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.
Levels Three and Four require administrative credentials and Level Five is reserved for the superintendent of schools.
The Association may then decide whether to have the grievance heard by the Board at Level Four in public session or to move the grievance to Level Five without a hearing before the Board.
The request for such list shall be made by the District within five (5) days of the receipt of the Level Five appeal.
The board may also impose an administrative penalty of not less than $250 or more than $1,000 for each Level Five violation.
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 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 the Board and the Association are unable to agree upon an arbitrator or unable to obtain such a commitment within seven (7) days, a request for a list of arbitrators shall be made to the Bureau of Mediation. An arbitrator shall then be selected by striking names until one name remains according to the terms of Section 903 of Act 195. If the selected arbitrator cannot or does not serve within fifteen (15) days of his notification, the last arbitrator stricken from the list may be notified to serve, if mutually agreed upon by the parties. 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. 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