Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.
Employment Categories (a) Employees under this Agreement will be employed in one of the following categories:
Level 4 If the Employee is not satisfied with the response of the Assistant Superintendent for Administrative Services, the Employee may submit the grievance to the Superintendent within ten (10) days of the receipt of the response to Level 3. The Superintendent shall sign and date all copies when he/she receives them. The Superintendent shall respond in writing within ten (10) days of the above date. Either party may be accompanied by one other Employee or administrator.
Formal Level A. Level I:
Benefit Level The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from his/her primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled.
JOB a. All job vacancies in new or existing jobs within any department shall be posted on the bulletin for a period of ten calendar days prior to the filling of the job vacancy. Employees within all departments, desiring consideration in filling the job vacancy, shall signify their desire by submitting a job bid application during the period in which it is posted. A receipt of the job application shall be given to the employee. All jobs will be awarded from within the job vacancy department within seven (7) calendar days from the end of the ten day posting period. If a job vacancy is not filled from within the department, applications received from employees in other departments during the ten calendar day posting period will be given preference. The employee who is successful in obtaining the job posting will be moved into that posting within thirty (30) calendar days. Where it is not practical to move the successful employee within thirty (30) calendar days the employee will be paid the higher rate of pay effective the thirty-first (31) day after the posting is awarded. The Company will not be unreasonable in determining when it is not possible to move employees within thirty (30) days. If the job vacancy is not filled by the job the Company may hire to fill such vacancy. When a person is hired from outside the Company to fill the job vacancy, the Company will advise the Union the name of the person hired. The job posting notice shall contain a brief job outline, qualifications required for the job, the title and classification of the job, the current shift schedule, and wage rate for the job. The information contained in the job posting notices shall be consistent. Any changes to the job posting notices will be reviewed with two (2) executive members of the Union. In filling a vacancy, the Company shall consider the following two (2) factors in determining which employee shall be awarded the job: the departmental seniority of each employee concerned (or Company seniority when no applicant is successful from within the department). the requirements and the efficiency of operations and the qualifications ability of the individual to do the work concerned. The application of the factors will be as per Article Preamble. Where there has been no successful candidate from within the department, the applicant, if any, with the highest Company seniority from outside the department may be given a ten (10) working day training period from the date of moving to the posted position if the Company assesses that he could reasonably qualify during that period and that he could perform the required work safely. Jobs shall not be considered vacant when employees are not at work because of sickness, accident, or authorized leave of absence. However, if it is known that an employee is to be absent from work because of sickness, accident, or on leave of absence for more than forty-five (45) working days, the job shall be posted as a temporary job and the provisions of this section shall apply. Upon completion of the temporary assignment, an employee shall return to his former job.
Sound Level Company will take all reasonable measures to reduce to a minimum vibrations that may cause damage to any equipment, structure, building or portion of any building whether on the Premises, Common Use Areas, or located elsewhere on the Airport, and to keep the sound level of its operation as low as possible.
Level 2 If the grievant is not satisfied with the written answer from his/her manager the grievant may, within ten (10) days from the receipt of such answer, file a written appeal to the appointing authority. Within ten (10) days of the receipt of the written appeal the appointing authority shall investigate the grievance, which shall include a meeting with the concerned parties, and thereafter shall give a written answer to the grievant within ten (10) days.
Level I If the grievance is not resolved through informal discussions, the School District designee shall give a written decision on the grievance to the parties involved within ten (10) days after receipt of the written grievance.
Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.
