Supervisor Level Sample Clauses

Supervisor Level. The employee and/or the Union may present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be submitted within twenty (20) days of the occurrence of the grievance or within twenty (20) days of when such occurrence should reasonably have become known. The supervisor shall arrange for a meeting to take place within ten (10) days after receipt of the grievance. Within ten (10) days after completion of the conference, the immediate supervisor shall give his/her decision to the grievant/Union in writing.
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Supervisor Level. If the problem is not resolved in the informal conference it shall be reduced to writing, clearly stating the claimed basis for the grievance and shall be signed by the employee and presented to the supervisor by the Xxxxxxx within fifteen (15) working days after the alleged occurrence. The written grievance may be presented to and discussed with the supervisor by no more than two (2) Union representatives accompanied by the employee at the discretion of the Union. Within five (5) working days after receiving the written grievance, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the Union.
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Supervisor Level. If no settlement is reached in Step 1, the employee, if he/she considers the grievance to be valid, will first discuss with the Union Leadership prior to proceeding and will reduce to writing on the Union grievance form a statement of the grievance providing the following information:
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Supervisor Level. The parties recommend that a grievance be presented to the employee's immediate supervisor to keep it as informal as possible. When filing a grievance, the aggrieved may submit a written request to meet with the immediate supervisor in an attempt to resolve it or the aggrieved/representative may present the completed grievance form to the supervisor, in lieu of a meeting. The grievance statement will identify the section of the Agreement, or the specific Board policy, or specific written District procedure that governs the employee's terms and conditions of employment alleged to have been violated; the circumstances involved; the specific remedy sought, and the date of the alleged act/violation. A grievance must be filed within fifteen (15) work days of the event/act or discovery of the event/act that caused the grievance. The immediate supervisor will communicate a decision in writing, using the grievance response form, within ten (10) work days after holding the meeting or receiving the written grievance. Should there be no written response from the immediate supervisor within ten (10) days it shall be considered a denial. If not satisfied with the decision at the Supervisor Level, the aggrieved or the Association may proceed to the Superintendent Level within five (5) work days of the Supervisor Level decision.
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Supervisor Level. If the grievance cannot be resolved informally, the bargaining unit member and/or Union shall present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be filed within twenty (20) days of the occurrence giving rise to the grievance, or within twenty (20) days of the date the grievant should reasonably have known of such occurrence, whichever is later. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by all parties concerned. Within ten (10) days after such meeting, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the Union/grievant.
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Supervisor Level i. If the grievance is not settled at the Discussion Level, the aggrieved may, within twelve (12) days, submit a formal written grievance to the immediate supervisor.
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Supervisor Level. The aggrieved employee must first present the grievance either orally or in writing to their immediate supervisor outside of the bargaining unit within twenty (20) days after the member first knew or reasonably should have known of the act or condition on which the grievance is based. The supervisor or designee shall meet with the aggrieved employee to discuss the grievance and shall provide a decision in writing within five (5) days after the presentation of the grievance at this level.
Sample 1
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Supervisor Level. The employee and/or Union shall present the grievance in writing to the immediately involved supervisor. The grievance shall set forth the facts in the grievance, the section or sections in the Agreement allegedly violated and the remedy requested. Such grievance shall be filed within twenty-five (25) days of the occurrence giving rise to the grievance, or within twenty- five (25) days of the date the grievant should reasonably have known of such occurrence, whichever is later. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by the parties concerned. Within ten (10) days after such meeting, the supervisor shall communicate his/her decision in writing, together with the supporting reasons, to the grievant. If the Union is not the grievant, a copy of the decision shall be sent to the Union. Step 2 ⎯ Superintendent Level: If the grievance is not resolved at Step 1, the employee and/or the Union may refer the grievance in writing to the Superintendent or designee within ten (10) days after the receipt of the Step 1 answer. Within ten (10) days thereafter, a meeting shall be held at a time mutually agreed to by the parties concerned. Within ten (10) days after such meeting, the Superintendent or designee shall communicate his/her decision in writing, together with the supporting reasons, to the grievant. If the Union is not the grievant, a copy of the decision shall be sent to the Union.
Sample 1
Supervisor Level. The teacher or the Association shall present their grievance in writing within twenty (20) working days of the occurrence giving rise to the grievance, or within twenty (20) working days from when the teacher or Association knows or should have known of the occurrence giving rise to the grievance, to the supervisor immediately involved who will arrange for a meeting to take place within five (5) days after receipt of the grievance. The Supervisor shall render a decision within five (5) working days from the time of the grievance meeting.
Sample 1

Related to Supervisor Level

  • Supervisor A. Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Superintendent Level If no settlement has been reached in Step 2 within the specified time limit, the employee and/or his/her designated Council representative may advance the grievance to Step 3 by submitting a copy of the written statement of grievance in appropriate form to the office of the superintendent within ten (10) calendar days of receipt of the written disposition of grievance given by the Step 2 administrator. After such submission, the superintendent or designee shall have ten (10) calendar days to attempt to resolve the grievance. Within that time the superintendent or his/her designee shall indicate his/her disposition of the grievance on the grievance form and shall furnish a copy thereof to the employee and to the Council. If in the resolution process a meeting is held with the grievant in attendance, a representative of the Council shall be given an opportunity to attend.

  • Supervisor Training Topics include:

  • Supervisors Supervisors may continue to perform bargaining unit work which is incidental to their jobs. They may also perform bargaining unit work in emergency situations and where such work is necessary to train a covered member. Such work by supervisors may result from but shall not cause any layoffs of covered members.

  • Level 3 An employee at this level performs work above and beyond the skills of an employee at Level 2.

  • Supervisors Working (a) The work of Supervisors will not include assignment to work normally performed by employees of the bargaining unit except for training or demonstration. “Training or demonstration” shall not be used as a subterfuge for the performing of any bargaining unit work. Any claimed abuses will be referred to the Grievance Procedure. Where possible, the shop xxxxxxx will be notified. Supervisors will not perform bargaining unit work until after all rea- sonable efforts have been exhausted to have the work covered.

  • Grievance Representatives The UFF shall annually furnish to the board and University a list of all persons authorized to act as grievance representatives and shall update the list as needed. The UFF grievance representative shall have the responsibility to meet all classes, office hours, and other duties and responsibilities incidental to the assigned workload. Some of these activities are scheduled to be performed at particular times. Such representative shall have the right during times outside of those hours scheduled for these activities to investigate, consult, and prepare grievance presentations and attend grievance hearings and meetings. Should any hearings or meetings with the President, Board or their representatives necessitate rescheduling of assigned duties, the representative may with the approval of the appropriate administrator, arrange for the rescheduling of such duties or their coverage by colleagues. Such approval shall not be unreasonably withheld.

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the CPF shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the charter term. This section shall not preclude the SCSC from considering other relevant factors in making renewal decisions.

  • SUPERVISORY PERSONNEL All supervisors and foremen shall be excluded from the bargaining unit and will not perform any work which falls within the scope of this Agreement. When supervisors and foremen are appointed, a notice to that effect will be posted and maintained on a bulletin board.

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