Xxxxxx Procedure. Each employee shall receive and verify his/her seniority and staff weighting index number annually in accordance with (Appendix N). Seniority will include the current school year; however, staff weighting index number will include degrees and credits earned prior to October 1 of the current year. Experience credit for part-time employees shall be granted on the same basis as their percentage of employment, e.g., half time employment for a full year yields one-half year experience credit on the staff weighting index schedule. Summer school and other supplemental contract work do not count toward seniority. The District will make every effort to use the voluntary and involuntary transfer process in Section 8 before initiating any layoffs. Employees will be laid off beginning with the least senior employee and moving up the seniority order as needed. If a staff member is not qualified to teach in any existing available position in the district, that staff member will be laid off before staff members who are qualified but have less seniority. For the purposes of this agreement, qualified means the proper state endorsement. Employees with identical staff weighting indices shall be ranked according to the actual date of employment with the District to break the tie. If a tie still exists after all of the above criteria have been utilized, the District will determine which employee is to be retained, provided the District does not act in an arbitrary and capricious manner. Employees on leave are subject to the Layoff procedure. Any person in the recall pool with more seniority than a person on leave, is recalled prior to the return from leave for the less senior employee.
Xxxxxx Procedure. A Participant or Beneficiary (“claimant”) who has not received benefits under the Agreement that he or she believes should be paid shall make a claim for such benefits as follows:
Xxxxxx Procedure. If the Bank denies part or all of the claim, the claimant shall have the opportunity for a full and fair review by the Bank of the denial, as follows:
Xxxxxx Procedure. Adverse actions consisting of suspensions without pay of more than two days, demotions or dismissals, are adjudicated by a Xxxxxx Procedure. GCTD will apply pre- disciplinary procedural rights on behalf of any regular employee against whom an adverse action is initiated, in accordance with the process described in Article 7.05.
Xxxxxx Procedure. Purchaser may not commence arbitration or litigation against Seller or any contractor, subcontractor or supplier for construction defects unless Purchaser has given written notice of the claim and permitted them to view, inspect and respond to the claimed defect, as required by law. See Exhibit C.
Xxxxxx Procedure. If the Board determines that a reduction of bargaining unit work is necessary, the following procedure will be used:
1. The Assistant Superintendent for Business shall meet with the Association President to discuss the proposed layoff and/or reduction of hours, with no less than thirty-six (36) hours of notice given of the intent;
2. The Assistant Superintendent for Business and the Association President will attempt to reduce staff through attrition and/or voluntary layoff or reduction of hours;
3. If reduction is necessary, employees working on a temporary basis in the classification(s) affected by the reduction shall be laid off or reduced in hours in inverse order of seniority;
4. If reduction is still necessary, probationary employees in the classification(s) affected by the reduction shall be laid off or reduced in hours in inverse order of seniority.
5. If reduction is still necessary, non-probationary employees in the classification (s) affected by the reduction shall be laid off or reduced in hours in inverse order of seniority.
Xxxxxx Procedure. The City Council and the City Manager (Administrative Officer) may separate any class or position without cause because of financial need, reduction of work, or abandonment of activities after giving thirty (30) days advance notice and the reasons therefore to such affected employee(s). However, no permanent fulltime employee shall be laid off or separated from any department while there are emergency, seasonal, part-time, permanent part-time, temporary employees or probationary employees serving in the same class of positions in the department.
Xxxxxx Procedure. 22.7.1 The Xxxxxx meeting provides an informal opportunity for the unit member to respond to the charges before discipline is imposed. The meeting shall be conducted by a senior administrator (the “Xxxxxx Officer”) not a party to the initial decision who has the authority to reduce or overturn the recommended discipline. The Xxxxxx Officer shall not have the authority to recommend an increase in the recommended discipline.
22.7.2 Failure of the unit member to appear at the scheduled meeting or to reschedule the meeting to a mutually agreed upon date and time, shall be deemed a waiver of the unit member’s right to informally appeal the proposed disciplinary action, and within ten (10) working days the charges will be forwarded to the Board of Education for action. The unit member will be notified of the Xxxxxx Officer’s decision in accordance with section 22.7.3 to 22.7.5; if termination is the recommendation, the District may relieve the unit member from active duty and paid status.
22.7.3 Within ten (10) working days of the Xxxxxx meeting, the Xxxxxx Officer will present his/her written decision to the Board of Education and the unit member. If the decision sustains the disciplinary recommendation the matter shall be placed on the next Board of Education agenda for action.
22.7.4 When the Xxxxxx Officer presents his/her written decision to the Board of Education, the Superintendent or designee shall notify the unit member by US mail (registered/certified, return receipt requested) to the unit member’s last known address or by personal service that the disciplinary charges have been filed with the Board of Education.
22.7.5 Notification to the unit member shall include the following elements:
a) A statement of the cause for the action taken.
b) A statement of the action proposed to the Board of Education.
c) A statement that the unit member has a right to appeal the decision of the Xxxxxx Officer to the Board of Education if demanded within ten (10) working days after service of the notice to the unit member.
d) A form or document, the signing and filing of which shall constitute a demand for hearing and denial of all charges. A demand for a hearing form or notice of appeal shall be filed by delivering the form or notice to the Human Resources office during normal business hours. The form or appeal may be mailed to Human Resources but must be received or postmarked within ten (10) working days from the unit member’s receipt of the notice of disciplinary ac...
Xxxxxx Procedure. After meeting with the employee or considering any response from the employee, the Xxxxxx officer shall provide their written recommendation to the bargaining unit member and Superintendent or designee whether to dismiss, proceed with, or modify tile recommendation for discipline.
Xxxxxx Procedure. This Agreement will be reviewed every 2 years in the Autumn term, to consider its operation and to agree any changes required about any aspect of this Agreement. The current funding arrangement is in place until 31st August 2024.
