– Human Resources Division. If a mutually acceptable solution has not been reached in Step 1, the written grievance shall be filed with the Human Resources Director or designee within five (5) working days of the Communication Director’s notification of a decision. The Human Resources Director or designee, shall, within five (5) working days of receiving the grievance, make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate after consultation with the Union. In making such determination, the Human Resources Director or designee, shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) the grievance contains the required information; and (4) if the grievance alleges that a specific Memorandum of Understanding article(s) has been misinterpreted, misapplied, or violated. If the Human Resources Director or designee, determines that the grievance is not subject to this procedure, is untimely or that the steps in the procedure have not been followed, such decision shall be noted on the grievance form and the grievance shall be advanced to Step 3.
– Human Resources Division. The Human Resources Division (HRD) is a strategic business partner to Mintek Divisions that provides advice and support on people-related issues impacting on productivity, profitability and sustainability, while ensuring that the well-being of employees. The work of HRD is organised into three strategic programmes, namely: • Recruitment, training and skills development; • Employee relation, health and wellness; and • Human resource management and administrative systems. The Recruitment, Training and Skills Development Programme entails all activities related to the on-boarding of employees and development initiatives undertaken for continuous professional improvement. The recruitment arm is geared towards addressing short, medium and long term human capital requirements of Mintek. Succession planning and retention strategies support the medium to long-term requirements, while the short term needs are met through recruitment drives for specific positions as they become vacant. Mintek also maintains a talent pipeline through a full-time study bursary scheme, which ensures a steady flow of young graduates into the organisation. The training and skills development arm has two categories of human capital development initiatives that are undertaken. The first category includes Mintek‟s contribution to the country‟s human capital in the mineral and metallurgical resources sector. In pursuit of this goal, Mintek participates actively in the promotion of Science, Engineering, Technology, Mathematics and Innovation (STEMI) as fields of study that are essential in creating a human capital base. Mintek has firmly established itself in the calendar of STEMI promotion the Minquiz initiative, and will continue to do so in the current financial year. There are significant partnerships that have been established with Higher Education Institutions (HEIs) as part of this programme and Mintek will continue to extend partnerships to previously disadvantaged HEIs in order to increase the pool of previously disadvantaged students that can specialize in our area of operation. Initiatives undertaken in this category are of benefit, not only to Mintek, but to the country as a whole. Mintek also partners with a number of state institutions in human capital development, including the Mining Qualifications Authority (MQA), the DST, and the NRF. In these partnerships, Mintek either provides funding by means of bursaries and scholarships, or on-the- job training and structured learning ...
– Human Resources Division. 000 X. Xxxxxxx Avenue, Room 508 • Xxxx Xxxxxxxxxx, Xxxxxxx 00000 June 23, 2011 Xxxx Xxxxxxxx, President Government Supervisors Association of Florida 0000 Xxx Xxxx – Xxxxx 000 Xxxxxxx, XX 00000 RE: Letter of Understanding – Remaining Xxxxxxxxx for FY 10/11 and Xxxxxxxxx for FY 11/12 Dear Xx. Xxxxxxxx: The purpose of this letter is to document our mutual understanding of an agreement between Broward County and the Government Supervisors Association of Florida, Professional Unit, regarding the furlough program for Professional employees. As part of the tentative Addendum from the re-opener provisions in the current Collective Bargaining Agreement approved by the Board of County Commissioners on April 5, 2011, for Fiscal Year 2011/2012, the parties have agreed that the Professional Unit employees shall not be required to observe any furlough days for FY 2011/12. Furthermore, we agree that if the Addendum to the Collective Bargaining Agreement referencing this letter is properly ratified by the bargaining unit members and approved by the Board of County Commissioners prior to July 1, 2011, GSA - Professional Unit employees shall be paid for each of the two remaining furlough days for FY 2010/11, which are currently scheduled for July 1, 2011 and September 2, 2011. Should the content of this letter accurately reflect our mutual understanding, please indicate your concurrence by signing below and returning to my attention. KBK/rr
– Human Resources Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Human Resources Division which shall provide, in order to be considered, a detailed statement of the grievance, including the date of occurrence, names of witnesses or individuals involved, location, applicable Agreement Articles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The written grievance shall be filed in triplicate with the Human Resources Division within ten
– Human Resources Division. 000 X. Xxxxxxx Avenue, Room 508 • Xxxx Xxxxxxxxxx, Xxxxxxx 00000 November 15, 2012 April X. Xxxxxxxx, President VIA EMAIL: xxxxxxxxxx@xxxxxxx.xxx Amalgamated Transit Union – Local 1591 000-X XX 00 Xxxxxx Xxxx Xxxxxxxxxx, XX 00000 RE: Letter of Understanding – Amalgamated Transit Union – Local 1591
– Human Resources Division. 000 X. Xxxxxxx Avenue, Room 508 • Xxxx Xxxxxxxxxx, Xxxxxxx 00000 • 000-000-0000 • FAX 000-000-0000 October 7, 2014 Xxxxx Xxxxxxxx, President Amalgamated Transit Union – Local 1591 000-X XX 00 Xxxxxx Xxxx Xxxxxxxxxx, XX 00000 RE: Letter of Understanding - Job Classification and Pay Study Dear Xx. Xxxxxxxx: The purpose of this letter is to document the mutual understanding of the agreement between Broward County (County) and the Amalgamated Transit Union, Local 1591, White Collar regarding implementation of the results of the Job Classification and Pay Study of the County conducted in 2014 by the Management Advisory Group (MAG). As you are aware, Broward County employees, including members of the White Collar bargaining unit, were asked to complete Job Analysis Questionnaires (JAQ) detailing the knowledge, skills, abilities, and other job-related information necessary to perform the functions of their position with the County. MAG was tasked with analyzing the information obtained through the JAQ process, conducting relative market surveys of benchmarked classifications, and performing comparative analysis of the data in the context of the County’s current classification and pay plan. At the conclusion of the project, MAG will provide County Administration with recommendations which may modify the existing position classification and compensation plans and policies to more accurately align with the competitive markets. MAG will also recommend an implementation and maintenance strategy. Upon receipt of MAG’s final recommendations of the Job Classification and Pay Study, the County will meet and confer with the Union for the purpose of sharing the results and recommendations which may be implemented by the County. During this meeting, the Union is encouraged to make recommendations, however, in the event the Union disagrees with the implementation of the Job Classification and Pay Study, the County Administrator may still implement any or all of the recommendations at the County’s discretion and such decisions shall not be grievable. Further, the County acknowledges that no employee of any bargaining unit will suffer a reduction in their existing pay rate as a consequence of implementation. If the content of this letter accurately reflects our mutual understanding agreement, please indicate by signing below and return it to my attention. Sincerely, Xxxxx X. Xxxxxxxx, Director Human Resources Division _ Xxxxx Xxxxxxxx, President Date Amalgamated Transit Union –...
– Human Resources Division. 000 X. Xxxxxxx Avenue, Room 508 Xxxx Xxxxxxxxxx, Xxxxxxx 00000 000-000-0000 FAX 000-000-0000 January 24, 2017 Xx. Xxxx Xxxxxxxx, President Government Supervisors Association of Florida 0000 Xxx Xxxx, Xxxxx 000 Xxxxxxx, Xxxxxxx 00000 RE: Letter of Understanding – Fair Labor Standards Act – Revised Regulations Dear Xx. Xxxxxxxx: As you are aware, the Department of Labor recently revised their regulations regarding the Fair Labor Standards Act (FLSA). Specifically, the revised regulations significantly raise the salary test threshold to $47,476. As a result of the revised regulations and in conjunction with the results from the recent Compensation and Classification study, significant FLSA-related issues impacting the County and its employees need to be addressed. The purpose of this letter is to document our mutual understanding and agreement between the County and the Government Supervisors Association of Florida, Professional and Supervisory Units (Association), regarding FLSA-related issues regarding the following:
– Human Resources Division. Classification Title Administrative Office Assistant Administrative Specialist I Administrative Specialist II Administrative Specialist III Administrative Specialist IV Customer Service Specialist I Customer Service Specialist II Customer Service Specialist III Customer Service Specialist IV Fiscal Specialist I Fiscal Specialist II Fiscal Specialist III Fiscal Specialist IV DES - ORM (A)
– Human Resources Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Human Resources Division which shall provide, in order to be considered, a detailed statement of the grievance, including the date of occurrence, names of witnesses or individuals involved, location, applicable Agreement Articles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The written grievance shall be filed in triplicate with the Human Resources Division within ten (10) working days of oral notification of the immediate supervisor’s decision. The Human Resources Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate. In making such determination, the Human Resources Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) the grievance contains the information required; and
– Human Resources Division. If a mutually acceptable solution has not been reached in Step 1, the grievant shall submit the grievance in writing on appropriate forms supplied by the Human Resources Division which shall provide, in order to be considered, a detailed statement of the grievance, including the date of occurrence, names of witnesses or individuals involved, location, applicable Agreement Articles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The written grievance shall be filed in triplicate with the Human Resources Division within ten (10) working days of oral notification of the immediate supervisor’s decision. The Human Resources Division shall make a determination of whether the grievance is a matter for which the Grievance Procedure is appropriate. In making such determination, the Human Resources Division shall determine if: (1) the grievance has been filed in a timely manner; (2) the initial step has been followed; (3) the grievance contains the information required; and (4) if the grievance alleges that specific Memorandum of Understanding Article(s) have been misinterpreted, misapplied, or violated. The determination and notification to the grievant and SEBA will be made within five (5) working days of receipt of the grievance. If the Human Resources Division determines that the grievance is not subject to this procedure, the employee or SEBA may appeal this decision directly to the arbitrator, in accordance with the provisions of this procedure, within five
