Stage 3 – Board of Education Sample Clauses

Stage 3 – Board of Education a. If the grievance is not resolved at Stage 2, the Association may appeal the grievance to the Board of Education within ten (10) days of receipt of the Superintendent’s (or designee’s) decision. Within twenty (20) days of the receipt of the appeal, a Subcommittee of the Commissioners shall meet with the Superintendent (or designee) and the Association representative to review the relevant facts and circumstances of the grievance. The Association shall have the right to bring the aggrieved employee(s) to this meeting. The Subcommittee shall have the right to have Board Counsel in attendance. b. Within fifteen (15) days of the meeting, the Subcommittee of Commissioners shall render a written recommendation to the Superintendent and to the Association. c. Grievances involving termination of probationary appointments, grants of tenures and/or commencement of discipline or discharge of tenured/permanent employees shall not be subject to Stage 3, but may be moved directly to Stage 4 when applicable.
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Stage 3 – Board of Education a. If the teacher is not satisfied with the decision at Stage 2, the Grievance Committee will file an appeal in writing with the Board of Education within ten (10) working days after receiving the decision at Stage 2. The official grievance record maintained by the Chief Executive Officer shall be available for use by the Board of Education. b. Within ten (10) working days after receipt of an appeal, the Board of Education shall hold a hearing on the grievance. The hearing shall be conducted in executive session. The Board shall render a decision in writing to the teacher, his/her representative and the Grievance Committee within seven (7) working days after the conclusion of the hearing.
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Stage 3 – Board of Education. 1. If the Association is not satisfied with the decision at Stage 2, then the Association may file a written appeal with the Clerk of the Board within ten (10) school days after receipt of such decision. 2. Within ten (10) school days after receipt of such written appeal, the Board or a committee of its members shall hold a meeting on the grievance with the unit member, the Grievance Committee or its representatives.
Sample 1
Stage 3 – Board of Education. (1) If the bargaining unit member and/or Association is not satisfied with the decision at Stage 2, an appeal may be filed in writing with the Board within fifteen (15) school days from the receipt of the decision at Stage 2. The official grievance record maintained by the Superintendent/designee may be available for use by the Board. (2) Within fifteen (15) days after receipt of an appeal the Board shall hold a meeting in Executive Session on the grievance. (3) Within five (5) days after the conclusion of the meeting, the Board shall render a decision, in writing on the grievance. Such decision shall be promptly transmitted to the Association and the grievant.
Sample 1
Stage 3 – Board of Education. 1. If the Association is not satisfied with the decision at Stage 2, the Grievance Committee will file an appeal in writing with the Board within fifteen (15) calendar days after receiving the decision at Stage 2. The Official Grievance Record maintained by the chief executive officer shall be available for the use of the Board. 2. Within thirty (30) calendar days after the receipt of an appeal, a Committee of three (3) Board members appointed by the UBTA President shall hold a hearing on the grievance. The hearing shall be closed to the public. 3. The Board shall render a decision at the next regularly scheduled Board meeting following the hearing.
Sample 1
Stage 3 – Board of Education. 22.8.2.1 If the aggrieved party is not satisfied with the decision rendered at Stage 2, within ten (10) days of receipt of that decision the aggrieved party may file a written appeal to the Board of Education. 22.8.2.2 Within ten (10) days after receipt of an appeal, the Board of Education shall hold a meeting on the grievance. The hearing shall be conducted in executive session. Both parties may have representatives of their choice present with them at the meeting. 22.8.2.3 The Board of Education shall render its report and decision on the grievance in writing to the aggrieved party and his or her representative within ten (10) days after the conclusion of the hearing. The report shall include a statement of findings of fact, conclusions and recommendations.
Sample 1
Stage 3 – Board of Education. If the Union is not satisfied with the Stage 2 decision it may, within fifteen (15) workdays of receipt of said decision, submit the Grievance to the Board of Education for a hearing. The Board will schedule a hearing and render a decision within twenty (20) working days.
Sample 1
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Stage 3 – Board of Education. If the aggrieved party or his representative is not satisfied with the decision at Stage 2, he may file an appeal in writing with the Board of Education within ten (10) school days after receiving the decision at
Sample 1

Related to Stage 3 – Board of Education

  • Training and Education SECTION 1 – Law Enforcement Supervisors’ Training

  • PROFESSIONAL DEVELOPMENT AND EDUCATIONAL IMPROVEMENT A. Both the Board and the Association encourage teachers to seek professional improvement. In order to assist teachers in extending and improving their skills the following plan will be implemented. B. All Teachers will be encouraged to earn a Masters degree or coursework toward additional certification that is in the field of education and within a teacher's discipline, or in an area that is beneficial to the school. C. The Board will pay teacher's expenses for undergraduate and/or graduate credits, specialty and additional endorsements under the following conditions. 1. In allocating budgeted funds priority will be given to the teachers in a “masters” program and those teachers who need to complete coursework for certification. 2. All courses must be approved, in advance, by the Superintendent. Courses for recertification purposes must be approved in advance by the certification committee and the superintendent. The teacher shall receive a written reply from the Superintendent within ten (10) days of application for course approval (See Appendix D). 3. Each teacher will be eligible for up to six (6) semester hours of credit or, if enrolled in a matriculated, organized program, 12 semester hours of credit for undergraduate will be paid if part of a graduate program or graduate courses per contract year. The Superintendent reserves the right to request intent to take courses prior to final budget preparation. Failure to communicate such intent at the time of the Superintendent’s request may jeopardize course reimbursement due to a lack of funding. 4. The administration will pay in advance the cost of the course. Presentation of evidence of satisfactory completion of the course (A grade of B or better) is the responsibility of the teacher. In the event the course is not completed or not completed satisfactorily, the teacher will refund the payment received in advance and in accordance with Appendix D – attached. 5. Teachers who resign shall not be eligible for reimbursement after the date of resignation Teachers who have been reimbursed for any course work toward securing a masters within the last two (2) years of employment shall be required to continue their service to RSU # 78 for an additional two (2) years (twenty-four months) or will be required to reimburse the district the cost associated with Masters courses taken prior to departing, Such reimbursement to the district shall be remitted via payroll deductions as arranged between the District and employee, unless the failure to continue employment is due to illness, disability, death, or reduction of position. 6. Reimbursement will only be for tuition and fees. It will not include reimbursement for mileage, books and other expenses unless the teacher is required to take the course by the administration.

  • In-Service Education The parties recognize the value of in-service both to the employee and the Employer and shall encourage employees to participate in in-service. All employees scheduled by the Employer to attend in-service seminars shall receive regular wages.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • Continuing Education The Hospital and the Union recognize that continuing education is important for all employees and that they have shared interests and responsibilities in ensuring equitable access to it.

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