Process and Procedure. A. All chapters may apply for USU recognition via the Annual Student Organization Recognition Application (ASORA).
1. Upon meeting the RSO eligibility requirements and fully executing this Relationship Agreement, the chapter will then be granted the rights and privileges of an RSO. Any ASORA that is not approved by the FSA will be sent to the Council of Advisors for additional review.
2. Chapters who choose not to apply or do not receive recognition will not receive the benefits listed in Section II.
Process and Procedure. By April 10, 2017, the University will provide written communication to all staff working in the Office of Accessibility, Resources and Services (OARS). The communication will inform staff of the following: • Prior to determining that a requested accommodation is a fundamental alteration of an essential major requirement, it is the responsibility of OARS staff to convene a group of people who are trained, knowledgeable and experienced in the academic area and to facilitate a careful, thoughtful and rational review of the academic program and its requirements. • OARS staff must ensure that the decision-makers consider a series of alternatives for the essential requirements, as well as whether the essential requirement in question can be modified for a specific student with a disability. • OARS staff is responsible for communicating the outcome of the review and any proposed alternatives to the student who requested the accommodation. A copy of this communication will remain on file and will be provided to any newly hired OARS staff as part of their onboarding process.
Process and Procedure. (a) It is recognised by each party to this Agreement that the agreed salary increases place a significant and long term, financial commitment on the Employer. It is further recognised that there may be unforeseen events or circumstances beyond the control of the Employer (e.g. sharp or steady decline in enrolments, change in funding, etc) which may, at some stage during the life of this Agreement, seriously impact on the Employer's ability to pass on the salary increases outlined in this Agreement.
(b) It is agreed that should an Employer become aware of events or circumstances which seriously impact on their ability to pay a salary increase or increases they shall immediately notify Employees to declare to declare an event of unforeseen hardship and to arrange urgent discussions with Employees or their nominated representative(s). In such circumstances the Employees or their nominated representatives are entitled to a full and xxxxx assessment of the situation from the Employer, including:
(i) Events or circumstances threatening the salary increase or increases.
(ii) Full details of any relevant financial data, including any information relevant to the Employer's capacity to pay.
(iii) Details of the proposed actions of the Employer to address the situation.
(c) The parties are obliged to attempt to resolve the matter in good conscience, and to seek an outcome which is both timely and does not place an excessive burden on either the Employees or the Employer (including minimising the impact on the operational needs of the School and students).
Process and Procedure. 1 2.2 PROBLEM TRACKING SYSTEM......................................... 1 2.3
Process and Procedure. 3.1 The JNCC will act as the primary College forum for discussion, consultation and negotiation (collective bargaining), as appropriate, on policies, service changes, strategies, initiatives, and terms and conditions of employment affecting College employees. The Management side members of the JNCC will be empowered by the College to negotiate on its behalf and the Trade Union members of the JNCC will be empowered by their Union Executives and members to negotiate on their behalf.
3.2 Collective bargaining disputes that cannot be resolved at the JNCC will be managed through the Collective Bargaining Disputes process outlined within paragraph 11 of the College Recognition and Partnership Agreement.
3.3 The JNCC will receive reports each term from any JNCC sub committees that are in operation.
3.4 The JNCC will provide a termly report on its business to the SJC.
3.5 A member of the HR team will be appointed to act as Secretary to the Committee.
3.6 The JNCC shall normally meet once a term on dates to be published in the College Calendar, provided that there is business to transact. Meetings may be held more frequently if circumstances require this and all parties agree.
3.7 The agenda and associated documents will be circulated no later than 5 working days in advance of the meeting
3.8 All items of discussion and all documentation must be submitted to the PA to the Director of HR a minimum of 10 working days in advance of the meeting.
3.9 All agreements will be made in writing and signed by the College and Trade Union leads.
3.10 The minutes of the JNCC will be published in accordance with College Committee practice except in the case of matters that are deemed to be confidential or commercially sensitive, in which case the content will be reserved or redacted as necessary at the discretion of the Committee Chair.
Process and Procedure. Evaluation is recognized as an ongoing process. If either party seeks changes to the evaluation tool, these changes will, upon mutual agreement, be finalized for implementation as agreed to by the parties or it will become effective the first October after the parties reach agreement. Non-probationary administrators shall be formally evaluated once every two years. Probationary administrators shall be formally conferenced at least twice each year. The evaluation timelines will be followed: August - September Informational meeting with administrators By October 1st Pre-evaluation conference (individual meeting) October – May Formal and informal observations By December 1st First conference with probationary administrators By December 15th Interim report By March 15th Post-evaluation conference and signatures for probationary administrators who are summarized as “Unsatisfactory” or “Satisfactory.” By June 1st Post-evaluation conference and signatures for non-probationary administrators who are placed on a program of assistance. By June 15th Post-evaluation conference and signatures for non-probationary administrators who are summarized as “Satisfactory.” The evaluation shall be based on the total job responsibilities and items described in the administrator's goals. Administrators will be asked to set their professional improvement goals using Leading Learning Communities: Standards for What Principals Should Know and Be Able to Do reference book. Goals can be written in the administrator’s own words or by using language directly from the text. The standards and strategies for each goal will be identified on the Goal Setting and Action Plan Worksheet. These goals with their action plan will be considered the administrative evaluation Individual Development Plan for the evaluation year.
Process and Procedure. In the event of a violation of these rules, the Board may bring an action for declaratory relief with the Federal Communications Commission (FCC) or any court having jurisdiction over the matter. The Association may be entitled to fines, reasonable attorneys’ fees and costs and expenses if these rules are found to have been violated and if the unit owner or resident does not correct the violation within twenty-one (21) days of the finding of a violation. In addition, the Board may seek injunctive relief.
Process and Procedure. In the event of a violation of these rules, the Owner may bring an action for declaratory relief with the Federal Communications Commission (FCC) or any court having jurisdiction over the matter. The Owner may be entitled to fines, reasonable attorneys’ fees and costs and expenses if these rules are found to have been violated and if the Resident does not correct the violation within twenty-one (21) days of the finding of a violation. In addition, the Owner may seek injunctive relief.
Process and Procedure. Notwithstanding any other provisions of the Agreement to the contrary, the Parties agree as follows: Job Bank Assignment
Process and Procedure. Ohio Revised Code 3319 requires observation of the teacher being evaluated, including at least two formal observations by the evaluator of at least thirty minutes each and classroom walkthroughs.
1. There will be a pre and post conference for each formal observation.
2. Each teacher will be provided a written report of results from the teacher evaluation with a summative final rating as provided by the Ohio Revised Code.
3. Walkthroughs will be at the discretion of the Administration.
