PROBLEM SOLVING PROCESS. 1) At the time the workload issue occurs, discuss the matter within the Unit/Floor to develop strategies to meet resident care needs using current resources. Using established lines of communication, seek immediate assistance from an individual identified by the Employer (e.g. Charge Nurse/Assistant Director of Care/Director of Care/Administrator) who has responsibility for timely resolution of workload issues.
PROBLEM SOLVING PROCESS. It is agreed and understood that problems should be resolved at the building’s lowest administrative level to find equitable solutions to problems which may from time to time arise. Both parties agree that the problem solving process will be kept informal and confidential as appropriate at any level of the procedure. All certified employees and administrators are encouraged to have professional individual conversations with one another in an attempt to resolve the situation(s). However, any party of interest may be represented at any and all stages of the problem solving process by a person of his/her own choosing, except that (s)he may not be represented by a representative or an officer of any competing organization. When a certified employee is not represented by the Association, the Association shall have the right to be present and to state its views at all stages. It is further agreed that at the beginning of each school year the building administrators and the Association Representatives (ARs) will review and become comfortable with all of the language around the problem solving process. This review will be followed up by a formal review of all of the problem solving language with the entire building staff. This review at the local level will be conducted jointly by the building principal and the building ARs.
PROBLEM SOLVING PROCESS a. If a special educator feels his/her work load is above the range established by the District Workload Committee, he/she contacts a District Workload Committee Representative to review his/her data within 10 working days from date of workload range publication or when a change in a special educator’s workload exceeds the range.
PROBLEM SOLVING PROCESS a. A Problem-Solving Process shall be for the purpose of providing a forum for concerns to be discussed for possible resolution and shall be exercised prior to the initiation of any formal grievance procedure. If the concern is a MOU violation it may be grievable. The participants present in the forum shall be specific to the concern. While no specific number of participants will be indicated, it is understood that a representative balance of viewpoints is desirable. The aggrieved’s accompanying TSD employee may include but is not limited to the building AR, teaching partner, or representative from the Member Rights committee. The principal’s accompanying other member of the administrative staff may include but is not limited to another principal, assistant principal, or district coordinator. This reinforces that problem-solving should be handled by the people closest to the problem, if possible, but still allows for involvement by TEA and district leadership if necessary.
PROBLEM SOLVING PROCESS a. A Problem Solving Process shall be for the purpose of providing a forum for concerns to be discussed for possible resolution and shall be exercised prior to the initiation of any formal grievance procedure. If the concern is a MOU violation it may be grievable. The participants present in the forum shall be specific to the concern. While no specific number of participants will be indicated, it is understood that a representative balance of viewpoints is desirable.
PROBLEM SOLVING PROCESS. It is the intent of the parties that a collaborative problem-solving process shall be utilized when issues exist that are neither subject to the grievance nor formal complaint process. If a member has a problem that needs to be solved, they may work with the building representative to do the following:
PROBLEM SOLVING PROCESS. 7-1 The purpose is to resolve issues that affect student and staff well-being, safety and health or positive work environment within a reasonable amount of time as determined by the process.
PROBLEM SOLVING PROCESS. As a of a joint review of an alternate problem solving process by both parties, it is agreed that a issue be to the other party using an Issue Assessment Record. Both parties w i l l work jointly to resolve the issue which may involve up to two steps. The first step w i l l involve additional resource persons and to a of ten days, or a date as otherwise agreed to both parties, to determine if the matter can be resolveld at that stage. If the issue has not been resolved within the agreed time, the matter be submitted et the final Step of the Grievance Procedure. Following this a meeting w i l l be held involving senior management and members of the union executive to determine the outcome. Hatters not resolved in this process be to Arbitration under the respective Article in this Agreement. This problem solving process continue on a basis for the duration of the Agreement and may discontinued at the expiration of the Collective Agreement by either party. The above described process may discontinued by either party with a of calendar days written notice.
PROBLEM SOLVING PROCESS. 7-1 The purpose is to resolve issues that affect student and staff well-being, safety and health or positive work environment within a reasonable amount of time as determined by the process. Before using this process, an attempt shall be made by the SEA staff member to resolve issues with the staff members and/or administrator who are closest to the problem. After this attempt has been made, an SEA member may choose to continue to step 2 in order to solve the problem.
PROBLEM SOLVING PROCESS. The Problem Solving Process can be initiated by either the Union or the Company and flows through any or all of four (4) procedures:
