Level 3 - Board of Education Sample Clauses

Level 3 - Board of Education. 10.3.3.1 If the aggrieved person is not satisfied with the disposition of the grievance at Level II or the time limits expire without issuance of the Superintendent's written reply, the aggrieved person may submit the grievance to the Board for consideration. Such action must be taken no later than fifteen
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Level 3 - Board of Education. The Board shall render its written decision no later than three (3) days after the second (2nd) regularly scheduled Board meeting after receipt of the grievance. Should the grievant and/or the Association request in writing a hearing before the Board regarding such grievance, such request ,may or may not be granted at the sole discretion of the Board. If granted, such hearing will be held prior to the Board's decision. The Board's decision at this level shall be final for all grievances relating to Board policies and/or administrative decisions and such grievances shall not be submitted to Xxxxx 0 - Xxxxxxxxxxx.
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Level 3 - Board of Education. If the grievance is not resolved to the grievant’s satisfaction at the Superintendent’s level, the grievant may file a written appeal with the Board within ten (10) days after receipt of the Superintendent’s decision. The request must be submitted in writing to the Superintendent, who shall attach all related papers and forward the request to the Board. The Board, or a designated committee thereof, shall review the grievance and shall by mutual agreement of both parties, hold a hearing with the grievant and render a decision in writing within thirty (30) days of receipt of the grievance by the Board or of the date of the hearing with the unit member, which ever comes later. The decision of the Board shall be final and binding unless the grievant files a written appeal of the decision to an advisory fact finder within ten (10) days after the grievant’s receipt of the Board’s written decision.
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Level 3 - Board of Education a. If the grievant is not satisfied with the disposition of the grievance at Level 2 or if no decision is rendered within five (5) days after such meeting a Xxxxx 0, the grievant shall within five (5) days after the decision or the expiration of the time limit for rendering a decision (whichever is sooner), file the written grievance with the Board of Education, with a copy to the Superintendent of Schools. The Superintendent shall forward all documents related to the grievance to the Board of Education. b. At the Association's request, the Board of Education or a committee thereof shall schedule a meeting to consider the grievance; the meeting shall be scheduled within ten (10) school days of the receipt of the written grievance. c. The Board shall, within ten (10) school days of the meeting, render its decision in writing to the grievant, with a copy to the Association.
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Related to Level 3 - Board of Education

  • Board of Education If the unit member and the Association are not satisfied with the decision at Stage 2, the Grievance Committee will file an appeal in writing with the Board of Education within fifteen (15) school days after receiving the decision at Stage 2. The official grievance record maintained by the Superintendent of Schools shall be available for the use of the Board of Education.

  • BOARD OF EDUCATION RIGHTS 3.1 The Board, on its own behalf and on behalf of the electors of the District, hereby retains and reserves unto itself, without limitation, all powers, rights, authority, duties, and responsibilities conferred upon and vested in it by the Laws and Constitution of the State of Michigan, and/or the United States, including, but without limiting the generality of the foregoing, the right to:

  • Union Education If the local union indicates to the Hospital that its members have approved a special assessment for union education in accordance with the CUPE constitution and local union by laws, the Hospital agrees to deduct this assessment. Such assessment will be paid on a quarterly basis into a trust fund established and administered by OCHU/CUPE for this purpose.

  • Continuing Education The Hospital and the Union recognize that continuing education is important for all employees and that they have shared interests and responsibilities in ensuring equitable access to it.

  • Training and Education SECTION 1 – Law Enforcement Supervisors’ Training

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • In-Service Education The parties recognize the value of in-service both to the employee and the Employer and shall encourage employees to participate in in-service. All employees scheduled by the Employer to attend in-service seminars shall receive regular wages.

  • Special Education Teachers Elementary/Secondary Special Education Coordinators shall be compensated for an extended work day in the amount of four thousand dollars ($4,000).

  • Special Education Special education services, related services, and accommodations for students who are eligible under the Individuals with Disabilities Education Act (IDEA), Section 504 of the Rehabilitation Act of 1973 (Section 504), the Americans with Disabilities Act (ADA), or any applicable provisions of state law, shall be provided in accordance with applicable state and federal law, this Agreement and Authorizer rules and policies. The Authorizer is the LEA for purposes of ensuring compliance with IDEA, Section 504, and all other federal and state laws and regulations concerning accommodation of and education of students with disabilities.

  • Student Supervision Central Issues as they affect Occasional Teacher Workload

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