Office of Human Resources. If the grievance is not resolved in Step 2, and the Bargaining Unit member wishes to proceed to Step 3, the Bargaining Unit member shall, present the written grievance to the Manager of Labor Relations for the University (or designee) fourteen (14) calendar days from receipt of the Step 2 answer. The Manager of Labor Relations for the University (or designee) shall investigate and respond, in writing, to the Bargaining Unit member within fourteen (14) calendar days following the presentation of the grievance to Step 3.
Office of Human Resources. The coordination of the process will be the responsibility of the Office of Human Resources.
Office of Human Resources. S:\Shared Stuff\Forms\2021 Health Plan Waiver.doc
Office of Human Resources. Offers of “Acting” in higher classification assignments in the bargaining unit will be rotated on the basis of site seniority among bargaining unit employees who are qualified to perform the work. Employees may be removed from the rotation list and/or assignment for reasons of inadequate job performance or job related conduct pursuant to section 8.4. Such removal is not subject to the grievance procedure. As a general guideline, rotation among qualified and available bargaining unit members who have completed the application process will normally be applied every three (3) calendar months. Employees applying for a temporary out-of-class assignment must meet the minimum qualifications for the position posted, must have satisfactory conduct and performance in the current position.
Office of Human Resources. All educational programs conducted by The Ohio State University College of Food, Agricultural, and Environmental Sciences are available to clientele on a nondiscriminatory basis without regard to age, color, creed, disability, gender identity or expression, national origin, race, religion, sex, sexual orientation, or veteran status.
Office of Human Resources. The Human Resources Office of the MCIU is dedicated to the hiring and retaining of high quality staff to support the needs of students throughout Xxxxxxxxxx County. The Office Director, Xxxx Xxxx, brings over 25 years of HR experience, including the past 18 years working in the Education field. The Assistant Director, Xx. Xxxxxx Xxxxxxx, also brings over 13 years of HR experience, including the past 5 years working in the Education field. With the leadership of these two experienced HR professionals, the MCIU is very well equipped to support the District operations.
Office of Human Resources. 4.2.1 The Chief Human Capital Officer is responsible for the following:
(a) Certifying that a position requires a licensed medical professional, in consultation with the Office of Health Services (OHS);
(b) Certifying that the PCA is necessary for the purpose of recruiting and retaining a high- qualified physician;
(c) Recommending each Physician position's category and subcategory, in consultation with OHS, to the Director for approval;
(d) Approving any MS 623 Attachment B – Physician Comparability Allowance Service Agreement (Service Agreement), in accordance with the Plan, for approved categories and subcategories;
(e) Approving and issuing an individual payment authorization for a PCA; and
(f) Determining conditions under which repayment of any PCA may be waived while approving or rejecting requests for such a waiver, in consultation for Office of the Chief Financial Officer (OCFO).
4.2.2 The Office of Human Resources is responsible for the following:
(a) Determining, in consultation with OHS, the allowable PCA amount in accordance with the Plan;
(b) Determining a physician position's eligibility for a PCA based upon employment data certified by HR;
(c) Ensuring, before issuance of an SF-50 – Notification of Personnel Action, that the Service Agreement is signed by the physician, an approved PCA request is signed by the Chief Human Capital Officer; and a payment authorization is signed by the Chief Human Capital Officer.
(d) Directing the initiation of an SF-52 – Request for Personnel Action to terminate a PCA due to the failure of the physician to fulfill their Service Agreement. If it is determined that the physician must refund any amount to the Peace Corps, the SF-52 will include the following statement, "The employee is obligated to repay the U.S. government for a debt incurred by non-completion of a PCA agreement."
Office of Human Resources. Level 2 If resolution of the grievance through informal discussion under Subsection 1 immediately above is not achieved within ten (10) school days of the presentation of the grievance, the aggrieved party may submit a formal written grievance to the District’s Assistant Superintendent for Human Resources, or her/his designee, within ten (10) school days of the last date for resolution at Level 1. The Assistant Superintendent for Human Resources or her/his designee will review the grievance, conduct a meeting with the aggrieved party and the Association, if she/he or the Association deems such a meeting appropriate, and render a written decision to the aggrieved party and the Association not later than ten (10) school days after receipt of the formal grievance.
Office of Human Resources. To: Xx. Xxxxx Xxxxxx, President, MCC Board of Trustees From: Xxxx Xxxx, PhD, PHR, SHRM-CP Date: 2/28/2020 Re: Memorandum of Understanding: Online Personnel Terminology President Xxxxxx, On May 8, 2019, the negotiation teams for the MCC-NEA and Administration met and agreed to update terminology in the approved collective bargaining agreement, per this memorandum.
Office of Human Resources. The University of Texas at Arlington 0000 X. Xxxxxxxx St., Ste. 213 Arlington, TX 76019 T 000-000-0000 F 000-000-0000 xxx.xxx/xx Is the work performed in this role considered occasional and sporadic? ☐ Yes ☐ No Is the work performed in this role considered occasional and sporadic? ☐ Yes ☐ No It is agreed that the employee identified on this form will be employed in a dual employment arrangement with the University of Texas and another State of Texas Agency. The work hours of the primary and secondary employment within the University of Texas System my have to be combined for overtime purposes in accordance with UT Arlington policies and applicable state statutes. Any employee, whether exempt or non-exempt under the provisions of the Fair Labor Standards Act, may accept additional employment with another department, unit, or component of the University of Texas System, provided the employee obtains the advance approval of the head of both the current department or unit and the employing department or unit. This approval is necessary to assure proper coordination of payment for employment when more than one department is involved. Do not start the employee before all paperwork has been approved and successfully completed. The secondary employment will not interfere with nor conflict with the employee’s primary position and responsibilities. If Human Resources determines that overtime payments will be required under federal law for the total combined hours worked over 40 in a work week, the department(s) will coordinate work hour totals to assure compliance with any overtime requirements. The overtime rate is one and one-half times the regular rate of the highest paid position in which the employee is working and is usually paid by the department of the secondary employment. Both departments will need to collaborate and determine which department will be in charge of paying overtime, if earned. Human Resources will not make this determination. Signature of Employee Date Signature of Department Head or Designee of Primary Department Date Signature of Department Head or Designee of Secondary Department Date
