Human Resources Director Sample Clauses
The 'Human Resources Director' clause defines the role, responsibilities, and authority of the individual designated as the Human Resources Director within an organization. Typically, this clause outlines the director's duties, such as overseeing recruitment, managing employee relations, ensuring compliance with labor laws, and implementing HR policies. By clearly specifying the scope of the Human Resources Director's position, the clause ensures organizational clarity and accountability, helping to prevent disputes over HR management and decision-making authority.
Human Resources Director. Human Resources Director shall refer to the County Human Resources Director or designee.
Human Resources Director. Any worker or any official of the Union may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be filed (as determined by postmark) within 28 calendar days from the date of the worker's knowledge of an alleged grievance. Any grievances involving demotion, suspension, non-punitive discipline or dismissal must be filed within 14 calendar days (as determined by postmark) after receipt of written notification of such disciplinary action. The Human Resources Director or his/her designated representative shall have 28 calendar days in which to investigate the merits of the complaint, to meet with the complainant and, if the complainant is not the Union, to meet also with the officials of the Union, and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
Human Resources Director. If a mutually acceptable solution has not been reached, Local 935 or the grievant shall submit the written grievance to the Human Resources Director or designee within five (5) working days of the receipt of written response of the Division/Section Head.
Human Resources Director. The classified employee may appeal the decision from the Administrator/Supervisor level to the Human Resources Director within ten (10) working days after receiving it and may request a hearing. A copy of the appeal shall be furnished to the Human Resources Director and the other party to the grievance.
Human Resources Director. Any employee or any official of the Union may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be filed (as determined by postmark) within twenty‐eight (28) calendar days from the date of the employee's knowledge of an alleged grievance. Any grievances involving demotion, non‐punitive discipline, suspension, reduction in step or dismissal must be received within fourteen (14) calendar days (as determined by postmark) after receipt of written notification of such disciplinary action. The Human Resources Director or his/her designated representative shall have twenty‐eight (28) calendar days in which to investigate the merits of the complaint, to meet with the complainant and, if the complainant is not the Union, to meet also with the officials of the Union, and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
Human Resources Director. If the grievance remains unresolved, the Union may appeal the decision to the Human Resources Director within fifteen (15) business days from receipt of the Step One (1) decision. The Human Resources Director must meet with the Union to discuss the grievance within fifteen (15) business days of the Union’s appeal. The Human Resources Director must then render a decision, in writing, within fifteen (15) business days from date of meeting.
Human Resources Director. If the aggrieved employee is not satisfied with the disposition of her/his grievance at level 1, s/he may file her/his written grievance with the Human Resources Director within five (5) days of receiving the level 1 decision.
Human Resources Director. In the event the grievance is not resolved at Step 1, it shall be presented in writing by the Union to the Human Resources Director within five (5) work days of the receipt of the answer or the date such answer was due, whichever is earliest. Within seven (7) work days after the grievance is presented at Step 2, the Human Resources Director or her designee shall discuss the grievance with the Union and the grievant. The Human Resources Director or her Designee shall render a written answer to the grievance within eight (8) work days after such a discussion is held and provide a copy of such answer to the Union and the grievant.
Human Resources Director. A grievance cannot be processed at Step 3 unless it has been processed at Step 2. The grievance shall be considered settled in Step 2 unless, within seven (7) calendar days of the Step 2 response, the grievance is submitted in writing to the Human Resource Director. A meeting to attempt to resolve the matter shall be held between the grievant, Association representative, and the Human Resource Director within fourteen (14) calendar days of submission of the Step 3 grievance. The Human Resource Director shall respond in writing within fourteen (14) calendar days following the meeting.
Human Resources Director. If the Union desires to further process the grievance, it shall be presented by the Union to the City Manager (or designee selected by the City Manager) in writing within ten (10) working days after receipt of Step 2 answer. Within ten (10) working days after receipt of the written grievance, the parties shall meet in an attempt to resolve the grievance unless the parties mutually agree otherwise. The City Manager (or designee) shall give his written response within ten (10) working days following the meeting. If the Union desires to further advance the grievance it may seek arbitration. Decision by the Union to seek arbitration shall be made within ten (10) working days from receipt of the Step 3 response through written notification to the Human Resources Director. The Union shall notify the FMCS and shall request that the Federal Mediation and Conciliation Services (FMCS) submit a panel list of seven (7) arbitrators, preferably experienced in municipal matters. The cost of this initial panel list of arbitrators shall be split evenly by the parties. The representatives of the parties shall meet within ten (10) working days of their receipt of this list from FMCS and engage in a mutual striking process to select an arbitrator. Each party shall have the right to reject one entire list, provided such rejection occurs within five (5) working days of the receipt of the list. The party rejecting the list shall be required to pay the full cost of the replacement panel. The parties shall alternately strike a name from the list until there is one name remaining, with the party requesting the arbitration striking the first name. The remaining name shall be the arbitrator.