Procedure Steps. ITG’s fair value model (FVM) will be used for all international equity securities in Federated Funds. The fair value procedure will be implemented when a significant (i.e. 0.5% or greater) change in either of two fair value triggers occurs. BNY will monitor the triggers on a daily basis as follows:
a) The first trigger incorporates two Nikkei 225 futures contracts (Bloomberg codes: NIA Index and NXA Index). The former is the most recent contract trading in Singapore and the latter is the most recent contract trading in Chicago. The starting point for this trigger is 1:00 AM EST/2:00 AM EDT (or the print closest to 1am/2am) using the Singapore contract, and the closing point is measured at 4:00 PM EST/EDT (or the print closest to 4pm) using the Chicago contract. The following chart details the appropriate triggers in the event one or more of the above markets is closed. Singapore (NIA Index) / Chicago (NXA Index) Japanese Stock Market Open / Open Open / Closed Closed / Open Closed / Closed Open NIA/NXA (from 1-2am to 4PM); 1-2am depending on Japanese close GLOBEX S&P 500 (from Japanese close to 4 PM) - Symbol SPA Index or ESA Index NXA (from 4AM to 4PM) GLOBEX S&P 500 (from Japanese close to 4 PM) - Symbol SPA Index or ESA Index Closed NXA (from prior day’s 4PM to current 4PM) GLOBEX S&P500 (from prior day’s 4PM to current 4PM) - Symbol SPA Index or ESA Index NXA (from prior day’s 4PM to current 4PM) GLOBEX S&P 500 (from prior day’s 4 PM to current 4 PM) - Symbol SPA Index or ESA Index
b) The second trigger captures the move of the S&P 500 from 11:30 AM EST/EDT (1st print of the 11:30am SPX Index QR screen in Bloomberg) to 4:00 PM EST/EDT (Bloomberg SPX Index QR screen printed a few minutes past 4:00pm, but no later than 4:05pm). Copies of the daily screen printouts used above in a) and b) will be maintained by BNY. BNY will call the GET (see Exhibit I for current list of contacts) by 4:15 PM EST/EDT to have them indicate whether or not FVM is to be activated. If both or either trigger is met, and the GET decides NOT to activate FVM, the GET will advise BNY not to activate FVM and will provide a reason for the decision that was made. BNY must document the reason in the ITG FVM Log sheet. The GET may also monitor the triggers throughout the course of the day as they perform their normal trading activities. Although BNY is responsible for monitoring the triggers, if the GET notices that the triggers have been met and BNY has not called to activate FVM by 4:30...
Procedure Steps. A grievance shall be resolved in the following manner:
Procedure Steps. A. Teacher - Supervisor Informal Conference The parties hereto acknowledge that it is most desirable for a teacher(s) and the immediately involved supervisor to resolve problems through free and informal discussion. The teacher and his or her immediate supervisor shall attempt to resolve the grievance through informal verbal discussion.
B. Teacher – Supervisor Formal Conference (Step I) If the grievance cannot be resolved informally, the grievant shall present the grievance in writing (forms shall be available at each building) to the immediately involved supervisor within twenty-five
Procedure Steps. 5.4.1 Step One: Within 30 days following the evaluation, the Professional Employee will meet with their evaluator, present evidence, and discuss any and all disagreements involving the evaluation. He/She may have an Association Representative at this meeting.
5.4.2 Step Two: If the Professional Employee is not satisfied with any/all changes to His/Her evaluation, He/She may request a formal letter outlining the areas of disagreement and justification for specific scores/rankings that go further into detail than any/all statements on the evaluation in question. This response should also include specific evidence that the evaluator would like to see in order for the Professional Employee to receive an improved score/ranking. The evaluation by the immediate supervisor shall be given within ten (10) workdays of the request.
5.4.3 Step Three: If the Professional Employee is not satisfied after step one and two have been completed, then the Professional employee may appeal to the evaluator’s immediate supervisor. The Professional Employee will provide any/all evidence that has been previously submitted. The evaluation by the immediate supervisor shall be given within ten (10) workdays of the request.
Procedure Steps. Step 1 - An employee who has a grievance shall verbally present it to his supervisor within four
Procedure Steps. Step 1 - An employee who has a grievance shall verbally present it to his supervisor within four (4) working days of the alleged
Step 2 - The grievance shall be reduced to writing and signed by the employee and the committee person. The committee person shall present the grievance to the department head within five (5) working days from the verbal meeting. Within five (5) working days from receipt of the written grievance, the department head shall assign a grievance number, prepare a written response and return the grievance to the Union.
Step 3 - If the grievance is not satisfactorily adjusted at Step 2, the committee person will present a written response to the CEO or designated representative within five (5) working days of the receipt of department head’s response.
Step 4 - The CEO or designee will have five (5) working days after completion of Step 3 to prepare a written response and return the grievance to the Union. If the grievance is not satisfactorily adjusted, the Union will have five (5) working days to return the unadjusted grievance to the CEO.
Procedure Steps. Step 1 Within ten (10) working days of the time that the aggrieved employee knew, or reasonably should have known, of the grievance, the aggrieved employee shall present the grievance during non-teaching hours to the building principal. Within three (3) working days after presentation of the grievance, the building principal shall orally respond to the aggrieved employee.
Step 2 If the grievance is not resolved within three (3) working days of the oral response, it shall be submitted to the building principal in writing on the Grievance Report Form.
a. The grievance shall
1. Name the employee involved
2. State the facts giving rise to the grievance
3. Identify the specific provisions of this contract alleged to be violated
4. State the contention of the aggrieved employee with respect to the grievance, and
5. Indicate the specific relief requested
b. Within five (5) working days after receiving the written grievance, the principal shall communicate his response in writing to the aggrieved employee.
Step 3 If the grievance is not resolved in Step 2, the aggrieved employee may, within five (5) working days of receipt of principal’s written response, appeal to the superintendent by filing the grievance and the principal’s written response, along with any written response by the aggrieved employee to the response of the principal, with the office of the superintendent, which shall give receipt thereof. The superintendent, or his designated representative, shall respond in writing to the aggrieved employee no later than ten (10) working days after receipt of any written grievance property filed with the superintendent’s office.
Step 4 Within ten (10) working days after receiving the response of the superintendent, an appeal from the decision may be made to the Board of School Trustees of the Corporation in writing and/or in person in an executive session meeting with the Board of school Trustees of the Corporation (hereinafter referred to as “Board”).
Procedure Steps. 1. Any employee who has a grievance shall discuss it first with his Principal (or immediate supervisor or department head if applicable) in an attempt to resolve the matter informally at that level.
2. If, as a result of the discussion, the matter is not resolved to the satisfaction of the employee within five (5) school days, he shall set forth his complaint in writing to the Principal. The grievance shall include: • The specific provision(s) of the contract or board policy(ies) • The date of the action giving rise to the grievance • The date the grievance was filed • The nature of the grievance(s) allegedly violated • The remedy being sought The Principal shall communicate his decision to the employee in writing within ten (10) school days of receipt of the written complaint.
3. The employee may appeal the Principal’s decision to the Superintendent of Schools. The appeal to the Superintendent must be made in writing and must set forth the grounds upon which the grievance is based. The Superintendent shall request a report on the grievance from the Principal, shall confer with the concerned parties and, upon request, with the employee or Principal separately. He shall attempt to resolve the matter as quickly as possible, but within a period not to exceed ten (10) school days. The Superintendent shall communicate his decisions in writing, along with the supporting reasons, to his employee and Principal.
4. If the grievance is not resolved to the employee’s satisfaction, he may request a review by the Board of Education. The request shall be submitted in wiring through the Superintendent of Schools who shall attach all related papers and forward the request to the Board of Education. The Board, or a committee thereof, shall review the grievance, may hold a hearing with the employee, if requested, and render a decision in writing within thirty (30) calendar days.
5. Any grievance supported by the Association and not resolved to the satisfaction of the employee after review by the Board of Education, shall at the request of the Association be submitted to advisory arbitration agreeable to all parties.
Procedure Steps. 1. The initial submission of the grievance must be made no later than sixty (60) calendar days after the challenged event or after the time the employee should have known of the grievance. In all other cases, the grievance shall be untimely and the administration shall have no obligation to entertain the complaint. However, if the sixty
Procedure Steps. Initiate a lawsuit with the Court for the division of marital property. This can be done concurrently with a divorce or within three years from the marriage termination registration date (within the statute of limitations).
