Department of Human Resources. The Department of Human Resources shall coordinate with Departmental management to implement Board Policy on workforce reductions on a County-wide basis and enhance the County’s on-going efforts to find alternative placement for employees subject to layoff or demotion due to workforce reductions. Management shall factor in attrition, implement transfers of qualified employees to available vacancies, recommend to the Board and/or CEO to reduce or discontinue departmental personnel services contracts, and allow voluntary demotions before laying off any member of a bargaining unit. In order to further mitigate the adverse impact of workforce reductions the Department of Human Resources and Chief Executive Office shall coordinate the use of the County’s Enhanced Voluntary Time-off program with operating departments. The Department of Human Resources and Department Management shall implement a program which will match employees scheduled to be laid off with departments who are hiring workers.
Department of Human Resources. The Department of Human Resources shall coordinate with Departmental management to implement Board Policy on workforce reductions on a County-wide basis and enhance the County’s ongoing efforts to find alternative placement for employees subject to layoff or demotion due to workforce reductions. Management shall factor in attrition, implement transfers of qualified employees to available vacancies, recommend to the Board and/or CEO to reduce or discontinue departmental personnel services contracts and allow voluntary demotions before laying off any members of a bargaining unit.
Department of Human Resources. The supervisor shall not reject such a request because the training is outside the scope of the Employee's position. However, it is understood an Employee shall not request unreasonable time off for such training.
Department of Human Resources. Upon receipt of a written grievance which, is properly at Step 3, the Employer’s designee (other than the administrative designee) shall schedule a formal meeting within seven (7) working days with the Union Council Representative and the Union President. Prior to this meeting taking place, the Employer’s designee shall investigate the allegation(s) contained in the grievance. The designee shall provide the Union President and the Union Council Representative with a written response to the grievance within ten (10) working days after the above meeting.
Department of Human Resources. The Terms of Reference for the review will be developed jointly by one (1) representative from the Department of Human Resources and one (1) representative by New Brunswick Union of Public and Private Employees. By mutual agreement, this committee may call upon additional resources to address specific issues.
Department of Human Resources. If the grievance is not satisfactorily settled at Step 2, it must be received by the Deputy Director of Human Resources for Employment and Labor Relations or his/her designee from the Union within seven (7) working days after receipt of the Step 2 answer. The designee of the Department of Human Resources shall consider the grievance at the Step 3 Grievance meeting to be held no later than 30 working days from receipt of the grievance. Multiple grievances may be heard at a Step 3 meeting with mutual agreement of the parties. A Union representative may join the meeting. Within twenty
Department of Human Resources. 8. If a dispute arises regarding the payment of any referral incentive, the determination regarding payment shall be made considering the totality of information available and is made solely at the discretion of the Chief Human Resources Officer, as the Superintendent's designee. The determination is final and not subject to grievance or appeal.
Department of Human Resources. The Employer's administrative designee(s), or if unavailable the Clerk of Courts, shall forward the Employee grievance to the designee of the Department of Human Resources assigned to the Clerk of Courts, who shall schedule a formal meeting to be held within ten (10) working days of the receipt of the grievance with the Employee who filed the grievance and a Union xxxxxxx. Prior to this meeting taking place, the Human Resources designee, shall make an investigation of all allegations contained in this grievance. Within ten (10) working days of the above meeting, the Human Resources designee, shall provide the Employee and a xxxxxxx with a written response to the grievance.
Department of Human Resources. Upon request of either party, representatives of CUB and the BCPSS Department of Human Resources shall meet at mutually agreeable times to discuss and present recommendations concerning the policies or practices of the Department. Such recommendations from CUB shall be transmitted to the Director of Human Resources
Department of Human Resources. If the grievance is not satisfactorily settled at Step 2, it must be appealed by the Union to the County’s Department of Human Resources, Division of Employee and Labor Relations, within ten (10) workdays after receipt of the Step 2 answer. A Step 3 meeting shall then be scheduled and conducted. Within twenty (20) workdays after the Step 3 meeting, the designee of the Division of Employee and Labor Relations shall give a written answer to the Union representative or designee and the Department Director. A copy of the answer shall also be provided to the employee STEP 4 - ARBITRATION: If the Union is not satisfied with the answer at Step 3, it may submit the grievance to arbitration by giving written notice of its desire to do so, presented to the County’s Director of Law in writing within thirty (30) workdays after receipt of the decision in Step 3.
