Level I Within Sample Clauses

Level I Within ten (10) days after the informal conference, if there is no satisfactory settlement of the grievance, the grievant must present the grievance in writing to the immediate supervisor on the District Grievance Form. The immediate supervisor shall communicate a decision to the grievant in writing within ten (10) days after receiving the grievance. If the immediate supervisor does not respond within the time limits, the grievant may appeal to the next level. Within the above time limits, either party may request a personal conference.
Sample 1
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Level I Within twenty (20) days after grievant knew or should have known of the occurrence upon which the grievance is based, the grievant shall present the grievance in writing on a form mutually agreed upon provided by the District to the appropriate manager. Grievance forms shall be available at all work sites. The statement shall be a clear, concise statement of the circumstances giving rise to the grievance, the date of the occurrence, citation of the specific Article, section and paragraph of this agreement that is alleged to have been violated, the decision rendered at the end of the informal conference, and the specific remedy sought. The statement shall be signed and dated by the grievant. Either party may request a conference to discuss the written grievance. The manager shall communicate his/her decision to the grievant in writing within ten (10) days after receiving the grievance. By mutual agreement between the Association and Superintendent Designee a grievance may be initiated at Level II when resolution of the grievance would be beyond the control of the Level I manager.
Sample 1
Level I Within twenty (20) days after the occurrence or knowledge of the act or omission giving rise to the grievance, the grievant must present such grievance in writing on the appropriate form to the immediate supervisor. This statement shall be a clear, concise statement of the grievance, the circumstances involved, the decision rendered at the informal conference, and the specific remedy sought. The immediate supervisor shall communicate a decision to the employee in writing within ten (10) days after receiving the grievance.
Sample 1

Related to Level I Within

  • Level IV a. If the grievant is not satisfied with the disposition of his/her grievance at Level III, he/she may file the grievance within five (5) days of the Level III response for transmittal to the Board.

  • Level I If the grievance is not resolved through informal discussions, the supervisor shall give a written decision on the grievance to the parties involved within ten (10) days after receipt of the written grievance.

  • Level II In the event the grievance is not resolved in Level I, the decision rendered may be appealed by the Union to the Superintendent of schools, provided such appeal is made in writing within (20) twenty days in person after receipt of the decision in Level I. If a grievance is properly appealed by the Union to the Superintendent, the Superintendent or designee shall set a time to meet regarding the grievance within fifteen days after receipt of the appeal. Within (20) twenty days after the meeting, the Superintendent or designee shall issue a decision in writing to the Union.

  • Level III In the event the grievance is not resolved in Level II, the decision rendered may be appealed to the School Board, provided such an appeal is made in writing within ten (10) days after receipt of the decision in Level II. If a grievance is properly appealed to the School Board, the School District shall hear the grievance within twenty (20) days after the receipt of the appeal. Within twenty (20) days after the meeting the School Board shall issue its decision in writing to the parties involved. At the option of the School Board, a committee or representative(s) of the School District may be designated by the School Board to hear the appeal at this level, and report its findings and recommendations to the School District. The School District shall then render its decision.

  • Level 4 An Employee at this level performs work above and beyond the skills of an Employee at Level 3.

  • 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.

  • Level Four Arbitration

  • Sector Sub-Sector Industry Classification Level of Government Type of Obligation Description of Measure Source of Measure All sectors : : - : Central : National Treatment Senior Management and Board of Directors : National Treatment and the Senior Management and Board of Directors obligations shall not apply to any measure relating to small and medium sized domestic market enterprise2. Foreign equity is restricted to a maximum of 40% for domestic market enterprises with paid-in equity capital of less than the equivalent of USD 200,000 Note: Members of the Board of Directors or governing body of corporation or associations shall be allowed in proportion to their allowable participation or share in the capital of such enterprises. : -1987 Constitution of the Republic of the Philippines. - Foreign Investments Act of 1991 (R.A. No. 7042, as amended by R.A. No. 8179). -Presidential and Administrative Issuances. ∞ 2 The concept of a small and medium sized domestic market enterprise is an enterprise with paid in equity capital of less than the equivalent of USD 200,000.00.

  • Level Five Binding Arbitration (Any grievance filed on or after July 1, 2006)

  • 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.

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