Purpose and Procedure. A. Good morale is maintained, whenever problems arise, by the sincere efforts of all persons concerned working toward constructive solutions in an atmosphere of courtesy, cooperation and good faith. The parties acknowledge that it is desirable for an employee and the employee’s immediate supervisor to informally resolve grievances. However, since all matters cannot be resolved satisfactorily in this manner, a formal process must be provided as an alternative. Thus, this formal grievance procedure has been developed as a means of securing, at the lowest possible administrative level, prompt and equitable solutions to those disputes not settled on an informal basis.
B. The parties agree that grievance proceedings shall be kept as informal and confidential as may be appropriate to any level of the procedure. Further, it is agreed that the investigation and processing of any grievance shall be conducted in a professional manner at such times as not to cause undue interruptions of established work schedules.
Purpose and Procedure. 1. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise. Both parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of this procedure.
2. The number of days indicated at each step shall be considered as a maximum and every effort shall be made to expedite the process. The failure of an employee, group of employees, or the Association to act on any grievance within the prescribed time limits shall constitute a waiver of the alleged grievance and shall act as a bar to further appeal. An administrator's failure to give a decision within the prescribed time limits shall permit the employee, group of employees or Association to proceed to the next step. The time limits may be extended by mutual agreement.
3. All grievances must be presented within fifteen (15) workdays from the date of occurrence of the event-giving rise to the grievance, or when the employee, group of employees, or the Association could reasonably have been aware of the grievance.
4. Any grievance not settled by the close of the school year shall be processed expeditiously, unless mutually agreed otherwise.
Purpose and Procedure. Good morale is maintained, whenever problems arise, by the sincere efforts of all persons concerned working toward constructive solutions in an atmosphere of courtesy, cooperation and good faith. The parties acknowledge that it is desirable for an employee and the employee’s immediate supervisor to informally resolve grievances. However, since all matters cannot be resolved satisfactorily in this manner, a formal process is provided as an alternative. This complaint resolution procedure has been developed as a means of securing, at the lowest possible administrative level, prompt and equitable solutions to those disputes not settled on an informal basis. This process will be as informal and confidential as practical to any level of the procedure. Further, the investigation and processing of any complaint or issues reviewed as part of this process shall be conducted in a professional manner at such times as not to cause undue interruptions of established work schedules.
Purpose and Procedure. This performance evaluation system is intended to facilitate communication and provide constructive feedback between supervisors and employees regarding the improvement of employee performance in the areas of:
a) Recognition of successes
b) Areas for improvement and/or growth
c) Targeted professional development This evaluation system should be implemented in a fair, equitable, and positive manner. Performance evaluations are not intended to be used for the purpose of corrective action. The parties agree that the employee and supervisor should share a common understanding of the evaluation criteria and process. Supervisors should be familiar with the role, responsibilities, and duties of the employee. Supervisors will adequately observe employees performing duties to get a full understanding of their performance. Employees will receive two (2) written performance evaluations annually, an abbreviated mid-year and a year-end. Timelines for each are outlined below. As part of the probationary status, new employees will receive two (2) evaluations in 2021-22, a 90 day and a year-end evaluation. Beginning in 2022-23, new employees will receive three (3) evaluations. The first on or about 45 calendar days, the second at the end of the 90 calendar day probationary period, and a year-end. Employees hired after January 1 shall receive a probationary and a year-end evaluation for a total of 2 evaluations. To better meet the stated purpose of performance evaluations, the written evaluation will be supported by in-person conferences between the employee and the supervisor. This conference may occur online at the employee’s request. Conference topics may include: • Highlighting of successes and areas of improvement o If an employee scores below proficient in any area, the employee shall be provided with specific examples from the employee’s work and suggestions for improvement. • Employee goal setting and progress reporting may be included as part of the conference. Where appropriate, these should be incorporated into the written evaluation. Written evaluations will focus on employee performance including strengths, areas for improvement, recommended strategies or actions, and opportunities for professional development where appropriate. If an employee feels the written evaluation does not accurately reflect their performance of duties, the employee may inform the supervisor they elect to throw out the evaluation and have it redone based on updated observation, informa...
Purpose and Procedure i. The purpose of the investigatory hearing is to advise the Flight Attendant of the conduct that may lead to discipline and to provide the Flight Attendant with the opportunity to present relevant facts and mitigating circumstances.
ii. The number of persons allowed to attend the investigatory hearing shall be limited to necessary Company and Union representatives.
iii. All discussions that take place during the investigative hearing shall remain confidential. Neither the Company nor the Union shall release any information regarding the investigative hearing except to those persons having a need to know in order to render a decision or to any other persons as required by law or this Agreement.
iv. Reports, material or documents related to discipline that are more than twenty-four (24) months old, may not be used to assess or support progressive discipline, or to make performance evaluations.
v. If a Flight Attendant is required to travel to or from an investigative hearing location, the Company shall schedule deadhead transportation between his/her domicile and the investigative hearing location.
vi. A Flight Attendant required to deadhead for an investigative hearing on a day off will be considered on duty for the purpose of calculating rest requirements and will receive deadhead pay and per diem. If the investigative hearing results in no discipline, the Flight Attendant will receive two (2) hours flight pay above the adjusted guarantee. If the investigative hearing results in discipline, the Flight Attendant will receive only deadhead pay and per diem.
Purpose and Procedure. Item 1. Monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio systems, and similar surveillance devices shall be strictly prohibited.
Purpose and Procedure. The evaluation and classification of positions are processes which are implemented to ensure that positions with similar level of duty and responsibility are accorded similar levels of compensation, thus ensuring equity amongst staff. It entails an understanding of the relationship of a specific job to other jobs in the district and to the district’s overall goal, as well as to other agreed upon districts with similar criteria. All of the following provisions are subject to review based upon recommendation of the consultant. However, any modification shall be mutually agreed upon by the Federation’s current negotiating team and the district.
Purpose and Procedure. Upon approval of a conditional use permit, variance, site and/or building plan the City may require the applicant to enter into a performance agreement prior to the issuing of building permits or initiation of work on the proposed improvements or development. Said agreement shall guarantee conformance and compliance with the conditions of the approval and the codes of the City. The performance agreement shall include, without limitation, the following items and conditions:
Purpose and Procedure i. The purpose of the investigatory hearing is to advise the Flight Attendant of the conduct that may lead to discipline and to provide the Flight Attendant with the opportunity to present relevant facts and mitigating circumstances.
ii. The number of persons allowed to attend the investigatory hearing shall be limited to necessary Company and Union representatives.
iii. All discussions that take place during the investigative hearing shall remain confidential. Neither the Company nor the Union shall release any information regarding the investigative hearing except to those persons having a need to know in order to render a decision or to any other persons as required by law or this Agreement.
iv. Reports, material or documents related to discipline that are more than twenty-four
Purpose and Procedure. The purpose of this grievance procedure is to secure, at the lowest possible level, equitable solutions to the problems which may from time to time arise, affecting teachers. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of the procedure. Level One - The aggrieved person should request an informal conference with his/her principal or other immediate superior within five (5) school days after he/she becomes aware of the grievance. This conference shall be granted within three (3) days of the request. At this conference, the aggrieved person and the principal shall seek to resolve the matter informally.
