Common use of REQUESTING A WAIVER FROM EMPLOYEE AGREEMENT LANGUAGE Clause in Contracts

REQUESTING A WAIVER FROM EMPLOYEE AGREEMENT LANGUAGE. When any group identifies a compelling need to request a waiver from Employee Agreement language, it must be based on one or more of the following criteria: • Budget emergency • Unique circumstance at a school or department • Unintended, harmful consequences resulting from the implementation of Employee Agreement language • Flexibility needed to keep Employee Agreement language from being a barrier to student achievement initiatives The process to be used is outlined below: • The Issues Resolution Group and the Superintendent or his/her designee identifies an Employee Agreement language issue that needs to be discussed for a possible waiver. The issue is put in writing by the group with the concern and shared with the Issues Resolution Group and the Superintendent or his/her designee. • Data and information is gathered by the appropriate resource people to be sure all pertinent information is available for review. • The entire Issues Resolution Group will review the information and draft a proposed solution. • Any proposed solution will be shared with the appropriate representative leadership group of each Employee Group and the Superintendent or his/her designee. • A waiver will only be granted, with the unanimous consent of the Issues Resolution Group and the Superintendent or his/her designee. • If a waiver is granted, it will be communicated to all employees affected by the waiver. • The waiver will be in effect until the issue can be presented at the next negotiations process for formal action. Revised: 04/15

REQUESTING A WAIVER FROM EMPLOYEE AGREEMENT LANGUAGE. When any group identifies a compelling need to request a waiver from Employee Agreement language, it must be based on one or more of the following criteria: •  Budget emergency •  Unique circumstance at a school or department •  Unintended, harmful consequences resulting from the implementation of Employee Agreement language •  Flexibility needed to keep Employee Agreement language from being a barrier to student achievement initiatives The process to be used is outlined below: •  The Superintendent’s Issues Resolution Group and the Superintendent or his/her designee identifies an Employee Agreement language issue that needs to be discussed for a possible waiver. The issue is put in writing by the group with the concern and shared with the Superintendent’s Issues Resolution Group and the Superintendent or his/her designee. •  Data and information is gathered by the appropriate resource people to be sure all pertinent information is available for review. • review  The entire Issues Resolution Group will review the information and draft a proposed solution. • solution  Any proposed solution will be shared with the appropriate representative leadership group of each Employee Group and the Superintendent or his/her designee. • Superintendent’s Cabinet  A waiver will only be granted, with the unanimous consent of the Superintendent’s Issues Resolution Group and the Superintendent or his/her designee. •  If a waiver is granted, it will be communicated to all employees affected by the waiver. •  The waiver will be in effect until the issue can be presented at the next negotiations process for formal action. Revised: 04/15.

REQUESTING A WAIVER FROM EMPLOYEE AGREEMENT LANGUAGE. When any group identifies a compelling need to request a waiver from Employee Agreement language, it must be based on one or more of the following criteria: •  Budget emergency •  Unique circumstance at a school or department •  Unintended, harmful consequences resulting from the implementation of Employee Agreement language •  Flexibility needed to keep Employee Agreement language from being a barrier to student achievement initiatives The process to be used is outlined below: •  The Issues Resolution Group and the Superintendent or his/her designee identifies an Employee Agreement language issue that needs to be discussed for a possible waiver. The issue is put in writing by the group with the concern and shared with the Issues I s s u e s Resolution Group and the Superintendent or his/her designee. •  Data and information is gathered by the appropriate resource people to be sure all pertinent information is available for review. •  The entire Issues Resolution Group will review the information and draft a proposed solution. •  Any proposed solution will be shared with the appropriate representative leadership group of each Employee Group and the Superintendent or his/her designee. •  A waiver will only be granted, with the unanimous consent of the Issues Resolution Group and the Superintendent or his/her designee. •  If a waiver is granted, it will be communicated to all employees affected by the waiver. •  The waiver will be in effect until the issue can be presented at the next negotiations process for formal action. Revised: 04/15

REQUESTING A WAIVER FROM EMPLOYEE AGREEMENT LANGUAGE. When any group identifies a compelling need to request a waiver from Employee Agreement language, it must be based on one or more of the following criteria: • Budget emergency • Unique circumstance at a school or department • Unintended, harmful consequences resulting from the implementation of Employee Agreement language • Flexibility needed to keep Employee Agreement language from being a barrier to student achievement initiatives The process to be used is outlined below: • The Issues Resolution Group and the Superintendent or his/her designee identifies an Employee Agreement language issue that needs to be discussed for a possible waiver. The issue is put in writing by the group with the concern and shared with the Issues I s s u e s Resolution Group and the Superintendent or his/her designee. • Data and information is gathered by the appropriate resource people to be sure all pertinent information is available for review. • The entire Issues Resolution Group will review the information and draft a proposed solution. • Any proposed solution will be shared with the appropriate representative leadership group of each Employee Group and the Superintendent or his/her designee. • A waiver will only be granted, with the unanimous consent of the Issues Resolution Group and the Superintendent or his/her designee. • If a waiver is granted, it will be communicated to all employees affected by the waiver. • The waiver will be in effect until the issue can be presented at the next negotiations process for formal action. Revised: 04/15