Formal. If the grievance is not satisfactorily resolved in Step 1 and the UNION wishes to appeal the grievance to Step 2 of the grievance procedure, it shall be referred, in writing, to the Department Head or his/her designated representative and to the Labor Relations Director or his/her designee within fourteen (14) calendar days after the designated supervisor's answer as provided for in Section 3, Step 1-B. The grievance appeal shall be initiated by means of a written grievance to be signed by the employee and the union representative. The written grievance shall set forth the nature of the grievance, the facts on which it is based, the provisions of the AGREEMENT allegedly violated, and the relief requested. The Department Head and/or his/her designated representative shall discuss the grievance with the UNION within fourteen (14) calendar days after the date presented at a time agreeable to the parties. If the grievance is resolved as a result of such a meeting, the settlement shall be reduced to writing and signed by the Department Head or his/her designated representative and the union representative. If no settlement is reached, the Department Head or his/her designated representative shall give written answer to the union representative within fourteen (14) calendar days following their meeting.

Formal grievance proceedings shall be initiated by formal written notice of grievance to the other Party. Notice of grievance shall specify the provision or provisions of this Agreement at issue in the dispute, including also, where appropriate, reference to past practices or other established procedures incorporated in this Agreement by articles of inclusion, and the remedy or remedies being sought.

Formal. Step 1. If the Association wishes to initiate a formal grievance, it shall be reduced to writing, setting forth the nature of the grievance, the facts upon which it is based, the section(s) of the Agreement allegedly violated, and the relief requested, and filed with the immediate supervisor’s supervisor. All grievance(s) shall be filed within twenty-one (21) calendar days after the occurrence of the event giving rise to the grievance or within twenty-one (21) calendar days after the grievant, through the use of reasonable diligence, should have had knowledge of the event. Within ten (10) calendar days after receiving the written grievance, the grievant's immediate supervisor’s supervisor or designated Appointing Authority Representative and the Association Xxxxxxx(s) shall arrange a meeting with or without the grievant, and attempt to resolve the grievance. The immediate supervisor’s supervisor or designated Appointing Authority Representative shall give their written answer to the designated Association Xxxxxxx within ten

Formal. (a) Where the Employee’s work performance is not at an acceptable standard following the process in subclause 15.2 or it was not appropriate to deal with the concerns informally, the Employer may initiate a formal performance management process.

Formal. If, as a result of the informal discussion with the immediate supervisor, an alleged grievance still exists, a formal grievance may be invoked by the employee within five (5) working days of the informal discussion, on the form set forth in annexed Appendix A, signed by the grievant and/or by a representative of the BTU-ESP, which form shall be available from the principal or the BTU-ESP. If the grievance involves more than one school building, a group of employees, or arises from an action above the level of the immediate supervisor, it may be initially filed with the Superintendent at Step II and the informal discussion may be waived by BTU-ESP.

Formal. If the grievance is not resolved informally, it shall be reduced to writing by the grievant who shall submit it to the supervisor within fourteen (14) calendar days after the facts upon which the grievance is based first occur or first become known to the employee. Included in the written grievance shall be:

Formal written annual evaluations shall be completed for each faculty member, except for professors, at the direction of the department head in accordance with departmental bylaws and this Agreement. Tenured Professors and Continuing Contract Status faculty at the rank of Professor will be evaluated every five (5) years.

Formal. Formal disciplinary actions, such as written reprimands or suspension may be used for more serious offenses or when informal disciplinary actions have not corrected unacceptable patterns of behavior as determined by the administrator. If the building principal is aware of a teacher’s actions that warrant formal discipline, one or more of the following actions may be taken: