FACULTY/ADMINISTRATIVE REVIEW BOARD Sample Clauses

FACULTY/ADMINISTRATIVE REVIEW BOARD. ‌ The Faculty Administrative Review Board (FARB) is recognized by the College and the Association as an appeal vehicle for any Faculty Member (herein referred to as “appellant”) who alleges that an administrative decision affecting his/her welfare is not in conformity with existing Board Policies for issues specifically assigned to FARB by this Contractual Agreement. The Faculty/Administrative Review Board will (1) determine if administrative decisions affecting an appellant are in conformity with existing policy, (2) determine if the administrative decisions are reasonably founded, (3) determine if the administrative decisions are appropriately applied, and (4) recommend a remedy where applicable. In cases when a Faculty Member alleges a grievance which is found not to be applicable to this Contractual Agreement, the time limits for FARB eligibility will begin on the date of notice when alleged grievance was found inappropriate to the grievance procedure. See Section E 1, GRIEVANCE PROCEDURE, in this Contractual Agreement.
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FACULTY/ADMINISTRATIVE REVIEW BOARD. The Faculty Administrative Review Board (FARB) is recognized by the College and the Association as an appeal vehicle for any Faculty Member (herein referred to as “appellant”) who alleges that an administrative decision affecting his/her welfare is not in conformity with existing Board Policies for issues specifically assigned to FARB by this Contractual Agreement. The Faculty/Administrative Review Board will (1) determine if administrative decisions affecting an appellant are in conformity with existing policy, (2) determine if the administrative decisions are reasonably founded,
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Related to FACULTY/ADMINISTRATIVE REVIEW BOARD

  • Administrative Review The Vice President for Academic Affairs shall submit the Committee’s recommendations to the Superintendent/President. He/She shall review the recommendations. If the recommendations of the Superintendent/President differ from those of the Sabbatical Leave Review Committee, the Superintendent/ President shall meet with the Chair of the Sabbatical Leave Review Committee prior to the February Governing Board meeting. The Superintendent/President shall forward the applications to the Governing Board.

  • Procurement Related Complaints and Administrative Review 49.1 The procedures for making a Procurement-related Complaint are as specified in the TDS.

  • PAY ADMINISTRATION 62.01 Except as provided in this Article, the terms and conditions governing the application of pay to employees are not affected by this Agreement.

  • Union Grievance Committee (a) The Employer shall recognize a Union Grievance Committee which consists of:

  • Grievance Commissioner The Employer and Union may mutually agree in writing to invoke the Commissioner Process rather than proceed to arbitration as set out in this Collective Agreement. All cases referred to arbitration where an employee has a grievance concerning discipline will only be referred to a Grievance Commissioner if the Employer and the Union agree in writing on all the facts. The parties may also agree to group grievances before a single Grievance Commissioner. A Grievance Commissioner (where more than one, acting in rotation) will set aside such time as may be requested by the Employer and the Union to consider and determine grievances referred to them. A Grievance Commissioner shall have the same powers and be subject to the same limitations as a Board of Arbitration hereunder, save and except as expressly provided in 9.18 to 9.22 hereof.

  • Grievance Committee The Hospital will recognize a Grievance Committee composed of the Chief Xxxxxxx and not more than (as set out in Local Provisions Appendix) employees selected by the Union who have completed their probationary period. A general representative of the Union may be present at any meeting of the Committee. The purpose of the Committee is to deal with complaints or grievances as set out in this Collective Agreement. The Union shall keep the Hospital notified in writing of the names of the members of the Grievance Committee appointed or selected under this Article as well as the effective date of their respective appointments. A Committee member shall suffer no loss of earnings for time spent during their regular scheduled working hours in attending grievance meetings with the Hospital up to, but not including arbitration. The number of employees on the Grievance Committee shall be determined locally.

  • Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual nursing homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Medical Review Officer The Medical Review Officer (MRO) shall be a licensed physician who has a knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual’s positive test result together with the employee’s medical history and any other relevant biomedical information.

  • Office of Inspector General Investigative Findings Expert Review In accordance with Senate Bill 799, Acts 2021, 87th Leg., R.S., if Texas Government Code, Section 531.102(m-1)(2) is applicable to this Contract, Contractor affirms that it possesses the necessary occupational licenses and experience.

  • Salary Administration Section 1. Salary eligibility date is defined as the date an employee is eligible for an annual performance pay increase. The salary eligibility date is computed from the date of hire. Employees shall be eligible for annual performance pay increases on the employees' salary eligibility date provided the employee is not at the top step of the salary range of the employees' classification. The employee may be denied the annual performance pay increase if there has been a serious performance or attendance problem. Denials are subject to review within six (6) months. Denials may be grieved under the provisions of Article 51.

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