Step One: Formal Review Sample Clauses

Step One: Formal Review before the VPASA The bargaining unit member shall notify the Executive Director of Human Resources in writing of his or her request for hearing within five (5) Working Days of the Post-Action review by the appropriate Xxxx. If the employee does not do so within five (5) Working Days, the employee shall be deemed to have abandoned his or her request for formal review. Human Resources. Human Resources will send a written notice to the employee, the responding supervisor and others who may be appropriately involved in the hearing stating the date and time of the hearing. The bargaining unit employee and the responding supervisor may submit a written statement to the VPASA prior to the hearing. The VPASA shall conduct the hearing. During the hearing, the responding supervisor must demonstrate that good cause exists to discipline the employee. Both parties may call witnesses, cross-examine each other’s witnesses and introduce exhibits. The VPASA may ask questions of all witnesses and require other employees whose testimony may be relevant to attend as the Hearing Panel’s witnesses. The rules of evidence shall not apply and the VPASA may exclude evidence that the VPASA determines is irrelevant, immaterial or unduly repetitive. The hearing shall be closed to the public. Witnesses (other than the terminated/disciplined bargaining unit employee and the responding supervisor) shall be present only to testify. The employee and the responding supervisor may each be accompanied by an attorney or another representative of their choice; however, that attorney or representative may not participate in the hearing, he or she may only advise the employee and the responding supervisor. At the conclusion of the hearing, the VPASA will prepare a report to the President, summarizing its factual findings and including his or her general recommendations. The VPASA will issue his or her written report to the President within ten (10) Working Days of the hearing.
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Related to Step One: Formal Review

  • Informal Review Step 1. As soon as practicable, the employee may discuss the grievance with his/her immediate supervisor and/or University representative(s). All parties may informally attempt a resolution of the matter before a formal grievance is filed. Informal resolutions, although final, shall not be precedent setting. If the grievance is not resolved through informal discussion with the immediate supervisor and/or University representative(s), the employee may file a formal grievance as set forth below.

  • Annual Review The Board of Directors during the Contract Period shall review annually, or at more frequent intervals which the Board of Directors determines is appropriate, the Executive’s compensation and shall award the Executive additional compensation to reflect the Executive’s performance, the performance of the Company and competitive compensation levels, all as determined in the discretion of the Board of Directors.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration.

  • Formal Grievance - Step 1 A. If an informal grievance is not resolved to the satisfaction of the grievant, a formal grievance may be filed no later than:

  • Initial Review The Union may present a written grievance to the DOC Headquarters Labor Relations Office via electronic mail within the twenty-one (21) day period described above. The Agency Head or designee will meet or confer by telephone or electronic conferencing with a Business Representative and/or Shop Xxxxxxx and the grievant within twenty-one (21) days of receipt of the grievance, and will respond in writing to the Union within twenty-one (21) days after the meeting.

  • Formal Grievance - Step 3 A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the third level of appeal. If the department head or designee is the second level of appeal, the grievant may bypass Step 3.

  • Formal Grievance - Step 2 A. If the grievant is not satisfied with the decision rendered pursuant to Step 1, the grievant may appeal the decision within twenty-one (21) calendar days after receipt to a designated supervisor or manager identified by each department head as the second level of appeal. If the department head or designee is the first level of appeal, the grievant may bypass Step 2.

  • Submittal Review 7.10.1 The A/E shall review Submittals such as Shop Drawings, Product Data, and Samples for conformity with design intent and conformity with the Contract Documents within 14 days of receiving Submittals or in accordance with the approved submittal schedule, or other period as mutually agreed by the A/E and Contractor.

  • Annual Reviews The Recipient shall:

  • Formal Evaluation All formal evaluations of personnel shall be conducted openly and with full knowledge of the employee concerned by an administrator or supervisor of the District.

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