Specific Procedures. In addition to the foregoing, the following specific procedures shall be followed: Level One - Immediate Supervisor:
a. A grievance must be in writing, and must be filed with the principal or appropriate administrator and the Association within thirty (30) days following occurrence of the grievable event, or within thirty (30) days following the time when it was detected, but in no event later than sixty (60) days following occurrence of the grievable event. The written grievance shall be written on the grievance form attached hereto as Schedule “D” and must:
(1) Be identified as “individual” or “Association,” and shall be signed by the grievant;
(2) Identify the specific provision(s) of this Agreement which have been allegedly violated;
(3) State the facts supporting the alleged violation; and
(4) Specify the relief requested.
b. Within ten (10) days following receipt of the grievance, the principal or appropriate administrator shall meet with the grievant and/or the Association to hear and discuss the grievance.
c. Within ten (10) days following the meeting at Level One, the principal or appropriate administrator shall issue a written response to the grievance and provide a copy of the same to the grievant and the Association.
Specific Procedures. Level One - Immediate Supervisor. The aggrieved shall discuss the complaint with his/her immediate supervisor(s) within fifteen (15) days of the occurrence or the date the aggrieved knew or should have known of the occurrence.
Specific Procedures. 4:6.1 An employee having a complaint or a problem shall, together with his/her xxxxxxx, discuss it orally with his/her immediate supervisor. The immediate supervisor shall respond to the employee’s complaint no later than the end of the employees next work shift.
4:6.2 If the employee’s complaint is unresolved at the informal step and is a proper subject for grievance under the definition set forth herein the issue may be processed as follows:
4:6.3 STEP 1 The grievance shall be reduced to writing, dated and signed by the employee and xxxxxxx. The grievance shall set forth the nature of the grievance, the remedy sought, and the specific provision of the agreement, the Board policy, or the administrative rules and regulations alleged to have been violated. The Union shall forward the grievance to the employee’s immediate supervisor within the time limits established herein. The principal or immediate supervisor shall meet with the xxxxxxx to- gether with the employee within five (5) days of receipt of the written grievance to attempt to resolve the grievance. The principal or immedi- ate supervisor will communicate the decision in writing to the xxxxxxx and the employee within ten (10) days after the close of the meeting.
4:6.4 STEP 2 If the grievance is not satisfactorily resolved at Step One, it may be appealed to the Manager of Human Resources or designee within ten (10) days of the decision at Step One. The Manager of Human Resources shall meet with the chief xxxxxxx together with the employee within five (5) days of receipt of the written appeal to attempt to resolve the grievance. The Manager of Human Resources or designee will communicate the decision in writing to the chief xxxxxxx and through the chief xxxxxxx in writing to the employee within ten (10) days after the close of the meeting.
4:6.5 STEP 3 If the grievance is not satisfactorily resolved at Step Two, it may be appealed to the Superintendent or designee within ten (10) days of the decision at Step Two. The Superintendent shall meet with a committee consisting of the President of the Union, the chief xxxxxxx, a representative of Council 81 and the aggrieved employee within ten (10) days of receipt of the written appeal to attempt to resolve the grievance. The Superintendent or designee will communicate the decision in writing to the President of the Union and through the President of the Union in writing to the employee within ten (10) days after the close of the meeting.
Specific Procedures. 8.1 If a partner which owns information which they are contemplating sharing considers that special circumstances exist in relation to it, for example in unusually sensitive cases, such that normal arrangements for sharing information are insufficiently secure, then an alternative method may be selected at the discretion of the partner owning the information. For example, such cases may arise where the Caldicott principles concerning patient confidentiality, or some types of police information, are involved. • In such cases, due regard to the urgency of the need for the information by the intended recipient(s) will also be taken into account. • In addition, special terms or conditions relating to the handling, storage, destruction, or any other matter relating to the information may also be imposed on a case by case basis.
8.2 Requests for personal information may be made by telephone in cases of emergency, for example, where there is an imminent risk of violence or harm. Clear and concise records of disclosure must be made. Where the circumstances arises, the recording of the information shared must still be carried out as provided for in Section 7 above but may be done after the urgency has passed.
Specific Procedures. 1. Employees are expected to begin work at the start of their scheduled workday. When an employee is absent or tardy, they are expected to report to their immediate supervisor or other designated person the absence or tardy and the date and time they expect to return. This must be completed within the time frame specified in respective union agreement, department guidelines, or policy manual.
2. If an employee cannot return to work by the estimated return date, he must notify his immediate supervisor or other designated person providing the same information as stated above in paragraph 1. If an employee believes his absence may be covered under Family Medical Leave (see Sylvania Township Family Medical Leave Policy), he should contact the Township Administration Office.
3. Employees shall be required to complete a form within the Township’s computer payroll program, justifying the time off, within 24 hours of their return to work.
4. Employees may request a medical leave of absence when an injury or illness extends for more than three (3) consecutive calendar days. The Employee shall make every reasonable attempt to furnish their department head or designee a statement from their physician (stating the nature of the illness, the days of required absence and a return to work date) no later than the 4th day of absence. Employees returning to work after an injury or illness attended by a physician may be required to present a fitness for duty certificate or a physician’s statement indicating the employee is capable of performing their regular duties. The Department Head must request said fitness for duty certificate within 7 business days from the employee’s return date.
5. Any absence from duty as a result of claimed illness or injury may be investigated during normal working hours. Employees who fail to comply with Section (B) 1 - 4 above or who demonstrate a pattern of questionable absences may not be paid for the time off and may be subject to disciplinary action up to and including discharge. An employee, while on approved sick leave and disabled from performing physical work, shall not engage in other physical employment without prior approval from the Department Head. Falsification of either a written, signed statement or a physician’s certificate shall be grounds for disciplinary action up to and including discharge.
Specific Procedures. 4.5.1 An employee alleging a grievance or complaint must, within the time limits in 4:2, first discuss the matter with the supervisor unless union representation presence is requested by the employee.
4.5.2 The employee may, after the informal attempt to resolve the matter fails, choose to be represented during the appeal process by such representative as the employee wishes (rival union accepted). The employee may also choose to proceed without representation. The employee's choice to be represented or not to be represented at one level of this procedure does not prohibit a different choice at a subsequent level. Representative(s) of Council 81 of AFSCME shall be permitted to participate in all grievance meetings even if the employee chose to proceed without union representation.
4.5.3 If, after three (3) workdays, the employees' complaint is unresolved at the informal step and is a contractual issue for grievance or complaint the issue shall be processed as follows:
Specific Procedures. The information that will be shared includes; - DASH Score - Date of Referral - Referral Agency - Name of Referrer - Position / Job Title - Referrer Contact Number - Victim awareness and consent of the referral - Reason for non-consent - Victim details including; Name of Victim, Contact Number (and safe contact number of another person where available), Date of Birth, Gender, Home Address, Current Address, Language Spoken, Ethnicity, Disability, LGBT Relationship Status, GP Surgery, any additional needs, including mental health issues - Perpetrator details including; Name, Date of Birth, Relationship to Victim, Gender, Usual Home Address, Ethnicity, Current Address, Disability - Child details including; Name, Date of Birth, Relationship to Victim / Perpetrator, Living with - Grounds for referral details; Most Recent Incidents, Brief History of Relationship between Victim and Perpetrator, Details of Support and Safeguarding in place, Details of Support and Safeguarding from MARAC if incident has been reported to Police - Risks and Triggers: to Victim, Children and Offender Triggers - Police involvement details; Police Crime Reference Number, Safeguarding Officer, Current Offence, SIG Marker (relevant), Non-Molestation or Restraining Order details, Current Offender Disposal status, Bail Conditions, PNC Markers (relevant), Domestic Abuse Offender Management involvement, Charges, Court Data, Sentencing Summary, Safeguarding Summary All information shared will be relevant and proportionate. This information will be shared between the MARAC attendees (as required) and between the MARAC Coordinator and Administrator. It will be shared with all MARAC partners after the meeting, by means of distribution of minutes. The information will be shared both through a single referral form, in person on the agenda, and on papers where necessary. All data that is shared via email will be in an encrypted format, using 7Zip as a level of protection for electronic data transfer. All agencies who are using paper based copies of MARAC information will ensure that it is securely transported to and from MARAC meetings and destroyed appropriately via the use of a shredder. The retention period for paper copies of MARAC minutes is 12 months. Paper documents may still be use in some instances should the Share Point system go down, if this happens then once the information is entered into Share Point, any copies should be destroyed post-meeting.
Specific Procedures. 4:6.1 An employee having a complaint or a problem shall discuss it orally with his immediate supervisor. The immediate supervisor shall respond to the employee's complaint no later than the end of the employee's next work shift.
4:6.2 If the employee's complaint is unresolved at the informal step and is a proper subject for grievance under the definition set forth herein the issue may be processed as follows.
4:6.3 STEP 1: The grievance shall be reduced to writing, dated, and signed by the employee. The grievance shall set forth the nature of the grievance, the remedy sought, and the specific provision of the Agreement, the Board policy, or the administrative rules and regulations alleged to have been violated. The employee shall forward the grievance to his/her immediate supervisor within the time limits established herein. The principal or immediate supervisor will communicate the decision in writing to the employee within five days after receiving the written grievance from the employee.
4:6.4 STEP 2: If the grievance is not satisfactorily resolved at Step 1 it may be appealed to the Supervisor of Facilities within five days of the decision at Step 1. The Supervisor of Facilities shall meet with the employee within five (5) days of receipt of the written appeal to attempt to resolve the grievance. The Supervisor of Facilities will communicate the decision in writing to the employee within five (5) days after the close of the meeting.
4:6.5 STEP 3: If the grievance is not satisfactorily resolved at Step 2 it may be appealed within seven days of the decision at Step 2. The Superintendent or designee shall meet with the aggrieved employee within seven (7) days of receipt of the written appeal to attempt to resolve the grievance. The Superintendent or designee will communicate the decision in writing to the employee within ten (10) days after the close of the meeting.
Specific Procedures. 10.1 Handling Requests for Information - all requests for Lincolnshire Police information must be made in writing using Form A - Request for Personal Information.
10.2 The decision to provide information will be documented on Form B – Response to Request for Information. Both Form A and Form B will be retained by the Police SPoC within the file created for such purpose.
10.3 Requests and responses to requests should be done via secure e-mail to the following e- mail address: xxxxxxxxx@xxxxx.xxx.xxxxxx.xx. A secure e-mail address may contain one of the following; cjsm; cjx; gcsx; gsi; gsx; mod; xxx.xxx; pnn. If you are unsure as to whether an e-mail address you have been provided with is secure, you should contact the Force Security Officer for assistance. Royal Mail Recorded Delivery and hand delivery is also acceptable.
10.4 In exceptional circumstances information may be shared via fax but care must be taken where personal information is shared. It is suggested that the following guidelines are used when exchanging personal information by fax:
Specific Procedures. A Party claiming a dispute shall provide the other Parties with a Dispute Initiation Notice.
A. The Notice shall describe: the matter in dispute, the identity of any other Party alleged to have not performed an obligation under the Settlement, and the specific relief sought.
B. The Disputing Parties shall hold at least one meeting to resolve the dispute, commencing within 10 days after the Dispute Initiation Notice. This meeting may be in person or by telephone.
C. The Disputing Parties shall provide Notice of any resolution of the dispute. This Notice shall state: the disputed matter, as initially described in the Dispute Initiation Notice; the alternatives which the Disputing Parties considered for resolution; whether resolution was achieved, in whole or part, and the specific relief to which the Disputing Parties have agreed.
D. If the dispute is not resolved within 30 days after the Dispute Initiation Notice, the Party claiming a dispute may pursue any and all other remedies authorized by Section 6.5 of this Settlement.
