Formal Review Stage Sample Clauses

Formal Review Stage. 16.04.01 The employee, Employer representative or Union may initiate a grievance or policy grievance as appropriate if a dispute is not resolved by consultation. 16.04.02 A grievance or policy grievance shall specify the details of the dispute, including the issues, the interests of the grieving party, the article or articles of the Collective Agreement that are alleged to have been violated, and the desired resolution. 16.04.03 A grievance or policy grievance shall be initiated in writing within ten (10) working days of the date that notice is received of the conclusion of consultation. a) Grievances initiated by the employee or the Union shall be submitted to the CEO, with a copy to the Director, Human Resource Services Division. b) Policy grievances initiated by the Union shall be submitted to the CEO, with a copy to the Director, Human Resource Services Division. c) Grievances or policy grievances initiated by the Employer shall be submitted to the President of the Union. 16.04.04 Following receipt of the grievance or policy grievance, the Director, Human Resource Services Division or President of the Union (or their designates) shall convene a meeting as quickly as possible involving representatives of the Union, the Human Resource Services Division, and the people directly affected by the dispute (as determined by the participants). 16.04.05 The participants will seek a mutually acceptable resolution to the grievance or policy grievance. They will engage in an open, fair and balanced discussion of the issues, interests, options and potential solutions. 16.04.06 The formal review stage shall take place as quickly as possible. The participants may continue the formal review stage for as long as they are mutually satisfied that progress is being made, or may mutually agree to refer the matter back for further consultation. 16.04.07 The employee, Union or the Employer may conclude a formal review at any time by written notice to the other party(ies). If agreement is not achieved and if the grievance is not withdrawn, the parties will exchange final submissions no later than fifteen 16.04.08 Agreements reached at this stage are confidential and without prejudice to the legal or contractual rights of the parties and shall be confirmed in writing.
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Formal Review Stage. 1. The Union, or the Union on behalf of the employee, may initiate a grievance if a dispute is not resolved by consultation. 2. A grievance shall specify the details of the dispute, including the issues, the interests of the grieving party, the clause or clauses of the Collective Agreement that are alleged to have been violated, and the desired resolution. 3. A grievance shall be initiated in writing within 10 working days of the date that notice is received of the conclusion of consultation. a) Individual or group grievances shall be submitted to the General Manager of the applicable department. b) Policy grievances initiated by the Union shall be submitted to the Manager of Human Resources.
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Formal Review Stage. An employee, representative of the Employer or Union representative may initiate a grievance or policy grievance if a dispute is not resolved through problem-solving, or an employee or representative believes problem- solving will not resolve the dispute.
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Formal Review Stage. The employee, representative of the City or Union representative may initiate a grievance or policy grievance if a dispute is not resolved by consultation.
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Formal Review Stage. Disputes not resolved at consultation may be advanced to Formal Review as an issue or a grievance. The request shall be submitted in writing within ten (10) working days of the date notice is received that consultation has been unsuccessfully concluded. It shall contain specifics of the issue or grievance, relevant collective agreement articles, and the desired resolve, * Individual or group issues or grievances initiated by an employee or the Association shall be submitted to the appropriate Officer, with a copy to the Senior Manager, Labour Relations. Policy grievances initiated by the Association shall be submitted to the Director, Human Resources. Grievances or policy grievances initiated by the College shall be submitted to the President of the Association. Human Resources will arrange a meeting with the appropriate Officer and any other person essential to resolution of the matter (as determined by the Parties). The date shall be determined within ten (10) working days of receiving the written issue or grievance. The parties will seek a mutually acceptable resolution to the dispute. They will engage in an open, fair and balanced discussion of the issues, interests, options and potential solutions. * The Officer shall issue a formal written decision within ten (10) working days of the meeting. * College President Review * A grievancenot resolved at Formal Review may be advanced to the College President, with a copy to the Director, Human Resources. The request shall be submitted in writing within ten
Sample 1
Formal Review Stage. The Union, or the Union on behalf of the employee, may initiate a grievance if a dispute is not resolved by consultation. A grievance shall specify the details of the dispute, including the issues, the interests of the grieving party, the clause or clauses of the Collective Agreement that are alleged to have been violated, and the desired resolution. A grievance shall be initiated in writing within ten (10) working days of the date that notice is received of the conclusion of consultation. a) Individual or group grievances shall be submitted to the General Manager of the applicable department. Policy grievances initiated by the Union shall be submitted to the Manager of Human Resources. Following receipt of the grievance, the General Manager (or designates) shall convene a meeting as quickly as possible involving representatives of the Union, Human Resources Branch, and the people who are essential to the resolution of the dispute (as determined by the participants). The participants will seek a mutually acceptable resolution to the
Sample 1
Formal Review Stage. 1. The Union, or the Union on behalf of the employee, may initiate a grievance if a dispute is not resolved by consultation. 2. A grievance shall specify the details of the dispute, including the issues, the interests of the grieving party, the clause or clauses of the Collective Agreement that are alleged to have been violated, and the desired resolution.
Sample 1
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Formal Review Stage. Any issue not resolved at consultation may be forwarded to the Executive Director of Human Resources, or President of the Association, in writing, for Formal Review. This request will be submitted within working days of the date notice is received that consultation has been unsuccessfully concluded, and will contain specifics of the unresolved issue. Human Resources will arrange a meeting with the appropriate Xxxx or Director or Associate Xxxx and any other person essential to resolution of the matter (as determined by the Parties). The parties will seek a mutually acceptable resolution to the dispute. They will engage in an open, fair and balanced discussion of the issues, interests, options and potential solutions. Any party may conclude formal review by providing written notice to either the Executive Director of Human Resources or the President of The Xxxx or Director or Associate Xxxx will issue a formal written decision within working days of the meeting. If the issue is not a grievance then the Xxxx or Director or Associate Xxxx’x decision will be final and binding on the matters still in dispute.
Sample 1
Formal Review Stage. ‌ 25.5.1 Disputes not resolved at consultation may be advanced to Formal Review as an issue or a grievance. The request shall be submitted in writing within ten (10) working days of the date notice is received that consultation has been unsuccessfully concluded. It shall contain specifics of the issue or grievance, relevant collective agreement articles, and the desired resolve. 25.5.1.1 Individual or group issues or grievances initiated by an employee or the Association shall be submitted to the appropriate Officer, with a copy to the Senior Manager, Labour Relations. 25.5.1.2 Policy grievances initiated by the Association shall be submitted to the Director, Human Resources. 25.5.1.3 Grievances or policy grievances initiated by the University shall be submitted to the President of the Association. 25.5.2 Human Resources will arrange a meeting with the appropriate Officer and any other person essential to resolution of the matter (as determined by the Parties). The date shall be determined within ten (10) working days of receiving the written issue or grievance. 25.5.3 The parties will seek a mutually acceptable resolution to the dispute. They will engage in an open, fair and balanced discussion of the issues, interests, options and potential solutions. 25.5.4 The Officer shall issue a formal written decision within ten (10) working days of the meeting.
Sample 1

Related to Formal Review Stage

  • Legal Review Upon the Executive’s submission of appropriate itemized proof and verification of reasonable and customary legal fees incurred by the Executive in obtaining legal advice associated with the review, preparation, approval, and execution of this Agreement, the Company shall pay for up to $10,000.00 of such legal fees subject to receipt of appropriate proof and verification of such legal fees no later than sixty (60) days of receipt of an invoice for legal services from the Executive and/or his attorneys. To be eligible for reimbursement, the invoice must be submitted no later than ninety (90) days after the legal fees are incurred.

  • Formal Evaluation All formal evaluations of personnel shall be conducted openly and with full knowledge of the employee concerned by an administrator or supervisor of the District.

  • Formal Stage Step 1 a) Where OSSTF decides to proceed with a grievance, it shall commit the grievance to writing, setting out the facts of the grievance together with the provisions of the Agreement claimed to have been violated and indicating the relief sought and shall deliver the same to the Principal or Supervisor within twenty (20) days from the time of the occurrence of the circumstances giving rise to the grievance or when the employee ought reasonably to have become aware of the circumstances giving rise to the grievance under this Collective Agreement. b) The Principal or immediate supervisor or designate, shall meet with the grievor(s) and the designate OSSTF representative(s) within ten (10) days from the receipt of the grievance. The Principal or immediate supervisor or designate shall forward the written decision to OSSTF within five (5) days of such meeting. a) Failing settlement at Step 1, OSSTF may submit the grievance, in writing, to the Director or designate within five (5) days of receiving the decision at Step 1. b) The Director or designate shall meet with the designated OSSTF representative(s) within ten (10) days from the receipt of the grievance. The grievor(s) may attend such meeting at the request of the OSSTF representative(s). The Director or designate shall forward a written decision to OSSTF within five (5) days of such meeting. If no settlement is reached, OSSTF may submit the grievance to arbitration within twenty (20) days of receipt of the response as follows:

  • Annual Review The Board of Directors during the Contract Period shall review annually, or at more frequent intervals which the Board of Directors determines is appropriate, the Executive’s compensation and shall award the Executive additional compensation to reflect the Executive’s performance, the performance of the Company and competitive compensation levels, all as determined in the discretion of the Board of Directors.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Annual Reviews Within thirty (30) days after each annual anniversary of the Effective Date of this Agreement, the Company shall review Employee’s performance of his duties pursuant to this Agreement and advise Employee of the results of that review; provided, however, that Company may elect to conduct a partial-year performance review in order to synchronize Employee’s annual review date with that of the Company’s other executives. In connection with each such review, the Company shall evaluate whether any increase in Employee’s compensation under Section 2, below, is appropriate.

  • Program Review The State ECEAP Office will conduct a review of each contractor’s compliance with the ECEAP Contract and ECEAP Performance Standards every four years. The review will involve ECEAP staff and parents. After the Program Review, the State ECEAP Office will provide the contractor with a Program Review report. The contractor must submit an ECEAP Corrective Action Plan for non-compliance with ECEAP Performance Standards. The Plan must be approved by the State ECEAP Office.

  • 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.

  • Formal Grievance Step 1 6

  • Training Plan 19.6.1 An apprentice shall be a party to an individual Training Plan. 19.6.2 The Training Plan sets out the training that the apprentice will do both on – the – job and off – the – job. The Training Plan also sets out how the Registered Training Organisation (RTO) will ensure the apprentice will receive quality training – both on – the – job and off – the – job. 19.6.3 The Training Plan reflects the choices made by the employer and the apprentice in relation to:-

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