Option I. The eligible employee may purchase an additional amount equal to the core at the Employer’s group rate. The employee shall be subject to and responsible for any and all taxes on the premium amount as determined by the IRS.
Option I. An employee may elect to waive a disciplinary oral or written review, if desired. If an employee does not respond to the department head either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the supervisor's/department head's disciplinary action, the disciplinary action taken by his/her supervisor/department head becomes final. The employee's rights [as provided in item C. Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights), above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
Option I. Within forty-five calendar days following the first day of school, the Permanent Unit Member will meet with the site administrator to set goals and to establish an evaluation plan. Feedback will be provided on all six Teaching Standards in the evaluation. Formal Observations Pre-observation Conference Length of Observation: Minimum of twenty continuous minutes Post-observation Conference: Except for unforeseen circumstances, no later than three working days after observation. Post-observation Written Summary: No later than ten working days after observation. Meeting to discuss this written observation not required. Frequency of Formal Observations: No more than one in any five day period. Number of Formal Observations: Permanent Unit Members - Minimum of one, maximum of three (more by mutual agreement). Post Observation Conference will be centered around, but not limited to, identified Teaching Standards of focus so that feedback is meaningful with specific and measurable means of improvement. The administrator will offer continued support and coaching through dialogue and informal classroom visits throughout the year.
Option I. 1. [A Party to the Convention shall [submit] [communicate] to the secretariat when it deposits its instrument of ratification, acceptance, approval or accession a nationally determined [mitigation] [contribution] [commitment] [in accordance with Article 2bis] in order to become Party to the Agreement. [The nationally determined [mitigation] [contribution] [commitment] shall be legally binding on that Party upon entry into force of this Agreement for that Party.]
Option I. Twelve (12) Hour Shift Schedule Regular hours of work for Employees shall be eleven point seven eight (11.78) (referred to as twelve (12) hours hereafter) consecutive hours per day. Full-time Employees shall be scheduled for twelve (12), twelve (12) hour shifts and one (1) eight (8) hour shift in a twenty-eight
Option I. An employee may elect to waive a disciplinary oral or written review, if desired. If an employee does not respond to the City Manager, City Council, or designated representative either orally (in a disciplinary review meeting) or in writing within 7 calendar days of receiving the City Manager's/City Council's disciplinary action, the disciplinary action taken by the City Manager, City Council, or designated representative becomes final. The employee's rights [as provided in item C. Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights), above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
Option I. 1. The purpose of this Agreement is [to enhance the implementation of the Convention and] to achieve [its][the] objective [of the Convention] as stated in its Article 2. In order to strengthen and support the global response to the urgent threat of climate change, Parties [shall][agree to] to take urgent action and enhance [cooperation][support] so as to:
Option I. An employee may elect to waive the above predisciplinary oral or written review, if desired. If an employee does not respond to the department head either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx
Option I. An employee may elect to waive the above predisciplinary oral or written review, if desired. If an employee does not respond to the City Manager, City Council, or designated representative either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194, within 7 calendar days of receiving the City Manager's/City Council's written notice-of-intent-to-discipline memo, the disciplinary action proposed by the City Manager, City Council, or designated representative becomes final. The employee's Xxxxxx rights [as provided in item C. Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights), above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
Option I. An employee may elect to waive the above predisciplinary oral or written review, if desired. If an employee does not respond to the department head either orally (in a predisciplinary review meeting) or in writing pursuant to Xxxxxx v. State Personnel Board [1975] 15 Cal.3d 194, within 7 calendar days of the supervisor's/department head's written notice-of-intent-to-discipline memorandum, the disciplinary action proposed by his/her supervisor/department head becomes final. The employee's Xxxxxx rights [as provided in item C. Notification of Disciplinary Action/Predisciplinary Review (Xxxxxx Rights), above] and appeal rights (as provided in item D. Right of Appeal, below), are deemed waived and the process is concluded.
