Section 14.2.4. 36 If no settlement has been reached as a result of the preceding paragraph, and if the Union still 37 believes the grievance to be valid, the Union may request arbitration.
Section 14.2.4. 2 If no settlement has been reached within ten (10) working days of receipt of the written disposition 3 of the grievance from Section 14.2.3. the Association may submit the grievance for final and binding
Section 14.2.4. 2 If no settlement has been reached within the ten (10) days referred to in the preceding 3 subsection, and the Association believes the grievance to be valid, a written statement of 4 grievance shall be submitted within fifteen (15) working days to the District Board of 5 Directors. After such submission, the parties will have thirty (30) working days from the 6 submission of the written statement of grievance to resolve it by indicating on the statement of 7 grievance the disposition. If an agreeable disposition is made, all parties to the grievance shall 8 sign it. The Board of Directors reserves the right to summon the employee for an oral 10 Directors to explain the grievance. At any appearance before the Board of Directors, the 11 employee may be accompanied by an Association representative or designee.
Section 14.2.4. 41 If no settlement has been reached within the twenty (20) days referred to in the preceding 42 subsection, and the Union believes the grievance to be valid, the employee may demand 43 arbitration of the grievance. Arbitration shall be conducted by the American Arbitration Union 44 under the Voluntary Rules, except that: The parties may agree to utilize the expedited rules. The 45 decision of the arbitrator shall be final and binding on the parties. All costs of the arbitrator shall 46 be shared equally by the parties.
Section 14.2.4. 7 If no settlement has been reached within ten (10) working days of receipt of the written 8 disposition of the grievance from Section 14.2.3. the Association may submit the grievance for 9 final and binding arbitration. An arbitrator will be selected from a list of arbitrators acquired 10 from the American Arbitration Association (AAA) or the Federal Mediation and Conciliation 11 Service (FMCS). 13 The arbitrator shall have no power to add to, subtract from, or modify the provisions of this 14 Agreement in arriving at a decision and shall confine his/her decision solely to the alleged 15 violation of this Agreement as set forth in this grievance procedure. Any “make whole” 16 remedies will be limited to the term(s) of the Agreement under which the grievance was filed. 18 The decision of the arbitrator shall be final and binding upon the aggrieved employee, Union, 19 and the District. 21 The costs of the arbitrator shall be borne equally by the parties. Each party shall bear its own 22 costs, including any attorney fees, as a party to arbitration.
Section 14.2.4. Notice to Trustee by Each of the Guarantors. 95 Section 1425. Reliance on Judicial Order or Certificate of Liquidating Agent......................
Section 14.2.4. 11 If no settlement has been reached within the thirty (30) days referred to in the preceding 12 subsection, and the Union believes the grievance to be valid, the employee may demand 13 arbitration of the grievance. Any dispute, claim or grievance arising out of or relating to the 14 interpretation or the application of this Agreement shall then be submitted to arbitration under 15 the regulations of the Public Employment Relations Commission. The arbitrator shall be a staff 16 member and shall render a decision within thirty (30) days of the completion of the hearing, 17 unless such time is extended by the agreement of the parties. The parties further agree to 18 accept the arbitrator's award as final and binding. 22 A R T I C L E X V 24 SALARIES AND EMPLOYEE COMPENSATION
Section 14.2.4. 2 An employee who changes to a position in the same classification having a higher rate of pay 3 shall be placed on the same longevity year step on Schedule A in the new position. An 4 employee who changes to a position in a different classification with a higher rate of pay shall 5 be placed at the lowest step on the new scale which provides the employee with at least a two 6 and one-half percent (2½%) increase over their previous rate of pay.
Section 14.2.4. 20 Step Four (4): If no settlement has been reached within the ten (10) days referred to in the preceding 21 subsection, and the Union believes the grievance to be valid, a written statement of grievance shall 22 be submitted within fifteen (15) working days to the District Board of Directors. After such 23 submission, the parties will have thirty (30) working days from the submission of the written 24 statement of grievance to resolve it by indicating on the statement of grievance the disposition. If an 25 agreeable disposition is made, all parties to the grievance shall sign it. The Board of Directors 26 reserves the right to summon the employee for an oral statement of the grievance. The employee 27 reserves the right to appear before the Board of Directors to explain the grievance. At any 28 appearance before the Board of Directors, the employee may be accompanied by an (a) Union 29 representative or designee. 31 The meeting for settlement of the issue will be held under the chairmanship of the President of the
Section 14.2.4. 21 If no settlement has been reached within the ten (10) workdays referred to in the preceding 22 subsection, and the Association believes the grievance to be valid, the employee and/or the 23 employer may demand arbitration of the grievance. The grievance shall be submitted to the 24 American Arbitration Association (AAA) for resolution. The parties further agree to accept the 25 arbitrator’s award as final and binding upon them. 27 The fees and expenses of the Arbitrator in all cases will be borne equally by the District and the 28 Association. Each party shall bear its own expenses. 29 30 31 32 ARTICLE XV 33 34 TRANSFER OF PREVIOUS EXPERIENCE 35 36 Section 15.1. 37 When an employee leaves one school District within the state and commences employment with 38 another school District within the State of Washington, for the purpose of calculating longevity, leave 39 and other benefits the employee shall maintain the same status held in their previous District: 40 PROVIDED, that employees who transfer between Districts shall not retain any seniority rights other 41 than longevity when leaving one school District and beginning employment with another. If the school 42 District to which the person transfers has a different system for computing leave benefits, and other 43 benefits, then the employee shall be granted the same longevity, leave benefits and other benefits as a 44 person in that District who has the same occupational status and total years of service.
