Grievance Panel Sample Clauses

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. Should the parties fail to reach satisfactory settlement in the preceding steps, the final settlement of the grievance may be submitted to an Arbitration Board as outlined below. Before submitting the grievance to arbitration, the dispute shall, if mutually agreed, and in accordance with procedures outlined in Section be brought to the attention of Ontario Provincial Grievance Panel established by Company and by the Local Unions. Ontario Provincial Grievance Panel will render a decision unless it is deadlocked, which shall be final and binding and have the same judicial powers as a Board of Arbitration established under the following provisions. This Ontario Provincial Grievance Panel shall be comprised of four (4) persons, two (2) of whom shall be selected from Management and two (2) from the Local Unions; in the event four (4) persons are not available, the Ontario Provincial Grievance Panel shall be comprised of two (2) persons, one (1) of whom shall be selected from Management and one (1) from the Local Unions. is further agreed that the Company and the Local Unions shall name only experienced representatives who are engaged in day to day administration of this Agreement as nominees to the Ontario Provincial Grievance Panel as required. It is understood name a representative from the Company involved nor will the union name a representative from the Local involved. It is further agreed that in the event that any Ontario Provincial Grievance Panel is unable to render a majority decision, the grieving party must within fourteen (14) calendar days of the date the Ontario Provincial Grievance Panel declares a deadlock, unless they to withdraw the grievance, proceed to Arbitration outlined Section Section Dates for Ontario Provincial

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 Employer 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

Grievance Panel. “Clear and convincing evidence” that the Respondent violated the Rules of the Road o Grievance Appeal Panel – “Clearly erroneous” finding by the Grievance Panel; “clear and convincing” standard if the Grievance Appeal Panel finds that clear error was made by Grievance Panel; “de novo” standard to review sanction determinations. • Sanctions o The Sanction(s) imposed should be determined in light of the facts and circumstances that gave rise to the violation, the Respondent’s course of conduct in response to the grievance (and similar problems) and the ▇▇▇▇▇ caused by the violation.

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 ...