Option II. The eligible employee may purchase an amount equal to twice the core at the employer's group rate. The employee shall be subject to and responsible for any and all taxes on the premium amount as determined by the IRS.
Option II. If an employee does respond to the department head either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194, within 7 calendar days of the supervisor's/department head's written notice-of-intent-to-discipline memorandum, the department head, as he/she deems appropriate, shall implement, modify, or not implement the disciplinary action based upon his/her review of available pertinent written and oral input and shall notify the employee of said decision.
Option II. Option II is available to all Permanent Unit Members with at least three years of teaching experience in the District and have “met Standards” during the prior evaluation. Option II may be available to evaluatees who “partially met” standards based on the prior evaluation with administrative approval. Once Option II has been approved, evaluatees shall select the plan (See List of Option II Plans). Feedback will be provided on all six Teaching Standards in the evaluation. Within forty-five calendar days following the first day of school, the Permanent Unit Member will meet with the site administrator to set goals and to establish an evaluation plan, based on the California Standards for the Teaching Profession. The timeline may encompass one year or two years by mutual agreement of the Unit Member and the site administrator. If the evaluation encompasses two successive years and Teaching Standards are met, then the Unit Member will have at least a one-year interim prior to the next evaluation. The administrator and Unit Member will agree upon the method or project to be completed. Prior to the Permanent Unit Member’s evaluation deadline, the Unit Member shall complete a Self-Evaluation Report describing the progress toward meeting established goals. Progress toward these goals shall be the primary basis for evaluation of the Unit Member. For each year that the plan encompasses, the Unit Member and administrator will complete the Evaluation Report, incorporating the Unit Member’s self- evaluation.
Option II. If an employee does respond to the City Manager, City Council, or designated representative either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194, within 7 calendar days of the City Manager's/City Council's written notice-of-intent-to- discipline memo, the City Manager, City Council, or designated representative, as he/she deems appropriate, shall implement, modify, or not implement the disciplinary action based upon his/her review of available pertinent written and oral input and shall notify the employee of said decision.
Option II. Supervising administrators and employees shall involve themselves in a self-directed plan for the employee in years when this option is selected in accordance with Section 3 above.
A. Supervising administrators and employees shall meet during the first six weeks of the school year to discuss and reach agreement on work related goals for that employee for the year.
B. The employee shall work on those goals during the year, and shall report to the supervising administrator at least once before the end of the first semester and once before May 1st of the year on progress towards those goals. Such reports may either be oral or in writing.
C. During May, the supervising administrator and employee shall meet to review the progress towards meeting the year's goals and discuss possible goals for the following year.
D. Any records of this activity will be submitted to the employee's personnel file as a record of their evaluation.
E. Child care administrators may provide informal commentary to continuing staff members on the evaluations criteria at any time.
Option II. If an employee does respond to the department head either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194, within 7 calendar days of the supervisor's written notice-of-intent-to-discipline memorandum, the department head, as he/she deems appropriate, shall implement, modify, or not implement the disciplinary action based upon his/her review of available pertinent written and oral input and shall notify the employee of said decision. An employee who is subject to a disciplinary action may submit an appeal within 10 calendar days following receipt of the department head's determination, as provided in item D. Right of Appeal, below. Nothing contained herein shall be construed to waive any rights an employee may have pursuant to California Government Code Section 3250, et seq. of the Firefighters Procedural Bill of Rights Act (FBOR).
Option II at least fifteen and one-half (15 ½) hours off duty between shifts, except in units or programs where the operations require staggered start and end times. In these units or programs the Employees shall have at least fifteen (15) hours off duty between shifts;
Option II. Decides to hereby establish a work programme for transparency readiness under the Subsidiary Body for Implementation to assist developing country Parties in preparing for implementation of Article 9 of the Agreement, which would include the following:
Option II. If Option II is exercised, the work to be performed under the Contract option (Reference Part I, Section B) shall be for a period of twelve (12) months (months twenty-five (25) through thirty-six (36)). OPTION III If Option III is exercised, the work to be performed under the Contract option (Reference Part I, Section B) shall be for a period of
Option II. The employee will leave their stipend with the District to fund insurance coverage. Any balance of unused funds will be paid to the employee as income after their 65th birthday or when they qualify for Federal Social Security Medicare coverage, whichever is earlier. The remaining payment will be made in the fiscal year following that date. It is the employee’s responsibility to notify the District of any changes to their personal insurance coverage needs and to notify the District when they becomes 65 or qualify for Federal Social Security Medicare coverage.
