Level 5 Sample Clauses

Level 5. If the Employee is not satisfied with the disposition of the grievance at Xxxxx 0, the Association may request a pre-arbitration conference. Such request must be submitted within ten (10) days to the Superintendent. The Superintendent will schedule the requested conference within ten (10) days. Following this conference, the Superintendent shall respond within ten (10) days in writing.

Level 5. Requires 15 Semester Units The employee may utilize not more than six (6) academic units to meet this requirement.

Level 5. An employee at this level may also be known as a Director of Nursing. An employee at this level: • holds any other qualification required for working in an Aged Care or Home Care practice setting; and • is appointed as such by a selection process. In addition to the duties of an RN4, an employee at this level may perform the following duties: • being accountable for the standards of nursing care for the Facility and for coordination of the nursing service in the Facility; • participating as a member of the executive, being accountable to the executive team for the development and evaluation of nursing policy, and generally contributing to the development of wider policy; • providing leadership, direction and management in accordance with policies, philosophies, objectives and goals established through consultation with staff and in accordance with the directions of the Facility Manager (or similar) and the Board of Directors; • providing leadership and role modelling, in collaboration with others, particularly in the areas of staff selection, promotion of participative decision making and decentralisation of nursing management and generally advocating for the interests of nursing to the executive team; • managing the budget for nursing services; • ensuring that nursing services meeting changing needs of residents and/or clients through proper strategic planning; and • complying, and ensuring the compliance of others, with the code of ethics and legal requirements of the nursing profession.

Level 5. An Employee at this level performs work above and beyond the skills of an Employee at Level 4.

Level 5. In the event that the Union is not satisfied with a decision made at the School Board level, the Union will provide notice, within ten (10) days, that the Union refers the grievance for arbitration. The Union shall notify the Chair of the Board and the parties shall apply to the NH PELRB for a list of arbitrators within seven (7) days. Upon selection of a mutually agreed upon arbitrator, said arbitrator shall hear the appeal, but have no power or authority other than to interpret and apply the articles of this Agreement. The arbitrator has no power to add to, subtract from, alter, or modify the articles or their intent. The arbitrator shall submit a decision in writing to both the Board and the grieving parties. It is understood that the decision shall be binding. It is further understood that any costs for arbitration shall be paid by both parties equally.

Level 5. If the Executive Committee of the Association, and the Board of Education shall be unable to resolve any grievance, and it shall involve an alleged xxxxx- tion of a specific article and/or section of this Agreement, it may within ten

Level 5. If the SMEA is not satisfied with the disposition of the grievance by the Board, or if no disposition has been made within the period above provided, the grievance may be submitted to the Michigan Employment Relations Commission by the SMEA for mediation before an impartial mediator. Submission to mediation must be made within twenty (20) days after receipt of the Board's disposition.

Level 5. (a) Employees who have undertaken the employer's induction programme and who apply the skills acquired through successful completion of a Trade certificate level qualification in the production, distribution or stores functions according to the needs of the enterprise.

Level 5. If the grievant is not satisfied with the written response of the Director of Human Resources, the grievant may, within seven (7) work days from the receipt of this response, file a written appeal to the City Manager. Within ten (10) work days of receipt of the written appeal, the City Manager or designee shall investigate the grievance, which shall include a meeting with the grievant, and give a written response to the grievant, which shall be final and binding, except as provided, below, in CONFIRMABLE ARBITRATION. GENERAL PROVISIONS 1. The time limits set forth herein above are to be strictly followed. Time limits may be waived by mutual agreement. 2. If a grievant fails to carry his/her grievance forward to the next level within the prescribed time period, the grievance shall be considered denied. 3. If the original grievance is modified at any step, it shall be considered a new grievance and must be re-filed, treated as a new grievance and subject to all procedural considerations, unless, modified in writing by mutual consent of the parties. 4. If a supervisor or manager fails to respond with an answer within the given time period, the grievant may appeal to the next higher level. 5. The grievant may be represented by a person of his/her choice at any formal level of this procedure. 6. Formal levels may be waived by mutual consent of the parties. 7. If the grievant is not represented by the Association, the Association shall be notified of a settlement proposed at any written level of the procedure which is acceptable to both the grievant and the City prior to the settlement being finalized. The purpose of this step is to allow the Association to state its position for the record. If the Association does not provide a written response within seven (7) work days after notification, such opportunity shall be considered waived, and the proposed settlement shall be implemented and the matter closed. 8. Although grievances will normally be filed at the first level, the parties recognized that certain grievances, due to their nature, should be more appropriately filed at a higher level. The parties therefore agree that grievances should be filed at the lowest level wherein the incumbent has the authority to resolve such grievance. 9. By mutual agreement of the parties, a grievance may revert to a previous level of the procedure. IMMEDIATE ARBITRATION 1. If the Association reasonably believes the City has violated or is threatening to violate this MOU in a m...

Level 5. Employees employed by the Employer on or after the 9th December 2007 with the appropriate level of training, including a supervisory course, who are appointed by the Employer to train, supervise and co-ordinate the work of kitchen, bar and/or restaurant Employees including maintenance of service and operational standards, preparation of operational reports and preparing staff rosters or an Employee who has the appropriate level of training including a supervisor's course and trains and co-ordinates the work of front office and/or other staff.