Lack of Agreement at Job Level Sample Clauses

Lack of Agreement at Job Level. (a) If agreement cannot be reached at job level, the employee(s) or the employee’s representative shall discuss the matter with the relevant next level supervisor or manager or their representative. The next level supervisor or manager may be able to resolve the matter quickly to the employee’s satisfaction.
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Lack of Agreement at Job Level. If agreement cannot be reached at job level, the employee(s) or the employee’s representative shall discuss the matter in dispute with the relevant manager or their representative. The manager may be able to resolve the matter quickly to the employee’s satisfaction. If not, then a meeting shall be held between the employee(s), the person in charge, and the manager to discuss the grievance or dispute and the remedy sought within three working days of notification. After meeting with the manager the employee must respond within 14 days to any resolutions discussed at the meeting and indicate whether they wish to continue with the dispute/grievance.
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Lack of Agreement at Job Level. If no agreement is reached at job level, a Branch official of the union or any other nominated person/representative of the employee’s choice may be requested to discuss the matter in dispute with a representative of local management of the Company.
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Related to Lack of Agreement at Job Level

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • CLASS SIZE/STAFFING LEVELS The board will make every effort to limit FDK/Grade 1 split grades where feasible. APPENDIX A – RETIREMENT GRATUITIES

  • Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.

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  • Commencement of Grid Rate 5.2.1 Number of days to go on grid: Effective September 1, 2010, a substitute teacher who teaches three (3) or more consecutive days in the same teaching position shall be paid effective the fourth day and every consecutive day thereafter a daily rate equivalent to one two hundredth (1/200) of his/her placement on the salary schedule.

  • Reallocation to a Class with a Lower Salary Range Maximum 1. If the employee meets the skills and abilities requirements of the position and chooses to remain in the reallocated position, the employee retains existing appointment status and has the right to be placed on the Employer’s internal layoff list for the classification occupied prior to the reallocation.

  • Reallocation to a Class with a Higher Salary Range Maximum Upon appointment to the higher class, the employee’s base salary will be increased to a step of the range for the new class that is nearest to five percent (5.0%) higher than the amount of the pre-promotional step, or to the entry step of the new range, whichever is higher.

  • Formal Level A. Level I:

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