Steps of Procedure. A. Level One
1. A teacher with an alleged grievance shall discuss it with his principal individually, together, or through the Association representative. Such discussion shall take place within five (5) working days of the teacher’s knowledge of the occurrence of the alleged grievance.
2. In the event that step one is unsuccessful or one of the parties to the grievance does not wish to use this step, the teacher may file a formal grievance on a form to be supplied by the Association, (see Appendix B). This form shall be completed on four copies; one copy for the grievant, one for the Association, one for the immediate principal, and one copy for the superintendent.
3. All copies will progress through the necessary steps until resolved so as each copy has dispositions recorded. These forms will be returned to the proper authorities upon resolving the grievance. A formal grievance must be filed within five (5) working days of discussion with the principal.
4. Within five (5) working days of the receipt of the grievance, except in case of absence, the principal shall meet with the Association in an effort to resolve the grievance. The principal shall indicate his disposition of the grievance in writing within five (5) working days of such meeting and shall furnish a copy thereof to the Association.
Steps of Procedure. Step 1: If possible, issues will be resolved verbally between the employee and/or Union and the Executive Co-ordinator within 14 calendar days of becoming aware of the issue giving rise to the complaint.
Step 2: If the complaint is not resolved at Step 1, it may be submitted in writing, by the Union, to the Executive Co-ordinator within fourteen (14) calendar days of the Employer's response at Step 1. The Executive Co-ordinator will respond in writing within seven (7) calendar days.
Step 3: Failing settlement at Step 2 the grievance may be submitted in writing within seven (7) calendar days to the representative of the Personnel Committee. A meeting between the grievance committee and the representative of the Personnel Committee to discuss the grievance shall be held within seven (7) calendar days of the submission. The representative of the Personnel Committee shall respond in writing within seven (7) calendar days of the meeting.
Step 4: Failing settlement, the Union may refer the matter to arbitration within sixty
Steps of Procedure. A. Level One - Principal
1. A teacher with an alleged grievance shall discuss it with his/her principal individually, together, or through the Association representative. Such discussion shall take place within five (5) working days of the teacher’s knowledge of the occurrence of the alleged grievance.
2. If step one is unsuccessful or one of the parties to the grievance does not wish to use this step, the teacher may file a formal grievance on a form to be supplied by the Association, (see Appendix B). This form shall be completed on four (4) copies; one copy for the grievant, one for the Association, one for the Building Principal, and one copy for the
Steps of Procedure a. STEP 1: Within ten (10) calendar days of the occurrence or the act or condition giving rise to the dispute, the aggrieved employee and the committee person shall meet with the Supervisor to discuss and attempt to resolve the matter. The employee must identify the discussion as involving a grievance matter and use the “Grievance Forms” attached. The supervisor must give an answer within ten (10) calendar days after such meeting.
Steps of Procedure. In case of any disagreement arising between the employer and employee and/or employees under this Agreement, such disagreement shall be resolved in the following manner with the understanding that nothing herein prevents the Business Manager from participating in any part of the grievance process:
Step 1. The grievance shall be presented to the Supervisor along with a Grievance Form and an
Step 2. If no settlement is reached in Step 1, the grievance shall be reduced to writing and presented to the Director of Public Works within five (5) working days from the date of the Supervisor's decision. Further attempts will be made to reach a settlement. If no settlement is reached within fifteen
Steps of Procedure. 20.2.1 An employee who is called for jury duty will receive his/her base number of hours for his/her regularly scheduled shift.
20.2.2 The employee must notify the department manager or supervisor within the twenty-four (24) hour period after notice to report is received.
20.2.3 Specific statutory exemptions from jury duty are not allowed under California law. The only general exemption relates to individuals for whom jury duty would constitute an “undue hardship.”
20.2.4 The employee should direct requests for examination or postponement of jury duty to the Jury Commissioner’s Office. If a manager/supervisor requests that the employee attempt to postpone his/her initial date for jury duty to a later date due to a business necessity, and the employee refuses, the employee will forfeit his/her rights to jury duty pay.
Steps of Procedure. 1. An employee who is called for jury duty will receive her/his base number of hours for their regularly scheduled shift.
2. The employee must notify the department manager or supervisor within the twenty-four (24) hour period after notice to report is received.
3. Specific statutory exemptions from jury duty are not allowed under California law.
4. The only general exemption relates to individuals for whom jury duty would constitute an “undue hardship.” The employee should direct requests for examination or postponement of jury duty to the Jury Commissioner’s Office. If a manager requests that the employee attempt to postpone their initial date for jury duty to a later date due to a business necessity, and the employee refuses, the employee will forfeit their rights to jury duty pay.
5. Compensation received from the Court by the employee for each day of service will not be deducted from the employee’s paycheck. The employee must request time and attendance verification from the Court and submit to her/his manager/supervisor during the pay period in which jury duty hours are being paid.
6. Wage payments will not be made for jury duty on any day on which an employee was not or would not have been scheduled to work. Wage payments are made at straight time for hours normally scheduled in which the employee did not work and are coded in the employee’s time card as jury duty hours (pay type 7).
7. If an employee is excused for a day or a portion of a day on jury duty and could report to work to complete at least ½ of her/his shift, s/he will advise the manager/supervisor or the scheduling office by telephone. If requested to do so, the employee will return to complete her/his shift on their base unit. The manager/supervisor will have the option of offering PTO hours to the employee if the employee requests those hours off and the supervisor determines that there is adequate coverage. If the employee is excused from jury duty and cannot meet the ½ shift return-to-work requirement and/or the manager/supervisor cancels the employee from returning to work, the employee will be paid at straight time for what would have been the remaining scheduled hours. If the manager/supervisor schedules a replacement for the employee prior to confirmation that the employee will be called for jury duty, the manager/supervisor will attempt to reschedule the employee during the pay period to make up the lost hours or will offer payment of PTO for that day to the extent available.
8...
Steps of Procedure. In case of any disagreement arising between the employer and employee and/or employees under this Agreement, such disagreement shall be resolved in the following manner with the understanding that nothing herein prevents the Business Manager from participating in any part of the grievance process:
Step 1. The grievance shall be presented to the Supervisor along with a Grievance Form and an attempt made to reach a settlement. The Supervisor shall render his decision by the end of the next working day after the grievance is presented. The grievance must be presented within twenty-one
Steps of Procedure. In case of any disagreement arising between the employer And the employee under this Agreement, such disagreement shall be resolved in accordance with the steps listed below. The grievance must be submitted to the Director of Operations in writing, signed, and dated by the grievant within ten (10) business days of the occurrence-giving rise to the grievance or within ten (10) business days that the employee should reasonably have become aware of the occurrence. For purposes of this Article, business days shall be considered Monday through Friday and shall exclude holidays during which the City is closed for normal business.
Steps of Procedure
