Withdrawal of Cases. After a case on which an Appeal Board is empowered to rule hereunder has been referred to the Appeal Board, the case may not be withdrawn by either party except by mutual consent.
Withdrawal of Cases. A grievance may be withdrawn by the Union without precedent, at any time before it is submitted to arbitration, upon written notice to the Employee Relations Office before the expiration of the time limit for submitting or advancing the grievance at any step of the procedure. A grievance which is withdrawn after submission to arbitration is withdrawn with prejudice.
Withdrawal of Cases. 8.08.01 After a case has been referred to Step 3 of the grievance procedure, the case may not be withdrawn by either party except by mutual consent.
8.08.02 To eliminate misinterpretation all parties involved (Union and Management) shall meet to discuss the arbitrator's award upon written request of either party. It is understood that representation at said meetings shall be limited to no more than three (3) members from the Union and three (3) members from the School District.
Withdrawal of Cases. After a case on which an Arbitration Board is empowered to rule hereunder has been referred to the Arbitration Board, the case may not be withdrawn by either party except by mutual consent.
Withdrawal of Cases. OP12-1 A grievance may be withdrawn by the Union without prejudice by submitting a written notice to Employee Relations before the first of the following: (1) the expiration of the time limit provided in OP10-12 through OP10-14 for submitting grievances from the third step of the grievance procedure to arbitration or (2) actual submission of the grievance to arbitration. The notice should identify the grievance and state the grievance is withdrawn. A grievance which has been submitted to arbitration may be withdrawn without prejudice upon mutual agreement of the parties. COMPUTATION OF BACK WAGES OP13-1 No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at the employee’s base rate including shift differential, if applicable. OP13-2 Any employee found to be unjustly suspended or discharged shall be reinstated with full compensation for all regular lost time and with full restoration of all rights and conditions of employment.
Withdrawal of Cases. 30 31 Finality of Decisions ............................................ 31 31
Withdrawal of Cases. A grievance may be withdrawn by the Union without precedent by submitting a written notice to the Employee Relations Office before the expiration of the time limits for submitting the grievance to the next step of the grievance process. A grievance which is withdrawn after submission to arbitration at 14-1 is withdrawn with prejudice. COMPUTATION OF BACK WAGES 16-1 In cases of termination, promotion, or demotion, no award for back wages shall exceed the amount of wages the employee would otherwise have earned at the employee's base rate including shift differential, if applicable during the period that begins 75 calendar days prior to the date the
Withdrawal of Cases. 10.1 After a case has been referred to the Arbitration Association, the case may be withdrawn.
10.2 No claim for back wages shall exceed the amount of wages the employee would otherwise have earned at his/her regular rate, unless overtime was involved in the case.
Withdrawal of Cases. A grievance may be withdrawn by the Union without precedent, at any time before it is submitted to arbitration, upon written notice to the Employee Relations Office before the expiration of the time limit for submitting or advancing the grievance at any step of the procedure. A grievance which is withdrawn after submission to arbitration is withdrawn with prejudice.
A. The questioning should be conducted at a reasonable hour, preferably at a time when the member is on duty. If the questioning does occur during off-duty time, the employee shall be compensated for such time in accordance with the overtime provisions of the Collective Bargaining Agreement.
B. The employee who is to be questioned shall be informed prior to the meeting of the name and position of the administrative employee in charge of the investigation as well as the name of all other persons who will be present during the meeting. The questions to be directed to the employee shall be asked by one (1) person at a time.
C. The employee who is to be questioned shall be informed of the nature of the investigation. If a written statement is requested from the employee, a reasonable amount of time will be afforded the employee with a maximum of twenty-four (24) hours unless extended by mutual agreement.
D. The investigation meeting shall be for a reasonable period of time and shall allow for personal necessity and rest periods as are reasonably necessary.
E. The employee who is being questioned shall not be subject to abusive language. No promise of reward shall be made as an inducement to answer any questions.
F. If a tape recording is made of the meeting, the employee shall have access to the tape if further proceedings are contemplated.
G. If an employee requests union representation, the employee shall be afforded the appropriate union representation in accordance with the Xxxxxxxxxx decision. 22 Special conferences for important matters will be arranged between the Union President and the University or its designated representative upon request of either party. Such meetings shall be between not more than three (3) representatives of the Union and the representatives of the University. Arrangements for such special conferences shall be made in advance, and an agenda of the matters to be taken up at the meeting shall be presented by the party requesting the conference at the time the conference is requested. The meeting may be attended by a person not in the bargaining unit hired by the Union ...
Withdrawal of Cases. Any grievance may be withdrawn at any time.
