Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings.
B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review.
C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator.
D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association.
E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement.
F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.
Responsibilities and Rights. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy.
Responsibilities and Rights. Tenants and their guests must comply with all the Regulations, Policies and Procedures and any additional rules and policies which the College adopts for the Apartment Community. These rules and policies are considered to be part of this Lease and the College can revise, change, amend, expand or discontinue the rules and policies at any time at our sole discretion by posting a notice for thirty (30) days in a conspicuous area that the College designates for notices to Apartment Tenants or by written notice to the Tenant.
Responsibilities and Rights.
A. The Association recognizes that the Board has the responsibility and authority to manage and direct, in behalf of the public, all the operations and activities of the school district to the full extent authorized by law, subject to the provisions of this Agreement.
B. Pursuant to Act 379 of the Public Acts of 1965, the Board hereby agrees that every employee of the Board shall have the right to freely organize, join, and support the Association for the purpose of engaging in collective bargaining and other concerted activities for mutual aid and protection. As a duly elected body exercising governmental power under the law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any employee in the enjoyment of any rights conferred by Act 379 or other laws of Michigan or the Constitutions of Michigan and the United States, that it will not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association, participation in any activities of the Association or collective bargaining with the Board, or the institution of any grievance, complaint, or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.
C. The Association shall have the privilege of using Genesee Intermediate School District building facilities during business hours by arrangement with the Superintendent or representative, subject to the Board policy of building utilization. No employee shall be prevented from wearing insignia, pins, or other identification of membership in the Association either on or off district premises. A bulletin board of approximately 3 feet by 4 feet shall be made available in each building for the use of the Association.
D. In response to reasonable written requests, the Board agrees to provide to the Association copies of existing reports concerning the financial status of the district and may charge a cost of eight (8) cents per page.
E. The Board recognizes that para-educators are an integral part of the programs at, but not limited to, the Xxxxx X. Xxxxx Learning Center, Xxxxxx X. Xxxxxx Instructional Center, Day Treatment Program, Early Childhood Programs and Services, Early On Program, Transition Center, and Project CHOICE classrooms; therefore, whenever a para-educator is absent, the Board will make every effort to provide a replacement.
F. Ancillary staff (no...
Responsibilities and Rights. You and your guests must comply with all Regulations, Policies and Procedures and any additional rules and policies which we adopt for the Apartment Community, including without limitation the Apartment and Residence hall Policy. These rules and policies are considered to be part of this Lease and we can revise, change, amend, expand or discontinue the rules and policies at any time at our sole discretion by posting a notice for 30 days on a bulletin board or other area that we designate for notices to residents or by written notice to you.
Responsibilities and Rights. Manuscripts including all the materials, such as data, figures, tables and so on submitted to the journal must be original and not been published previously (except in the form of an abstract or as part of a published lecture or academic thesis or as an electronic preprint), and it is not under consideration for publication elsewhere in any language.
Responsibilities and Rights a. Nothing in this procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this procedure could also be brought as an unfair labor practice under the jurisdiction of the Employee Relations Board, the Member may elect to pursue the matter under either the procedure herein provided or by action before the Employee Relations Board. The Member's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy.
b. The affected Member has the responsibility to discuss with his or her superior the nature of the dispute in sufficient detail to allow for resolution. In the event that agreement is not or cannot be reached, then the dispute shall be considered under the formal provisions of this Article.
c. An affected Member may be represented by an individual of his or her choice at any step of the review process; provided however, that such an individual, if an employee of the City of Los Angeles, must be a Member of the Confidential Management Representatives Unit.
d. The time limits in the procedure provided herein may be extended only by mutual agreement.
e. By mutual agreement of the Parties, one level of review may be waived from this procedure.
f. The Department shall notify the Association of any complaint which has become subject to the formal provisions of the procedure contained herein. An Association representative shall have the right to be present at any formal meeting which pertains to a matter within the scope of this article. The Association shall be notified of the resolution of all formal disputes.
Responsibilities and Rights. 1. Any employee of the district may, by a written request submitted forty-eight (48) hours in advance to the superintendent, during regular working hours or at a mutually acceptable time established by the superintendent, examine any record of public interest on file in the unit office except personnel files and other files which by their nature are privileged or confidential.
2. Discipline shall be defined as written warnings, suspensions without pay or discharge. The parties agree that the proper forum for discharge and evaluation of teachers is statutory and not subject to the grievance procedure.
3. When any employee is required to appear before the Board or Board Committee concerning any disciplinary matter which could adversely affect his position of employment the employee shall be given a minimum of five (5) days prior written notice of the reasons for such meeting or interview and shall be entitled to have an Association representative present to advise and or represent him or her during such meeting or interview. The five (5) day minimum may be waived if mutually agreeable to both parties.
4. Each employee shall have the right to review the contents of his/her personal file excluding any material listed as college confidential matter. The time shall be mutually agreed upon between the employee and superintendent and shall be scheduled during school business hours. An officer of the Association may, at the employee’s request accompany the employee in this review.
5. All Association business shall be conducted before or after working hours unless prior permission has been obtained from the superintendent or his designee.
6. The Association shall be granted the use of District equipment to aid in the conduct of its business when classes are not in session and without conflicting with scheduled activities in accordance with the Board policy for building usage and pay the stated rates. The Association agrees to pay for all commodities consumed. The Association shall request permission for use of school facilities in advance from the school administrators.
7. In the event that an employee has a complaint regarding an administrator, the employee will schedule a conference with the administrator to discuss the complaint. If the complaint is not resolved during the conference, the employee will follow the typical chain of command involving the Superintendent and the Board of Education. The employee will refrain from discussing such complaints with parents...
Responsibilities and Rights. [Outline any agreed-upon responsibilities and rights within the marriage.]
