L13. Where the employee furnishes the Company with a medical certificate attesting that the working conditions of her former function no longer pose a concern in accordance with L13.01, the employee may terminate an extension, or reassignment, and return to her former function.
L13. The Union may submit a grievance, in writing, setting out the facts of the grievance together with the provisions of the agreement claimed to have been violated, to the appropriate Superintendent or designate within twenty (20) school days of the event which gave rise to the grievance, or within twenty (20) school days of the date the grievor(s) should have been aware of the event or the relevant facts. Within ten (10) school days of receipt of the grievance a meeting will be held with the Union and the Superintendent or designate. The Superintendent or designate shall respond to the grievance in writing within ten (10) school days of the meeting.
L13. If settlement is not reached, the grievance shall be filed in writing to the Director of Education within ten (10) school days from the response from the Superintendent or designate. Within five (5) school days of receipt of the grievance a meeting will be held with the Director of Education or designate. A written response will be provided to the grievor from the Director of Education or designate within five (5) school days of the meeting.
L13. Failing settlement at STEP 2, the grievor(s) may, within fifteen (15) school days of receipt of the written decision provided therein give the other party written notice of their desire to submit the grievance to final, binding arbitration.
L13. Throughout all stages of the grievance procedure the parties may have the assistance of Teachers and other staff members who may be required to furnish information which may be helpful toward resolution of the dispute. Each party will bear the costs for any persons called by them, and all reasonable arrangements will be made for such person to attend. Time Limits
L13. If a redundancy is deemed to exist, the Secondary Staffing Committee as defined in section L12.01.05 will meet forthwith. Additional information will be exchanged and alternative solutions will be examined, such as a redundant Secondary Teacher being offered a position in the Elementary Panel.
L13. The Employer shall determine displacements and consequent staffing adjustments. Displacements shall be done according to Articles L12.00 and L13.00.
L13. A Member may elect to refuse to displace another Member and be placed on the recall list. This member will be offered the first Staff Complement Vacancy, (for which the member is qualified), at the school from which the member was declared surplus/redundant. If the member refuses to fill that Xxxxxxx, then the Board shall have no further obligation to that Member.
L13. The Board shall establish and maintain a recall list of all Bargaining Unit Members declared redundant.
L13. A review of the staffing procedures shall be conducted each year by the Permanent Board-Federation Committee. The Permanent Board-Federation Committee will report to both the Board and the Federation by 15 December each year. (Cross reference L16.1.15)
