Stage 4. If the grievor is not satisfied with the decision of the Chair or designee or if a decision is not received within the specified time limits, the grievor may apply to the Crown Employees Grievance Settlement Board for a hearing of the grievance within five (5) days of the date he/she received the decision or within five (5) days of the expiration of the specified time limit for receiving a decision.
Stage 4. Dismissal 1 If conduct and/or performance remains unsatisfactory and you still fail to reach the prescribed standards then dismissal will normally result. This stage of the disciplinary procedure will normally be carried out by a Gi Group general manager. The reason(s) for dismissal will be specified and communicated to you and where appropriate, reference will be made to any previous disciplinary action taken. The dismissal notice will indicate the effective date of termination of employment together with the right of appeal. Dismissal at this stage will normally be with notice or pay in lieu of notice. A letter informing you of the termination of employment will be sent to you and kept on your personnel file at Gi Group
Stage 4. If the Federation is not satisfied with the disposition at Stage 3, the Federation may submit a written appeal to the President of the Board of School Trustees within ten (10) working days of the receipt of the written disposition by the Superintendent or his/her authorized representative, or in the event the Superintendent or his/her authorized representative fails to issue a written disposition within the time limit, within thirty (30) working days of the appeal of the grievance to Stage 3. Upon written request to the President of the Board of School Trustees the Federation shall be entitled to a meeting with the Board to discuss the grievance prior to the Board’s final decision. The Board of School Trustees will review the grievance, make its decision, and notify the Federation at the earliest opportunity. The decision of the Board shall be final.
Stage 4. Arbitration
Stage 4. Contract Performance Management Performance management involves, performance monitoring, collecting data on performance, performance assessment, deciding whether performance meets the entity's needs, and taking appropriate action – such as, correcting areas of under-performance and changes that may be required to meet the changing needs. The Accounting Officer or delegated authority must monitor on a monthly basis the performance of the contractor under the contract or agreement. This is the responsibility of the user department. Poor performance should be recorded appropriately after engagement with the contractor. It should be considered that if proper record is not kept, such non- performance cannot be deemed a sound reason for disqualifying such a contractor for future bids. In addition to any contractual or other remedies that may be pursued, the municipality may commence action in terms of Municipal Supply Chain Management Regulation 15(2) (d), thus the Accounting Officer must: • Inform the contractor or person(s) by registered mail or by delivery of the notice by hand of the intention to impose the restriction, provide the reasons for such decision and the envisaged period of restriction. • Allow the contractor and / or person(s) fourteen (14) calendar days to provide reasons why the envisaged restriction should not be imposed. • If requested, allow the contractor and / or person(s) the right to present evidence in person and consider reasons submitted by the contractor. • Impose the restriction or amended restriction. • Inform the contractor and! or person(s) of the decision; and • Inform the National Treasury within five working days of such restriction, particulars of the person(s) to be restricted, (including, where applicable, names of the restricted persons, identity numbers, trade name of enterprises, company registration numbers, income tax reference numbers and vat registration numbers), the reason(s) for the restriction, the period of restriction and the date of commencement of the restriction. In practice, performance will be assessed, feedback and reports provided throughout the monitoring process. The following are the reports to monitor performance of contracts on monthly basis:
Stage 4. If the decision at Stage 3 does not resolve the grievance, the Union may, within ten (10) working days of the receipt of the decision, submit the matter to binding arbitration. The Union shall notify the Staff Relations Officer, in writing of such action.
Stage 4. If the grievance is still unresolved the aggrieved party may within fifteen (15) school days after receiving the statement of decision refer the grievance to binding arbitration by requesting that the American Arbitration Association propose the names of seven (7) arbitrators. A copy of such request shall be forwarded to the School Administrator or aggrieved party.
Stage 4 a. In the event the UBUE wishes to appeal an adverse decision at Stage 3, it shall appeal to arbitration by filing a demand for arbitration upon the District Superintendent within ten (10) business days of receipt of the Stage 3 decision.
Stage 4. If the Federation is not satisfied with the disposition at Stage 3, the Federation may submit a written appeal to the President of the Board of School Trustees within ten (10) working days of the receipt of the written disposition by the Superintendent or his/her authorized representative, or in the event the Superintendent or his/her authorized representative fails to issue a written disposition within the time limit, within thirty (30) working days of the appeal of the grievance to Stage 3. Upon written request to the President of the Board of School Trustees the Federation shall be entitled to a meeting with the Board to discuss the grievance prior to the Board’s final decision. The Board of School Trustees will review the grievance, make its decision, and notify the Federation at the earliest opportunity. The decision of the Board shall be final. APPENDIX A SCHOOL CITY OF HAMMOND Teacher Compensation Model Effective 2023-2024 school year (Salary Range: $49,000 - $86,000) Base Salary: $49,000 Effective for the 2023-2024 school year, there shall be no base salary increases. The Teacher Compensation Model shall consist of three (3) factors used to determine increases in teacher compensation:
Stage 4. Arbitration - If a satisfactory conclusion is not reached at Stage 3 within ten (10) working days, each party shall appoint a member to an Arbitration Board and shall notify the other party of the name and address of its appointee. The two (2) members shall select and appoint a Chairperson. In the event that the appointees are unable to agree on a Chairperson with ten (10) working days then either party may apply to the Labour Relations Board for the appointment of the Chairperson.
