Informal Level definition

Informal Level. When a cause for complaint occurs, the affected adjunct faculty member shall request a meeting with his/her department chair in an effort to resolve the complaint. At the adjunct faculty member’s request, a representative of the Adjunct Faculty Association may participate in such a meeting. If the adjunct faculty member is not satisfied with the result(s) of the meeting, he/she and/or the Association may formalize the complaint in writing as provided below. Any resolution at this level shall be subject to review by the Vice President of Academic Affairs or his/her designee and shall not be precedent-setting or binding in any manner.

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Informal Level. An optional informal conference with immediate supervisor. Signature documents that an informal conference occurred. Level One - · The Grievance Form must be submitted to the immediate supervisor within 20 days after the grievant knew or reasonably should have known of the grievable event. · A meeting must be conducted within 5 days of receipt of the Grievance Form between the supervisor and the grievant and/or the Association representative. · The supervisor will provide a written disposition within 10 days of the meeting. Level Two · If the grievant appeals the decision by the immediate supervisor or if no decision is rendered within 5 days of the meeting or 10 days from the date of submission of the Grievance Form, the Grievance Form will be submitted to the Superintendent. · The Superintendent or designee will meet with the grievant and/or Association representative within 5 days. · The Superintendent or designee will provide written disposition within 5 days. · If the grievant appeals the decision or no decision is rendered within 5 days of meeting or 10 days from date of receipt of Grievance Form by the Superintendent the grievant requests in writing for the Association to submit the grievance to Level 3. · The Association provides the Superintendent written notice requesting arbitration within 15 days of receipt of request from grievant. · The Association and District mutually select arbitrator within 10 days of request. Final Determination The arbitrator’s award is final and binding on the parties. Other Contractual Provisions · Time limits will begin the day following receipt of the grievance, appeal or written decision. · Time limits may be modified by mutual consent. · If the grievant fails to abide by prescribed time periods, the decision rendered at the previous level will be considered as settlement. · If a supervisor or the Superintendent fails to respond within time periods, the grievant may appeal the grievance to the next higher level. Date of Incident Date of Informal Conference Date of Submission of Grievance Date of Meeting Date of Written Disposition Date of Submission Date of Meeting Date of Written Disposition Date of ▇▇▇▇▇▇▇▇’s Request to Assoc. Date of Association’s Request for Arbitration Date of Selection Date of Decision The answer to all of the following questions should be “yes”. A “no” answer indicates that just cause may not exist or that some arbitrary, capricious or discriminatory action was involved.

Informal Level. An employee with a grievance shall first discuss it with his/her supervisor and/or Assistant Superintendent for Special Services with the intent of resolving the matter informally. The employee may request any information, including personnel files maintained at Central Office or by the supervisor.

Examples of Informal Level in a sentence

• Informal Level - Within thirty (30) days following occurrence or first knowledge of the act or condition which is the basis of the complaint, a grievant must first meet and discuss the problem with his/her immediate supervisor, administrator, or designee for the purpose of resolving the matter informally.

• If no resolution is reached at the Informal Level, the Formal Resolution procedure shall ensue.

• Any hearing at the Informal Level and at Formal Level One, Level Two, and Level Three shall be held during non-teaching hours unless otherwise directed by the Board.

• Within five (5) days of the oral answer, or within twelve (12) days after presentation of the grievance at the Informal Level if no oral answer has been rendered, if the grievance is not resolved, it must be filed with the principal or immediate supervisor or his designee in writing, signed by the grievant, on the appropriate form provided by the Board.

• Informal Level It is the responsibility of any teacher or group of teachers with a grievance to discuss the matter informally with any appropriate member of the administration prior to Formal Level I or to proceed independently as described in Section E of these procedures.

• Any hearing at the Informal Level and at Formal Level One, Level Two, and Level Three shall be held during non-duty hours unless otherwise directed by the school employer.

• If the grievance is not resolved within ten (10) days after the Grievant has provided the Supervisor written notice of the Informal Level discussion, it may be pursued further by submitting a completed Grievance Form to the Supervisor.

• Step 1: Informal Level: Before filing a formal written grievance, the grievant shall attempt to resolve it by informal conference with the Human Resources Director, within ten (10) days after CSEA knew or should have known of the event or circumstances occasioning the grievance.

• If the complaint is not resolved at the Informal Level or if the informal step is not invoked by the complainant, the complainant may file a Level I complaint with the Human Resources Office no later than thirty (30) days after the event giving rise to the complaint or after the complainant knew or reasonably should have known of the event giving rise to the potential complaint or twenty-one (21) days after the Informal response.

• If a grievance is not resolved in the meeting between the affected employee and his/her immediate supervisor at the Informal Level, the grievance may be formalized in writing, within ten (10) days of the Informal Level meeting between the supervisor and the affected employee.