Preliminary Stage. There shall be three (3) preliminary steps in the voluntary transfer process. Step One: As part of the college process for filling new full-time faculty positions, full-time faculty within the department will reach consensus as to whether to review voluntary transfers. The Department Chair and Area Xxxx shall define faculty consensus. If a department does not have any full-time faculty or a new faculty position is without a designated department, the Area Xxxx, in consultation with the Academic Senate President (or designee), will determine whether to review voluntary transfers. If there is no consensus, then Involuntary Transfer may occur.
Preliminary Stage. In the interest of maintaining harmonious relations, the aggrieved teacher is encouraged to have an oral conference with the Associate Xxxx or appropriate administrator upon discovery of the grievance and prior to initiating formal written grievance procedures. The Union and College and Office of Human Resources shall meet prior to the formal stages of the grievance procedure to determine if the issue posing a potential formal grievance can be resolved prior to the formal stages of the grievance procedures. It is understood that such meetings prior to the formal stages of the grievance procedure shall not count toward timeline requiring the Union to file a formal grievance within twenty-three (23) working days of the discovery of the grievance. It is further understood that the Union may move to the formal grievance stage at its discretion at any point during this preliminary stage of the grievance procedure.
Preliminary Stage. The administrator should first discuss the problem with the immediate supervisor. If the problem can easily be resolved, the employee may not wish to proceed with a formal grievance.
Preliminary Stage. Every employee who has a problem his working conditions which may give rise to a grievance, shall discuss it with his immediate supervisor or with any other Employer Representative in an attempt to settle it, accompanied, if he so wishes, by his Union Representative. The Parties shall favour and encourage such discussion with a view to a possible settlement. However, the mere fact that this obligation is not fulfilled shall not cause the employee or the Employer to lose any rights. Stage The grievance formulated and presented, as prescribed above, shall be submitted by the Union or by the employee to the employee’s supervisor or designate. The person to whom the grievance is thus presented shall have three (3) days to render a decision.
Preliminary Stage. There shall be three (3) preliminary steps in the voluntary transfer process. Step One: As part of the college process for filling new full-time internal faculty positions conducted at LRCCD colleges, full-time faculty within the department will reach consensus as to whether to review voluntary transfers. The Department Chair and Area Xxxx shall define faculty consensus. If a department does not have any full-time faculty or a new faculty position is without a designated department, the Area Xxxx, in consultation with the Academic Senate President (or designee), will determine whether to review voluntary transfers. If there is no consensus, then Involuntary Transfer may occur. Step Two: If voluntary transfer applicants are to be considered, the District Human Resources Office shall inform full-time faculty members via e-mail regarding the voluntary transfer deadline date. The District voluntary transfer deadline date shall be no later than three (3) weeks earlier than the general application deadline date. Step Three: Voluntary transfer applicants must submit to the District Human Resources Office a Voluntary Transfer Request Form, an application used for general hiring, a resume and/or a letter of interest no later than the voluntary transfer deadline date. The District Human Resources Office shall forward all voluntary transfer applications to the college requesting the position prior to the general application deadline date.
Preliminary Stage. In the interest of maintaining harmonious relations, the Union will have an oral and unrecorded conference with the building principal upon discovery of the grievance and prior to initiating formal written grievance procedures. When an alleged grievance originates with an administrator other than the building principal, the "preliminary stage" shall be with said administrator.
Preliminary Stage. 467. In the interest of collegiality, where the University identifies problems or issues with the operation or structure of the University that it considers are likely to lead to a formal change proposal, staff and the unions will usually be consulted prior to the procedures outlined in the remainder of this clause. This process will involve the University providing staff and the unions with details of the issues that have led to the need for the consideration of the change, and the issues it considers need to be addressed. The University will provide any information that is readily available (not including commercial-in-confidence and other confidential information) to demonstrate the problem or issues to be addressed. Potentially affected staff and the unions will be given the opportunity to provide suggestions as to what form the change should take, or whether change is needed. The University will consider any responses prior to proceeding with a formal change proposal under this clause. CONSULTATION STAGE 1
Preliminary Stage. The professional services to be provided by the consulting engineer at this stage comprise all or any of the following as may be necessary in a particular case:
Preliminary Stage. In the interest of maintaining harmonious relations, an alleged grievance shall first be discussed with the appropriate administrator with the object of resolving the matter informally:
Preliminary Stage. There shall be three preliminary steps in the voluntary transfer process.
