Grievance Panel. The Grievance Panels shall be drawn from three pools: fourteen
Grievance Panel. The “Grievance Panel” shall be composed of five (5) teachers of USD No. 507 elected annually by the teachers of USD No. 507, consisting of two members from the Grade School, two members from the Jr-Sr High School and one member-at-large. The vice-president of the Teachers’ Association will serve as the member at large. One alternate panel member from the Grade School and the Jr-Sr High School also will be elected. The names of the panel members shall be submitted to the Superintendent of Schools at the beginning of each school year. One member of the panel shall be designated as chairperson elected by the panel members.
Grievance Panel. The internal process requires that your appeal is handled by a grievance panel that does not include the person who made the initial determination or a subordinate of the original reviewer. During the grievance process, the initial decision maker may be consulted. The majority of the panel will consist of providers with the appropriate expertise. The panel must be requested within 30 days after Ambetter from Sunshine Health’s transmission of an adverse determination. The panel will also provide a notice to the member and to the provider, if any, who filed on behalf of the member. In any case where the review process does not resolve a difference of opinion between the Ambetter from Sunshine Health and the member, the member (or provider) may submit a written grievance through an external review process. Members may voluntarily pursue binding arbitration (which you may incur some costs for this arbitration) after completing Ambetter from Sunshine Health’s grievance procedure and as an alternative to the external review process (refer to the External Review section for more information). Arbitration shall not preclude review pursuant to Rule 69O-191.081 and shall be conducted pursuant to Ch. 682, F.S. When the adverse benefit determination is based in whole or in part on a medical judgment, the grievance panel will consult with a licensed health care provider with expertise in the field relating to the grievance and who was not consulted in connection with the original adverse benefit determination.
Grievance Panel. Prior to proceeding to arbitration, the grieving party can request, and if mutually agreed, that the grievance be referred to a Grievance Panel established for this purpose by the Company and the Union. The grieving party will advise the other party in writing of its intention to proceed to the Grievance Panel within fourteen (14) days after the completion of Step 3 of the Grievance Procedure. The Grievance Panel shall be composed of four (4) persons, two (2) of whom shall be selected by the Company and two (2) by the Union. In the event that four (4) persons are not available, the Grievance Panel shall be composed of two (2) persons, one (1) of whom shall be selected from the Company and one (1) from the Union. The Company shall not select a representative from the Company involved, nor will the Union select a representative from the Local involved. The Grievance Panel shall meet to hear and determine the grievance, and render a decision after hearing the matter brought before it. The majority decision of the Grievance Panel on the disposition of a grievance shall be final and binding upon the parties, and shall have the same effect as a decision rendered by an Arbitrator. Decisions of the Grievance Panel shall not be used as precedents. If the Grievance Panel is unable to reach a majority decision pursuant to paragraph 3 above, the grieving party may proceed to an outside Board of Arbitration, by informing the other party in writing within fourteen (14) days after the Grievance Panel advises the parties that it is unable to reach a majority decision. Should the parties agree to proceed to Step 4, they may proceed as outlined in the Rules and Procedures of Step 4.
Grievance Panel. The Grievance Panels shall be drawn from three pools: 10 elected Faculty Members, 10 administrators chosen by the University President or his/her designee; and 10 academic unit heads chosen as described below.
Grievance Panel. Whereas the Company and the Union have agreed to a grievance procedure as provided in Article No. 13 of the Collective Agreement, and
Grievance Panel. APPLICABILITY AND PROCEDURE
1. The Grievance Procedure, which is part of the CHA Lease and Grievance Procedure, is applicable to all individual grievances between a resident and the Cambridge Housing Authority. A grievance is any dispute which a resident may have with respect to CHA action or failure to act in accordance with the individual resident’s lease or CHA rules and regulations which adversely affects the individual resident’s rights, duties, welfare or status.
2. The Grievance Procedure shall not apply to disputes between residents not involving CHA or to class grievances. The Grievance Procedure is not intended as a forum for initiating or negotiating policy changes. Establishing policy is the responsibility of the CHA Board of Commissioners, and at its direction, CHA staff in cooperation with local tenant councils and citywide tenant organizations.
3. The Grievance Procedure, as it relates to evictions, shall not apply in the following circumstances:
a. In the event CHA has a reason to believe that a resident, household member, guest or other person under resident’s control has: • Unlawfully caused serious physical harm to another tenant or an employee of CHA or any other person lawfully on CHA property. • Unlawfully threatened to seriously physically harm another tenant or an employee of the CHA or an employee or any other person lawfully on CHA property. • Unlawfully destroyed, vandalized or stolen property of a tenant or employee of CHA or of any person lawfully on CHA property, if such conduct creates or maintains a serious threat to the health and safety of a tenant, a CHA employee, or any other person lawfully on CHA property. • Unlawfully possessed, carried, or kept a weapon on or adjacent to CHA property in violation of MGL c. 269 s. 10. • Unlawfully possessed or used an explosive or incendiary device on or adjacent to CHA property or otherwise violated MGL c. 266 ss. 101, 2012, 102A, or 102B. • Unlawfully possessed, sold, or possessed with intent to distribute a Class A, B, or C controlled substance as defined in MGL c. 94C s. 31 on or adjacent to CHA property. • Engaged in behavior which behavior that would be cause for voiding their lease pursuant to the provisions of MGL c. 139 s. 19. • Engaged in any criminal activity that threatens the health, safety or right to peaceful enjoyment of the premises of other residents or employees of the CHA. • Engaged in any violent or drug-related criminal activity on or off CHA property. • Engaged ...
Grievance Panel. This letter of understanding will serve to document the ‘Employer’s and Union’s’ mutual interest in further exploring the services of the Canadian Joint Grievance panel, as introduced by the Union. Upon mutual agreement, both parties may enter into the services of the panel with no obligations to continue without changes to Article 13, The Grievance Procedure. DATED AT Richmond, British Columbia, this day of , 2004. FOR THE EMPLOYER FOR THE UNION 0000 Xxxxxx Xxx Xxxxxxxx, Xxxxxxx Xxxxxxxx; (hereinafter referred to as the "Employer") (hereinafter referred to as the "Union") The Employer, as of the date of ratification, commits to seventy (70) positions that are full- time status. The seniority list, dated June 16th, 2001, outlines the current sixty-six (66) full-time status people. In addition, four (4) new positions will be established. - Working Supervisor - Inventory Control - Sales Leader - Kitchen Sales - Senior co-worker (other than Working Supervisor) in Recovery - Newly created Working Supervisor in Food Services It is understood that when a full-time status position becomes vacant, the Joint Union/Management committee shall meet to discuss the Employer’s decision to either maintain the current position or to establish a full-time position in a new area. DATED AT Richmond, British Columbia, this day of , 2004. FOR THE EMPLOYER FOR THE UNION 0000 Xxxxxx Xxx Xxxxxxxx, Xxxxxxx Xxxxxxxx; (hereinafter referred to as the "Employer") (hereinafter referred to as the "Union") The Employer, as of the date of ratification, commits to the following forty (40) positions. Maintain a minimum of forty (40) positions, as listed below, that are guaranteed thirty (30) hours in a five (5) day period. BA ½ - Living BA 3/40 - Bedrooms BA 4 - Kitchens === 2 1 A.R. and 1 Part-Time 3 BA5 - Work IKEA = 1 BA7/8 - Textiles & Carpets = 1 BA 9 - Accenten = 1 BA 10 - This and That = 1 BA 50 - Project X = 1 Area Responsible Self Serve = 2 Loss Prevention = 2 Returns/Handout/Carts = 5 Phone Centre/Play Area = 2 Warehouse - In Flow = 2 Warehouse - Out Flow = 2 Recovery = 1 Restaurant = 2 Area Responsibles and 2 Part-Time Cash = 5 Area Responsibles Cash = 3 It is understood that the part-time guaranteed positions shall be the senior co-workers in the respective departments and that those designated co-workers shall be fully available. If scheduling restrictions are exercised, then for the period of restriction the guaranteed hours shall be offered to the next senior co-worker. If any...
Grievance Panel. This letter of understanding will serve to document the >Employer=s and Union=s= mutual interest in further exploring the services of the Canadian Joint Grievance panel, as introduced by the Union. Upon mutual agreement, both parties may enter into the services of the panel with no obligations to continue without changes to Article 13, The Grievance Procedure. DATED AT Richmond, British Columbia, this day of , 2007. FOR THE EMPLOYER FOR THE UNION 0000 Xxxxxx Xxx Xxxxxxxx, Xxxxxxx Xxxxxxxx; (hereinafter referred to as the "Employer") (hereinafter referred to as the "Union") The Employer, commits to seventy (70) positions that are full-time status. The seniority list shall be marked to indicate which active employees are full-time and a current list will be provided to the Union every two (2) months. It is understood that when a full-time status position becomes vacant, the Joint Union/Management committee shall meet to discuss the Employer=s decision to either maintain the current position or to establish a full-time position in a new area. The full-time positions are allocated in the store as follows: 1 Builder
Grievance Panel. An Industry Grievance Panel shall be drawn from representatives of the Industry Advisory Board as set out in Clause of this Agreement, and shall be composed of at least four (4) members and not more than six (6) members. Appointment of Panel members shall be made from among those persons who are appointed representatives to the Advisory Board or from among those persons who are Officers of the participating Unions, and those persons Directors of the participating Associations. In no case and at no time shall representatives the Union, or the Employer involved in the dispute be appointed to a Panel. In all proceedings of the Panel,the Unionand the Association shall have equal representation and voting rights. Construction Labour Relations Association of shall when requested to do so by the Employer, have the rightto such Employer on all matters relatingto Labour Relationswhich may come before the Grievance PaneI. The Industry Grievance Panel shall meet and endeavour to render a decision within five (5) days of receipt of the Grievance in writing In the event that the Panel cannot arrive at a decision as to the disposition of the Grievance within such time, or either Party to the Grievance is unwilling to accept the decision, the Panel shall add to its numbers by the selection of a chairman with voting rights, from a list of persons mutually agreed upon by the Parties hereto to act as such. Should one of these persons fail to be appointed. or none be able to act, the Minister of Labour of British Columbia shall be requested to appoint a Chairman. The Panel, with the Chairman added, shall meet and hear evidence and shall have all rights, powers. duties and authorities given to a Board of Arbitration by virtue of the Arbitration Act, Chapter and shall render its decision within ten (10) days of of the grievance in and its decision shall be final and binding on the Parties to the Grievance. Any and all Grievances referred to an Industry Grievance Panel as provided herein, shall be resolved by a majority decision of the Panel. A decision of the Panel in matters concerning discharge. may include award of damages or compensation or an order of reinstatement of employment, or any or all of the foregoing as it deems just and equitable. the fees and expenses of the Grievance Panel Chairman, where one is required, shall be borne equally by the Parties to the Grievance. If for any reason the Industry Grievance Panel ceases to exist or refuses to act in any Grievance re...