Resources Director. The notice must specify whether the alternate address is 5 permanent or, if it is a temporary address, the date after which the County should 6 mail any layoff notice to the employee’s home address. Such notice must be 7 delivered to the County at least fifteen (15) days prior to the date the County mails 8 the layoff notice.
Resources Director. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the Step II decision, the grievant may appeal to the Human Resource Director or his or her designee in writing within fifteen
Resources Director designee. The rebuttal will be attached to their evaluation and kept in their 24 District personnel file. 26 A R T I C L E X I 27 28 TRANSFER OF PREVIOUS EXPERIENCE 29
Resources Director. 5 D. The employee fails to report for work at the termination of a leave of 6 absence.
Resources Director. If mediation was held and a mutual agreement not reached, the aggrieved employee or Union may request arbitration within ten (10) working days following the date of the mediation. If mediation is not requested, or agreed to, such notice shall be served no later than 15 working days after receiving the Human Resources Director’s decision or answer at Step 3. If the grievance is not appealed to arbitration within the prescribed time, the Step 3 decision or answer shall be final, conclusive and binding on the aggrieved employee, Union and County. Within five (5) working days, the parties will jointly select an arbitrator from a panel of seven (7) arbitrators requested from and provided by the Federal Mediation and Conciliation Service (FMCS) following the submission of the notice of arbitration to the Director of Human Resources. Union and County shall each have the right to strike three (3) names from the panel. Within ten (10) working days after receiving the names, the parties shall meet and alternately cross out names. In grievances involving challenges to disciplinary action, the County shall strike first from the FMCS arbitration panel while in grievances involving contract interpretation, the Union shall complete the first strike from the FMCS arbitration panel. The person remaining on the list will be the arbitrator and the FMCS will be notified of their selection within five (5) working days by either the Union or County. All phases and aspects of the arbitration, including procedure and enforcement, shall be conductedunder and governed exclusively by the rules of the FMCS. The arbitrator shall have no power or authority to modify, amend, change, ignore, add to, subtract from,or otherwise alter or supplement this Agreement, any part thereof, or any amendment thereto. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the parties and has no authority to consider or rule upon any matter which is not subject to arbitration under this Agreement, is not a grievance as defined herein, or is not specifically covered by the Agreement. The arbitrator may not issue declaratory or advisory opinions and shall rule only on actual and existing questions presented to them by the parties. Moreover, the arbitrator must base their decision or award on applicable law and judicial precedence and has no power or authority to make a legally erroneous decision or award. Except as otherwise provided by law, the decision or award of t...
Resources Director. If the grievance is not resolved and/or the aggrieved employee is not satisfied with the Step II decision, the grievant may appeal to the Human Resource Director or his or her designee in writing within fifteen (15) working days of the receipt of the Department Head's response. The written appeal to the Human Resources level shall include a copy of the original grievance, the Department Head’s decision at Step II, and a clear statement of the reasons for appeal. Within fifteen (15) working days, after receiving the written appeal, the Human Resource Director shall review the matter and prepare a written statement. If a mutually agreed solution is reached during this process the agreement shall be placed in writing and signed.
Resources Director. The employee must present medical documentation 12 certifying the need for the leave of absence. The decision of the Human 13 Resources Director shall be final.
Resources Director. The CITY shall notify the employee requesting the job share of the CITY's decision in writing. Current employees in the department in which the position is created will have the first opportunity to apply for the job share position(s).
Resources Director. The Association President shall be responsible for obtaining prior approval from 14 PSE of Washington. Approval shall be subject to availability of substitutes, and the Association will 15 reimburse the cost of any substitute used. 19 A R T I C L E V 20 21 APPROPRIATE MATTERS FOR CONSULTATION AND NEGOTIATION
Resources Director. The purpose of the meeting is to provide information as to this Agreement, 18 the role of the Association, and to discuss ways to collaborate and build relationships. If a nurse 19 attends the meeting, one nurse will be entitled to up to one hour of pay at his/her straight-time 20 hourly rate (which should be coded as “meeting time”) and that nurse will inform nursing 21 administration that the nurse attended the meeting. 22
