level higher than the immediate supervisor, it will be considered to be a Step 2 grievance. If such grievance is filed with the Regional Administrator or a Head of Central Office Service, it will be considered a Step 3 grievance. 3. If the immediate supervisor does not have authority to resolve the matter, the supervisor will refer the grievance to the appropriate higher level management official. 4. The supervisor or higher level management official will respond in writing within fifteen (15) days after the employee raises the grievance. B. Step 2. 1. An appeal of the decision at step 1 must be presented in writing to the next higher level supervisor within fifteen (15) days after receipt of the step 1 response or within fifteen (15) days after the end of the step 1 official's response period. 2. In conjunction with submitting the formal grievance, the employee can request a meeting to discuss the grievance. The Step 2 official or designee shall arrange a meeting within fifteen (15) days of receipt of the grievance. If a meeting is held, the official will respond within fifteen (15) days after the meeting. If a meeting has not been requested, the official will respond within fifteen (15) days after receipt of the grievance. The Step 2 official or designee will issue a decision in writing, either granting, modifying, or denying the relief requested. The decision will notify the employee of the name and location of the Step 3 official with whom to proceed if the requested relief is not granted. A copy of the grievance may be sent to the Head of the Central Office Service or Regional Administrator if a desig...
Sample 1
Employee Procedure. It is agreed that all electrical equipment and materials furnished by the electrical contractor shall be handled from the point of delivery on the job site and shall be installed by Employees covered by this Agreement.
Sample 1
Employee Procedure. Many problems can be solved informally, that is without resorting to the formal grievance procedure. Employees and Union representatives are encouraged to discuss the concerns with the immediate supervisor prior to submitting a formal grievance. 1. All employee grievances, except as provided in Section 9A2, below, and Article 14 Section 12A, must be raised with the immediate supervisor. The employee must raise a grievance with the immediate supervisor in writing within thirty (30) days after the incident giving rise to the grievance or within thirty (30) days after he or she should have become reasonably aware of the incident. 2. A grievance over a disciplinary action must be raised with the management official rendering the decision imposing discipline within thirty (30) days following delivery of the decision. If such grievance is filed at a level higher than the immediate supervisor, it will be considered to be a Step 2 grievance. If such grievance is filed with the Regional Administrator or a Head of Central Office Servic, it will be considered a Step 3 grievance.
Sample 1
Employee Procedure. Whenever an employee is incapacitated for duty because of injuries sustained in the performance of his/her duty without fault of his/her own, he/she shall promptly notify the Chief of Police or such person as the Chief of Police shall designate. Except as specified herein below, on duty injuries shall be handled by the parties in accordance with Workers Compensation laws and regulations.
Sample 1

Related to Employee Procedure

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his xxxxxxx, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief Xxxxxxx and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Deviation from Grievance Procedure The Employer agrees that, after a grievance has been discussed at Step 2 of the grievance procedure the Employer or his representatives shall not initiate any discussion or negotiations with respect to the grievance, either directly or indirectly with the aggrieved employee without the consent of the xxxxxxx or the Union.

  • GRIEVANCE ARBITRATION PROCEDURE 8.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement, including any question as to whether a matter is arbitrable. 8.02 In all steps of this Grievance Procedure, the aggrieved nurse, if desired, may be accompanied by or represented by a nurse representative. 8.03 It is the mutual desire of the parties hereto that complaints of the nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she has first given the Unit Manager the opportunity of adjusting her complaint. Such complaint shall be discussed with the Unit Manager within ten (10) days after the circumstances giving rise to it have occurred or ought reasonably to have come to the attention of the nurse and failing settlement within five (5) days, it shall then be taken up as a grievance within ten (10) days following the Unit Manager's decision in the following manner and sequence: The nurse may submit a written grievance on the form set out in Appendix "A", signed by her, to the Unit Manager. The grievance shall identify the nature of the grievance and the remedy sought and should identify the provisions of the Agreement which are alleged to be violated. The Unit Manager will deliver her decision in writing within five (5) days of the submission of the grievance. Failing settlement, then: Within five (5) days following the decision in Step No. 1, the nurse may submit the written grievance to the Director of Resident Care who will deliver her decision, in writing, within five (5) days from the date on which the written grievance was presented to her. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. Failing settlement, then: Within ten (10) days of receiving the decision under Step 2, the grievance, in writing, may be referred to the Chief Executive Officer who shall call a meeting of the Grievance Committee within five (5) days of receipt of same. Within five (5) days following the meeting, the Chief Executive Officer shall reply, in writing, to the nurse and the Chairperson of the Grievance Committee. If the decision is unsatisfactory to the nurse, it may be referred to arbitration within fifteen (15) days and the Chief Executive Officer so notified, in writing.

  • GRIEVANCE PROCEDURE A. A grievance shall be defined as an alleged violation, misinterpretation, or misapplication of this Agreement or written Board policies affecting working conditions of the member. Should a member/Association feel that there has been a violation, he/she will take the following steps: Step 1: The member/Association, with or without a designated representative, shall discuss the grievance with the Supervisor informally within five (5) work days of the alleged violation and, if not resolved, shall file a written grievance with the Supervisor within fifteen (15) work days of the alleged violation and discuss the written grievance with the Supervisor within five (5) work days after the grievance is filed. If no satisfactory conclusion is reached within five (5) work days following the discussion of the written grievance with the Supervisor, the member/Association shall submit the written grievance within five (5) work days of the discussion with the Supervisor to Step 2. A grievance which is not within the scope of a Supervisor's authority may be filed initially at step 2. The written grievance, as required herein, shall contain: a. it shall be signed by the grievant(s)/Association. b. it shall be specific; c. it shall contain a synopsis of the facts giving rise to the alleged violation; d. it shall cite the section or subsections of this contract or written Board policy alleged to have been violated; e. it shall contain the date of the alleged violation; f. it shall specify the relief requested; g. it shall indicate approval or disapproval by the Association. Step 2: The Superintendent or his/her designated agent shall arrange a meeting with the grievant and/or the designated Association representative within ten (10) work days after receipt of the grievance to discuss the grievance. Within ten (10) work days of the discussion, the Superintendent or his/her designated agent shall render his/her decision in writing, transmitting a copy of the same to the grievant, the Association representative, and appropriate Supervisor, and place a copy of same in a permanent file in his/her office. If the decision of the Superintendent is unsatisfactory to the Association, the Association may appeal same to the Board of Education by filing a written grievance, along with the decision of the Superintendent, with the officer of the Board in charge of drawing up the agenda for the Board's meeting, within ten (10) work days of receipt of the Superintendent's decision.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • BARGAINING PROCEDURE 10.01 All negotiations with a view to the completion of a collective agreement or to effecting changes or modifications in this Agreement shall be conducted between the authorized bargaining Representatives of the Union on the one hand and the designated bargaining Representatives of the Company on the other. 10.02 No agreement resulting from collective bargaining as herein provided shall be deemed to have been concluded until it is reduced to writing and signed by the authorized bargaining Representatives of the Union and by the designated bargaining Representatives of the Company, and an agreement so signed shall take effect as and from the effective date specified therein.

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