Level 6. If the Employee is not satisfied with the disposition of the grievance at Xxxxx 0, the Association may, within ten (10) days after the decision of the Superintendent, request arbitration by giving a written notice to the Employer. The Association and Employer will attempt to select an ad hoc arbitrator and, if unable to make a mutual selection, the arbitrator shall be selected by the American Arbitration Association in accordance with their Rules and Procedures. The decision of the arbitrator shall be final and conclusive and binding upon Employees, the Board and the Association.
Level 6. An Employee at this level performs work above and beyond the skills of an Employee at Level 5.
Level 6. If the Employee is not satisfied with the disposition of the grievance at Level 5, the Association may, within ten (10) days after the decision of the Superintendent, request arbitration by giving a written notice to the Employer. The Association and Employer will attempt to select an ad hoc arbitrator and, if unable to make a mutual selection, the arbitrator shall be selected by the American Arbitration Association in accordance with their Rules and Procedures.
1. The decision of the arbitrator shall be final and conclusive and binding upon Employees, the Board and the Association.
2. Powers of the arbitrator are subject to the following limitations:
a. He/she shall have no power to add to, subtract from, disregard, alter or modify any of the terms of this Agreement.
b. He/she shall have no power to establish wage rates or to change any wage rates.
c. He/she shall have no power to decide any questions which, under this Agreement, is within the responsibility of the management to decide. In rendering decisions, an arbitrator shall give due regard to the responsibility of management and shall so construe the Agreement that there will be no interference with such responsibilities, except as they may be specifically conditioned by this Agreement.
d. He/she shall have no power to change the content of an Employee’s evaluation, nor may he/she decide any matter regarding the denial of tenure to a Employee or to his/her placement on a third year of probation.
3. After a case on which the arbitrator is empowered to rule hereunder has been referred to him/her, it may not be withdrawn by either party except by mutual consent.
4. If either party disputes the arbitrability of any grievance under the terms of this Agreement, the arbitrator shall have no jurisdiction to act until the arbitrator has first ruled upon the arbitrability of the grievance. In the event that a case is appealed to the arbitrator on which he/she has no power to rule, it shall be referred back to the parties without decision or recommendation on its merits.
5. More than one grievance may not be considered by the arbitrator at one time except by mutual written consent.
6. The cost of arbitration shall be borne equally by the parties except each party shall assume its own cost for representation including any expense of witnesses.
7. At arbitration, neither party may raise new defenses or grounds not previously raised or disclosed.
Level 6 a. In the event an employee is dissatisfied with the determination of the Board, s/he shall have the right to appeal the grievance to the next level. Notice of intention to proceed to binding arbitration shall be made no later than fifteen
Level 6. (1) Elementary School Teacher's Certificate or Basic Teaching Certificate or equivalent as recognized by the Ministry or Hillel Academy, OR
(2) Level 5 requirements plus five university courses or five Ministry courses or any combination of five Ministry and university courses. OR
(3) Elementary School Teacher's Certificate, Standard 4, or equivalent as recognized by the Ministry or Hillel Academy,
Level 6. (i) An employee in a position at this level performs work above and beyond the skills of an employee in a position at level 5, demonstrating work of a professional nature.
(ii) Principal characteristics at Level 6 are as follows:
(a) An employee at this level works under limited guidance in accordance with a broad plan or strategy.
(b) When supervising others responsibility and accountability is exercised within defined parameters, either for the supervision and monitoring of the work of employees of a lower level or for a defined work function.
Level 6. 8.7.1 Employees at this level may have satisfied the training requirements of Level 5 and, where required to supervise other employees, have completed the prescribed standard of training in supervision.
8.7.2 Employees are required to perform work above and beyond the skills of a Level 5 employee.
8.7.3 Indicative duties include: • specialised cooking, butchering, baking, pastry cooking; may supervise the operation of a section and/or other cooks and kitchen staff; menu planning; • control of an office and other clerical employees, responsible for the preparation and analysis of overall financial and statutory reports, budgeting; control of a substantial clerical function, such as the work of administering the payroll system of a club including knowledge, interpretation and application of complex legislative and/or Agreement provisions and requirements; specialised purchasing duties, including evaluation of suppliers and negotiations of purchasing conditions; • substantial accounting duties where the employee is required to have or has attained all or most of the formal accountancy qualifications; • supervision, training and co-ordination of large numbers of subordinate staff (including Level 5 employees), responsibility for their efficient allocation and control; undertaking budgeting, staff costing and operational reporting; staff recruitment and induction.
Level 6. An Employee in a position at Level 6 performs work above and beyond the skills of an employee in a position at Level 5. The characteristics of the position are identified as follows:
(a) The Employee works under limited guidance in accordance with a broad plan or strategy;
(b) The Employee’s responsibility and accountability is exercised within defined parameters, either for the supervision and monitoring of the work of employees of a lower level or for a defined work function;
(c) Competency at this level involves the development and application of professional knowledge in specialised area/s and utilising a broad range of skills, and involves the delivery of professional services within defined accountability levels. Competencies are normally applied independently and are substantially non-routine;
(d) The Employee may operate individually or as a member of a team;
(e) Significant discretion and judgment is required in planning and design of professional, technical or supervisory functions related to services, operations or processes;
(f) The Employee is expected to plan his or her own professional development, and such increased knowledge relevant to the position held will be applied to the work situation.
(g) Formal qualifications at degree level are required.
Level 6. Employees appointed by the Employer to manage the operations of the Restaurant and perform duties, including, but not limited to supervising, training and co-ordinating Employees, preparing rosters to meet trading requirements efficiently and economically, opening and closing of the Restaurant, preparing operational reports, development of procedures, menu planning, staff induction and other duties as directed or Employees who perform Level 5 duties and in addition are appointed by the Employer to train and supervise other kitchen and cook Employees.
Level 6. Employees shall be graded at this level where the principal characteristics of their employment, as determined by the employer, are identified as follows:
