Level Five. If at the end of ten (10) regular business days next following such presentation, the grievance shall not have been disposed of to the employee's satisfaction, the employee may, within five (5) regular business days thereafter, notify the President and Chairman in writing of the employee's desire to have the grievance presented to the School Committee. Within five (5) regular business days following receipt of any such notice, the grievance shall forthwith be presented in writing by the Association to the School Committee without amendments. The notification of advancement of a grievance to the School Committee level shall be addressed to the Chairperson of the School Committee and shall be delivered to the office of the Superintendent, clearly identified as a grievance on the outside of the envelope. The Committee shall hear the grievance at its next regularly scheduled meeting subject to any limitations imposed by the Open Meeting Law. That Law requires a posting of the Executive Session at least forty-eight (48) hours in advance of the meeting excluding Saturday, Sunday, and State recognized holidays. The aggrieved employee shall be at the meeting with the School Committee except in cases of undue hardship. If a special meeting of the School Committee must be called in order to hear such a grievance, the School Committee and the Association will jointly establish the date and time of the meeting. If the grievant is not present at the meeting, the grievance shall be deemed to be waived except in cases of illness or emergency involving the grievant, of which the Committee could not reasonably have been notified in advance.
Level Five. Level Five skiers are intermediates who are confident on easy blue runs and ski mostly parallel but may at times use the wedge to begin a turn or to stop. Level Five skiers may be cautious on intermediate trails that are slightly steep or icy. Level Six: Level Six skiers confidently make parallel turns on blue runs but do not ski many advanced trails. Level Six skiers use their poles to time turns. A Level Six skier is interested in learning to ski better on more challenging terrain.
Level Five. In the event that the grievance shall not have been satisfactorily disposed of at Level Four, or in the event that no decision has been rendered within ten (10) school days after the Level Four meeting, the administrators may within five (5) school days refer the unsettled grievance to arbitration. The arbitrator shall be selected by an Agreement between the parties. If the parties are unable to agree upon an arbitrator, the selection shall be made by the American Arbitration Association, in accordance with its Rules and Regulations. The arbitrator shall be without power or authority to make any decision either prohibited by law, or to add to, alter, or modify this Agreement. The decision of the arbitrator shall be in writing and shall set forth his findings of fact, reasoning and conclusions of the issue submitted. This decision shall be final and binding on the parties. The costs for the services of the arbitrator shall be borne equally by the Committee and the Administrators.
Examples of Level Five in a sentence
If the grievance is not resolved within twenty (20) days, the grievance shall revert to Level Five.
More Definitions of Level Five
Level Five. If the Association so desires, it may, within ten (10) days after receipt of the Board’s written decision, refer the matter to mediation through the Michigan Employment Relations Commission.
Level Five. If the grievance is not satisfactorily resolved by the decision of the Board, the Association may, within seven (7) days after receiving the Board's decision, request that the grievance be submitted to arbitration. The Association will submit a request for a list of arbitrators to the Bureau of Mediation within thirty (30) business days of the Board’s decision. The Board and the Association shall attempt to agree upon a mutually acceptable arbitrator and shall obtain commitment from said arbitrator to serve. If not, then parties shall strike from the Bureau of Mediation list. An arbitrator shall then be selected by striking names until one name remains according to the terms of Section 903 of Act 195. The decision of the arbitrator shall be final and binding upon the parties. Each case shall be considered on its merits and a collective bargaining agreement shall constitute the basis upon which the decision shall be rendered. The arbitrator shall neither add to, subtract from, nor modify the provisions of this Agreement. The arbitrator shall be confined to the precise issue submitted for arbitration and shall have no authority to determine any other issues not so submitted to him/her. All fees and expenses of the arbitrator shall be divided equally between the parties. Each party shall bear the cost of preparing and presenting its own case. Either party desiring a record of the proceedings shall pay for the record and make a copy available without charge to the arbitrator. The district shall provide district release time for the Association President, Grievance Chair, or their designees and the grievant to attend grievance arbitration hearings. PROFESSIONAL RESPONSIBILITIES
Level Five. If no decision is rendered within ten (10) days of the discussion at Level Four or the decision is unsatisfactory to the Association and it involves an alleged violation of a specific article and section of this Agreement, the Association may appeal same to arbitration within ten (10) days. Such appeal shall be in writing and shall be delivered to the American Arbitration Association and the Board within said ten (10) day period, and if not so delivered, the grievance shall be abandoned. If the parties are unable to agree upon an arbitrator within ten (10) working days he shall be selected according to the rules of the American Arbitration Association which shall also govern the arbitration proceedings. Neither party may raise a new defense or argument in such arbitration proceeding not previously raised or disclosed at other written levels. The Board and the Association shall not be permitted to insert in such arbitration proceeding any evidence not previously disclosed to the other party at least five business days in advance of the proceeding. Expedited arbitration shall be employed upon mutual agreement by both parties. The arbitrator shall have no power to alter, modify, add to, or subtract from the provisions of this agreement. His/her authority shall be limited to deciding whether a specific article and section of this agreement has been violated and shall be subject to, in all cases, the rights, responsibilities and authority of the parties under the Michigan General School Laws or any other national, state, county, District or local laws. The arbitrator shall not usurp the functions of the Board or the proper exercise of its judgment and discretion under law and this agreement. Nor shall the arbitrator have any power to interpret state or federal law, or to hear any grievance previously barred from the scope of the grievance procedure. The decision of the arbitrator, if within the scope of his authority as above set forth, shall be final and binding. Both parties agree to be bound by the award of the arbitrator. The arbitrator’s fee and other expenses of arbitration shall be divided equally between the parties. Each party shall bear his own expense in connection therewith.
Level Five. Means an employee who is primarily engaged in one or more of the following: Trade work appropriate to an employee’s trade, and who has completed an apprenticeship or who has passed the appropriate trade test such as cookery and printing/graphic arts. Responsible for supervision, training and co-ordination (including rostering) of employees within their respective work area to ensure delivery of service. Instructor (including Aerobics instructor) who conducts more than one level or type of class or activity and who may assist in the design and delivery of programs and is capable of assessing participants. Progression to Level Six will depend upon successful application and availability of a position.
Level Five. If this decision is not satisfactory, the USW may file the grievance with the Secretary of the Board in writing at least one week prior to the next regular Board meeting. The Board will place said grievance on the agenda at its next regular Board meeting, at which time the aggrieved employee(s) and a USW representative will be given an opportunity to be heard. The Board will render its decision, in writing, within seven (7) school days. Level Six: If the decision of the Board is not satisfactory to the USW the grievance may be submitted to a state mediator. The mediator shall submit his/her recommendation to both parties, which will not be binding on either party. The Board shall review their decision made at Level Five.
Level Five. If the Level Four decision is not satisfactory, the Association, on behalf of the grievant, may file the grievance with the secretary of the Board in writing at least one week prior to the next regular Board meeting. The Board will place said grievance on the Agenda at its next regular Board meeting, at which time the Association will be given an opportunity to be heard. The Board will render its decision, in writing, within seven (7) working days. Level Six: Mediation. If the Board, the aggrieved employee(s) and the Association are unable to resolve the grievance, and it involves an alleged violation of a specific article and section of this Agreement, it may, within ten (10) working days after the decision of the Board, be submitted to mediation, established by Act 379, P.A. 1965. An appeal will be in writing and will be delivered to the labor mediation board and the Board within a ten (10) day working period, and if not so delivered, the grievance will be deemed abandoned. After the above procedure, the Board will reconsider its decision and render a final decision within five (5) working days.
Level Five. Means an employee who is primarily engaged in one or more of the following: • Trade work appropriate to an employee’s trade, and who has completed an apprenticeship or who has passed the appropriate trade test such as printing/graphic arts. • Department supervisor, responsible for supervision, training and co-ordination (including rostering) of employees within their respective work area to ensure delivery of service. • Instructor who conducts more than one level or type of class or activity and who may assist in the design and delivery of programs and is capable of assessing participants. Progression to Level Six will depend upon successful application and availability of a position. Services Employee - Level Six • Degree qualified personnel entering workforce of specialisation • Substantial (min 3 years) work experience in the absence of formal qualifications Services Employee - Level Seven • Degree qualified personnel with a minimum of two years experience in field of specialisation. ATTACHMENT B – Weekly Wage Rates ATTACHMENT C – ALLOWANCES Item No. Brief Description $ $ $ FFPP FFPP Amount Mar-16 Mar-17 $ FFPP Mar-18 1 Meal Allowance 13.46 13.86 14.28 14.71 2 Apprentices Tool Allowance 0.73 p/week 0.75 p/week 0.77 p/week 0.80 p/week 3 Laundry Allowance: (Shirts only) - special clothing requiring ironing 1.80 p/day to a max of 3 p/week 1.85 p/day to a max of 3 p/week 1.91 p/day to a max of 3 p/week 1.97 p/day to a max of 3 p/week (Multiple Items) and/or team members employed pre 2008 - special clothing requiring ironing 3.58 p/day to a max of 3 p/week 3.69 p/day to a max of 3 p/week 3.80 p/day to a max of 3 p/week 3.91 p/day to a max of 3 p/week (Multiple Items) - special clothing not requiring ironing 2.16 p/day to a max of 3 p/week 2.22 p/day to a max of 3 p/week 2.29 p/day to a max of 3 p/week 2.36 p/day to a max of 3 p/week 4 First-Aid Allowance 2.21 p/day to a max of 5 p/week 2.28 p/day to a max of 5 p/week 2.34 p/day to a max of 5 p/week 2.41 p/day to a max of 5 p/week ATTACHEMENT D – TRAINEESHIPS Training Wage