Optional Informal Discussion Sample Clauses

Optional Informal Discussion. An employee is encouraged to discuss a workplace concern with their Department Head. The Open-Door Concept is for an employee and a Department Head to discuss workplace concerns together. The Open-Door Concept is an informal way of resolving problems early, preserving working relationships and promoting a productive work environment for all employees. To facilitate open communication and promptly resolve problems, employees are encouraged to bring any work-related questions or concerns to the attention of the Employer. The Employer welcomes such discussions because it allows the Employer to maintain a productive and harmonious atmosphere. Employees will not be subject to any adverse employment actions for raising good-faith concerns in a professional manner. Although any member of management may be contacted to discuss a problem or concern, the Employer recommends that employees try to resolve the situation first with their immediate supervisor, as that person is generally in the best position to evaluate the situation and provide an appropriate solution. If an employee is not satisfied with the supervisor’s decision, or the employee is uncomfortable discussing the issue with the immediate supervisor, the employee may go to the person that the immediate supervisor reports to. Concerns may be voiced verbally. The Employer will have fifteen (15) calendar days to provide a response for any issue raised through the Open-Door policy.
Sample 1Sample 2Sample 3See All (9)
AutoNDA by SimpleDocs
Optional Informal Discussion. An employee is encouraged to discuss a workplace concern with their supervisor. The Open-Door Concept is for an employee and a supervisor to discuss workplace concerns together. The Open-Door Concept is an informal way of resolving problems early, preserving working relationships, and promoting a productive work environment for all employees. To facilitate open communication and promptly resolve issues, employees are encouraged to bring any work-related questions or concerns to the Employer's attention. The Employer welcomes such discussions because it allows the Employer to maintain a productive and harmonious atmosphere. Employees will not be subject to any adverse employment actions for raising good-faith concerns. Although an employee may contact any supervisor to discuss a problem or concern, the Employer recommends that employees resolve the situation first with their immediate supervisor. That person is generally in the best position to evaluate the situation and provide an appropriate solution. Suppose an employee is not satisfied with their supervisor’s decision, or the employee is uncomfortable discussing the issue with their immediate supervisor. In that case, the employee may go to the person that the immediate supervisor reports to. The employee may voice all such concerns verbally. The Employer will have fifteen (15) calendar days to respond to any issue raised through the Open-Door policy. 21.5 Step 1 Grievance Presented in Writing to Administrator. A grievance regarding an employee’s termination must be filed at Step 1 within ten (10) calendar days of the discharge. Within thirty (30) calendar days after the employee knew or reasonably should have known of the cause of any grievance, an employee having a grievance, with the optional assistance of a Union representative, shall present it in writing to the Facility Administrator or authorized designee. The written grievance shall contain all of the following pertinent information: 1. the specific Article(s) of this Agreement alleged to have been violated; 2. a brief factual description of how the specific language of the identified Section(s) has been violated; 3. the date of each alleged violation of the identified Section(s); 4. the specific remedy requested for each alleged violation (i.e., if possible, describe how the grievant will be "made whole in every way"); 5. the reason the response in the previous step is not satisfactory when appealing a grievance to the next step; and 6. the nam...
Sample 1Sample 2Sample 3See All (7)
Optional Informal Discussion. An employee is encouraged to discuss a workplace concern with their Department Head. The Open-Door Concept is for an employee and a Department Head to discuss workplace concerns together. The Open- Door Concept is an informal way of resolving problems early, preserving working relationships and promoting a productive work environment for all employees. To facilitate open communication and promptly resolve problems, employees are encouraged to bring any work-related questions or concerns to the attention of the Employer. The Employer welcomes such discussions because it allows the Employer to
Sample 1Sample 2
Optional Informal Discussion. 55 21.5 Step 1 Grievance Presented in Writing to Administrator. 56 21.6 Step 2 Grievance Appeal 57 21.7 Optional Mediation. 57 21.8 Arbitration. 58 21.9 Grievance Procedure Summary Chart 61 ARTICLE 22 - SEPARABILITY 62 ARTICLE 23 - LABOR MANAGEMENT COMMITTEES 62 23.1 Statewide Labor Management Committee 62 23.2 Facility Labor Management Committee 63 23.3 No Authority to Change CBA 65 23.4 Enforcement 65 ARTICLE 24 - MUTUAL RESPECT AND DIGNITY 65 ARTICLE 25 - SAFETY AND TRAINING 66 ARTICLE 26 - NO STRIKE/NO LOCKOUT 67 ARTICLE 27 - SUCCESSORSHIP 68 ARTICLE 28 - SUBCONTRACTING 70 28.1 Sub-Contracting. 70 28.2 Insourcing. 70 28.3 Initial Sub-Contracting. 70
Sample 1Sample 2
Optional Informal Discussion. 63 21.5 Step 1 Grievance Presented in Writing to Administrator. 63 21.6 Step 2 Grievance Appeal 64 21.7 Optional Mediation. 65 21.8 Arbitration. 65 21.9 Grievance Procedure Summary Chart 69 ARTICLE 22 - DIGNITY & RESPECT 70 ARTICLE 23 - NEW JOB TITLES AND JOB CLASSIFICATIONS 70 ARTICLE 24 - SEPARABILITY 70 ARTICLE 25 - SUBSTANCE ABUSE 71 ARTICLE 26 - SAFETY AND TRAINING 71 26.1 Safe & Healthy Work Environment 71 26.2 Vaccines & Health Tests 71 26.3 Hands On Training. 71 26.4 Additional Training Programs 71 ARTICLE 27 - NO STRIKE/NO LOCKOUT 72 ARTICLE 28 - SUCCESSORSHIP 73 ARTICLE 29 - LABOR MANAGEMENT COMMITTEES 74 29.1 Statewide Labor Management Committee 74 29.2 Facility Labor Management Committee 76 29.3 No Authority to Change CBA 78 29.4 Enforcement 78 ARTICLE 30 - SUBCONTRACTING 79 30.1 Sub-Contracting. 79 30.2 Insourcing. 79 30.3 Initial Sub-Contracting. 79 30.4 Pre-existing Sub-Contracting. 79 30.5 Training of Account Managers 80 30.6 Memorandum of Agreement Between Union and Sub-Contractor. 80 ARTICLE 31 - SOLE AGREEMENT, MATTERS COVERED, AMENDMENT, STANDARDS PRESERVED, PREMIUM CONDITIONS 83 31.1 Sole Agreement 83 31.2 Matters Covered. 83 31.3 Amendment 83 31.4 Standards Preserved. 83 31.5 Premium Conditions 84 ARTICLE 32 – DURATION 84 SIGNATURES 85 Appendix A: Wage Tables Effective 10/1/21 Nursing Support staff 86 Appendix A: Wage Tables Effective 10/1/21 Facility Support Staff 87 Letter of Agreement (“LOA”) Mutual Agreement to Initiate a Pro-Rata Retention Bonus Sharing of Facility’s Medicaid Special Reimbursement Rate Program Revenue 88 Total Economic Package Formula per Central Table Agreement 91
Sample 1Sample 2
Optional Informal Discussion. 50 21.5 Step 1 Grievance Presented in Writing to Administrator 50 21.6 Step 2 Grievance Appeal 51 21.7 Optional Mediation 52 21.8 Step V – Arbitration 52 ARTICLE 22 - DIGNITY & RESPECT 56 ARTICLE 24 - LABOR-MANAGEMENT COMMITTEE 56 24.1 Statewide Labor Management Committee 56 24.2 Facility Labor Management Committee 57 24.3 No Authority to Change CBA 59 24.4 Enforcement 59 ARTICLE 25 - SAFETY & TRAINING 59 25.1 Safety Rules and Regulations 59 25.2 Equipment, Materials and Training. 59 25.3 Infectious Disease 59 25.4 Employer Paid Vaccines and Tests 60 25.5 Safe Equipment and Safe Conditions 60 25.6 Training for New Employees 60 25.7 Additional Training 60 ARTICLE 26 - NO STRIKE/NO LOCKOUT 60 ARTICLE 27- SUCCESSORSHIP 61
Sample 1

Related to Optional Informal Discussion

  • Informal Discussions Before a written grievance is submitted, informal discussions will take place between the aggrieved party, the principal or supervisor and Education Minnesota – OSSEO representative. Through these discussions the parties will attempt to resolve the problem. Subd. 2. Level I: If the grievance is not resolved through informal discussions, the aggrieved party may submit the grievance in writing to the principal or supervisor. A copy of such written grievance must simultaneously be filed with Human Resources. The Director, Human Resources will set a meeting date within five (5) days of receipt of the written grievance. The Director, Human Resources will give a written decision on the grievance to the parties involved within ten (10) days after the meeting. Subd. 3. Level II: In the event the grievance is not resolved in Level I, the decision rendered may be appealed to the superintendent of schools, provided such appeal is made in writing within five (5) days after receipt of the decision in Level I. If a grievance is properly appealed to the superintendent, the superintendent or designee will set a time to meet regarding the grievance within fifteen (15) days after receipt of the appeal. Within ten (10) days after the meeting, the superintendent or designee will issue a decision in writing to the parties involved. Subd. 4. 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 appeal is made in writing within five (5) days after receipt of the decision in Level II. If a grievance is properly appealed to the School Board, the School Board will set a time to hear the grievance within twenty (20) days after the receipt of the appeal. Within twenty (20) days after the meeting, the School Board will issue its decision in writing to the parties involved. At the option of the School Board, a committee or representative(s) of the School Board may be designated by the School Board to hear the appeal at this level and report its findings and recommendations to the School Board. The School Board will then render its decision.

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Discussion Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

  • Additional Information At our request, you will provide further documentation verifying the source of the money used to purchase the Note.

  • Existing Discussions The Company agrees that it will immediately cease and cause to be terminated any existing activities, discussions or negotiations with any parties conducted heretofore with respect to any Acquisition Proposal. The Company agrees that it will take the necessary steps to promptly inform the individuals or entities referred to in the first sentence of Section 6.2 (a) of the obligations undertaken in this Section 6.2 and in the Confidentiality Agreement. The Company also agrees that it will promptly request each Person that has heretofore executed a confidentiality agreement in connection with its consideration of acquiring it or any of its Subsidiaries to return or destroy all confidential information heretofore furnished to such Person by or on behalf of it or any of its Subsidiaries.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!