Level 3. If the grievant is not satisfied with the written answer from the appointing authority, the grievant may, within ten (10) days of such answer, file a written appeal to the Director of Human Resources. Within ten (10) days of receipt of the written appeal, the Director of Human Resources or his/her designee shall investigate the grievance, which shall include a meeting with the concerned parties, unless such meeting is waived by mutual agreement of the parties, and thereafter shall give a written answer to the grievant within ten (10) days, which answer shall be final and binding unless appealed by the Association.
Level 3. If the Employee is not satisfied with the response of the immediate supervisor, the Employee may submit the grievance to the Deputy Superintendent within ten (10) days. The Deputy Superintendent shall sign and date all copies when he/she receives them. The Deputy Superintendent shall respond in writing within ten (10) days of receipt of the grievance.
Level 3. A written reprimand may be issued for a severe or repeated infraction or violation. In that event, the unit member may respond in writing and have that writing attached to the reprimand and placed in the personnel file.
Level 3. If the grievant is not satisfied with the decision at Xxxxx 0, xx/xxx may appeal the decision in writing within ten (10) days to the Superintendent or designee. This statement shall include a copy of the original grievance and appeal, the decisions rendered and a clear, concise statement of the reasons and basis for the appeal. The Superintendent or designee shall communicate his/her decision to the grievant within ten (10) days.
Level 3. Requires 15 Semester Units The employee may utilize not more than six (6) academic units to meet this requirement.
Level 3. Grieving parties may appeal to the Superintendent of Schools the decision of Level 2. This appeal must be made within ten (10) days following the decision of Level 2. If ten (10) days pass without appeal, the grieving parties shall be assumed to be in agreement with the decision. Within seven (7) days of the appeal to the Superintendent, a decision shall be given in writing to the grieving parties.
Level 3. In the event the panel is deadlocked on a decision, the grievant may, within ten working-days after receipt of notification of the deadlock, appeal the decision on the appropriate form to the Superintendent, or designee. This statement shall include a copy of the original grievance, the decision rendered at Xxxxx 0, and a clear, concise statement of the reasons for the appeal. The superintendent, or designee, shall communicate a decision within ten working-days after receiving the appeal. Either the grievant or the superintendent may request a personal conference within the above time limits. In the event a personal conference is requested, said ten working-day limit shall begin to run from the date of said conference.
Level 3. If the grievant is not satisfied with the disposition of his/her grievance at Xxxxx 0, xx/xxx may within twenty (20) days request in writing that his/her grievance be submitted to arbitration. The grievant and the District shall attempt to agree upon an arbitrator. If no agreement can be reached, they shall request the State Conciliation Service to be determined by mutual agreement, to supply a panel of five (5) names of persons experienced in hearing grievances in public schools. Each party shall alternately strike a name until only one name remains. The remaining panel member shall be the arbitrator. The grievant shall strike the first name. The fees and expenses of the arbitrator and the hearing shall be borne equally by the District and the grievant. All other expenses shall be borne by the party incurring them. The arbitrator shall, as soon as possible, hear evidence and render a decision on the issue or issues submitted to him/her. If the parties cannot agree upon a submission statement, the arbitrator shall determine the issues by referring to the written grievance and the answers thereto at each step. The arbitrator will have no power to add to, subtract from, or modify the terms of this agreement or the written policies, rules, regulations, and procedures of the District. After hearing and after both parties have had an opportunity to make written arguments, the arbitrator shall submit in writing to all parties his/her findings and recommendations, which shall be final and binding.
Level 3. An Employee at this level: • holds any other qualification required for working in an Aged Care or Home Care practice setting setting; and, • is appointed as such by a selection process. An Employee at this level may also be known as a Clinical Nurse Consultant or Nurse Educator. In addition to the duties of an RN Level 2, an Employee at this level will perform the following duties in accordance with practice settings and resident or client groups. Duties will substantially include, but are not confined to: • providing leadership and role modelling, in collaboration with others particularly in the areas of action research and quality assurance programs; • staff and patient/client education; • staff selection, management, development and appraisal; • participating in policy development and implementation; • acting as a consultant on request in the Employee’s own area of proficiency; for the purpose of facilitating the provision of quality nursing care; • delivering direct and comprehensive nursing care to a specific group of residents or clients with complex nursing care needs, in a particular area of nursing practice within a practice setting; • coordinating, and ensuring the maintenance of standards of the nursing care of a specific group or population of residents or clients within a practice setting; and • coordinating or managing nursing or multidisciplinary service teams providing acute nursing and community services. • The Clinical Nurse Consultant may also be the most senior Registered Nurse. Duties of a Nurse educator will substantially include, but are not confined to: • providing leadership and role modelling, in collaboration with others including the Clinical nurse consultant and the Nurse manager, particularly in the areas of action research; • implementation and evaluation of staff education and development programs; • staff selection; • implementation and evaluation of patient or client education programs; • participating in policy development and implementation; • acting as a consultant on request in the employee’s own area of proficiency (for the purpose of facilitating the provision of quality nursing care); and • being accountable for the assessment, planning, implementation and evaluation of nursing education and staff development programs for a specified population. RN Level 4 Clinical Care Coordinator means a registered nurse appointed to assist the Clinical Operations Manager in the management of a Facility and take a shared responsi...
Level 3. If the grievant is not satisfied with the written answer from Xxxxx 0, the grievant may, within seven (7) days from the receipt of such answer, file a written appeal by hand delivery or by e-mail (with confirmation of delivery) to the City Manager. Within seven (7) days of receipt of the written appeal, the City Manager, or his/her designee, shall investigate the grievance which may include a meeting with the concerned parties, and thereafter provide a written response to the grievant within seven (7) days. The Level 3 response for Minor Disciplinary Actions shall be final per Article 29.
