Superintendent Date Sample Clauses

Superintendent Date. Coast Community College District
Sample 1
Superintendent Date. T.S.C. form 4 Board of Education, Milford, Connecticut CLASS STEP .....................................(to whom the term "teacher" hereinafter refers), employed as ..................in the public schools of the City of Milford, Connecticut, under an initial or long term contract as on file, is hereby notified that the Board of Education of said City has voted and hereby agrees, under the terms of said contract, and in accordance with the provisions of the prevailing salary schedule of the Board of Education for said City, to pay said teacher for the school year beginning September , 20 an annual salary of $............... bi-weekly, beginning September , 20 , and subject to required deductions for the State Teacher's Retirement Fund and the United States withholding tax, and other agreed to deductions which the teacher may, in writing, authorize. Said teacher, under the terms and the conditions of the aforementioned initial or long term contract, xxxxxx agrees to accept the above stated salary in return for services during the above stated period. This salary agreement shall become operative when properly signed in duplicate and one copy returned by the teacher to the office of the Superintendent of Schools. If not signed and returned by the teacher on or before........................, a written statement of the reason must be submitted to the office of the Superintendent by this date. SIGNED: Teacher BY Superintendent of Schools Date Date APPENDIX D 2014-15 WAGES Step BA MA MA+15 6TH YR PHD 3 $ 45,788 $ 49,982 $ 51,872 $ 55,691 $ 61,012 4 $ 47,374 $ 51,562 $ 53,467 $ 57,453 $ 62,784 5 $ 49,390 $ 53,618 $ 55,571 $ 59,763 $ 65,133 6 $ 51,410 $ 55,777 $ 57,650 $ 62,067 $ 67,473 7 $ 53,427 $ 57,739 $ 59,752 $ 64,379 $ 69,823 8 $ 55,441 $ 59,782 $ 61,846 $ 66,742 $ 72,232 9 $ 57,455 $ 61,893 $ 63,997 $ 69,102 $ 74,633 10 $ 59,531 $ 64,011 $ 66,146 $ 71,443 $ 77,020 11 $ 61,594 $ 66,103 $ 68,291 $ 73,806 $ 79,428 12 $ 63,664 $ 68,216 $ 70,441 $ 76,177 $ 81,835 13 $ 64,916 $ 72,675 $ 74,984 $ 80,954 $ 86,713 14 $ 71,703 $ 79,164 $ 81,498 $ 87,323 $ 93,385 15 $ 75,826 $ 83,966 $ 86,259 $ 91,780 $ 97,966 There shall be no step advancement for 2014-15. APPENDIX D 2015-16 WAGES Step BA MA MA+15 6TH YR PHD 3 $ 45,788 $ 49,982 $ 51,872 $ 55,691 $ 61,012 4 $ 47,374 $ 51,562 $ 53,467 $ 57,453 $ 62,784 5 $ 49,390 $ 53,618 $ 55,571 $ 59,763 $ 65,133 6 $ 51,410 $ 55,777 $ 57,650 $ 62,067 $ 67,473 7 $ 53,427 $ 57,739 $ 59,752 $ 64,379 $ 69,823 8 $ 55,441 $ 59,782 $ 61,846 ...
Sample 1
Superintendent Date. 1 If OCR has determined or for the purposes of a Voluntary Resolution Agreement is assuming that a Section 504 Plan or IEP was not implemented and evidence suggests that the KISD’s failure to implement that plan has resulted in denial of a FAPE we ordinarily would expect the district to provide appropriate compensatory services. We included the above “if any” clause because there may be circumstances where no compensatory services are
Sample 1
Superintendent Date. For the District
Sample 1

Related to Superintendent Date

  • Superintendent The Contractor shall employ a competent superintendent and necessary assistants who shall be in attendance at the Project site during the progress of the Work. The superintendent shall represent the Contractor and all communications given to the superintendent shall be as binding as if given to the Contractor. All Communications shall be in writing when made or shall be confirmed in writing, by the Contractor, within twenty-four (24) hours of the communication.

  • Superintendent of Schools The duly appointed executive officer of the Owner authorized to act by and through The School Board of Broward County, Florida. Referred to hereinafter as the Superintendent.

  • Level Two - Superintendent If the aggrieved person is not satisfied with the disposition of his/her grievance at Level One, or if no decision is reached within six (6) school days after the grievance was referred to the building principal or immediate supervisor, then within ten (10) school days a written grievance shall be referred to the Superintendent. A decision shall be rendered by the Superintendent within ten (10) school days after its presentation.

  • Board-Superintendent Relationship The Board shall be primarily responsible for formulating and adopting policy. The Superintendent shall be the chief administrative officer for the district and shall be responsible for implementing Board policy. He shall organize the administrative and supervisory staff, and select, place, and transfer personnel with the concurrence of the Board. He is responsible for administering the instruction of students and the business affairs of the school district. The Board members agree, individually and collectively, to promptly refer all criticisms, complaints, and suggestions called to their attention to the Superintendent for action, study and/or recommendation, as appropriate.

  • Banking Operations Enter into any new material line of business; change its material lending, investment, underwriting, risk and asset liability management and other material banking and operating policies, except as required by applicable law, regulation or policies imposed by any Governmental Authority; or file any application or make any contract with respect to branching or site location or branching or site relocation.

  • Immediate Supervisor The first (1st) District-designated supervisor or manager not within the same bargaining unit who has immediate jurisdiction over the grievant.

  • Workload Management 11.1 The parties to this Agreement acknowledge that employees and management have a responsibility to maintain a balanced workload and recognise the adverse affects that excessive workloads may have on employee/s and the quality of resident/client care. 11.2 To ensure that employee concerns involving excessive workloads are effectively dealt with by Management the following procedures should be applied: (a) Step 1: In the first instance, employee/s should discuss the issue with their immediate supervisor and, where appropriate, explore solutions. (b) Step 2: If a solution cannot be identified and implemented, the matter should be referred to an appropriate senior manager for further discussion. (c) Step 3: If a solution still cannot be identified and implemented, the matter should be referred to the Facility Manager for further discussion. (d) Step 4: The outcome of the discussions at each level and any proposed solutions should be recorded in writing and fed back to the effected employees. 11.3 Workload management must be an agenda item at staff meetings on at least a quarterly basis. Items in relation to workloads must be recorded in the minutes of the staff meeting, as well as actions to be taken to resolve the workloads issue/s. Resolution of workload issues should be based on the following criteria including but not limited to: (a) Clinical assessment of residents’ needs; (b) The demand of the environment such as facility layout; (c) Statutory obligation, (including, but not limited to, work health and safety legislation); (d) The requirements of nurse regulatory legislation; (e) Reasonable workloads (such as roster arrangements); (f) Accreditation standards; and (g) Budgetary considerations. 11.4 If the issue is still unresolved, the employee/s may advance the matter through Clause 9 Dispute Resolution Procedure. Arbitration of workload management issues may only occur by agreement of the employer and the employee representative, which may include the union/s.

  • General Manager Secondary Contact Email Secondary Contact Phone Secondary Contact Fax Secondary Contact Mobile 1 Administration Fee Contact Name Administration Fee Contact Email 1 9 Administration Fee Contact Phone 2 0

  • Manager 5.1. Rules relating to the rights, duties and responsibilities of the Managers shall be governed by the Act. Such provisions are hereinafter incorporated into this Agreement by reference. Without limiting the generality of the foregoing, the Manager shall have the powers set forth in Paragraph 5.3 below.

  • Management of Change a. The parties to this Collective Agreement accept that change in the health service is necessary in order to ensure the efficient and effective delivery of health services. They recognise a mutual interest in ensuring that health services are provided efficiently and effectively, and that each has a contribution to make in this regard.‌ b. Regular consultation between the employer, its midwives and the union is essential on matters of mutual concern and interest. Effective communication between the parties will allow for: • improved decision making; • greater co-operation between employer and midwives; and • a more harmonious, effective, efficient, safe and productive workplace.

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