President or Designee. The Association President, Vice President, and full time representatives shall each be allowed 40 hours paid time per calendar week, individually or by job sharing, to accomplish general Association business. Upon completion of the term, or no longer serving as a full time representative, the President, Vice President, and full time representatives shall immediately return to the previously held classification, position and work assignment within the Department, or any successor position such members would have been reclassified had they not been serving in this capacity. Seniority will apply as if the member remained in that assignment. Members serving in a full time capacity, shall be assigned to the Office of the Deputy Chief, Professional Standards Division. The Deputy Chief will be informed of all annual, sick, and/or other leaves used by the members serving in a full-time capacity.
President or Designee. 10.13 A formal written grievance shall be filed with the President or his/her designated representative within 21 calendar days of the date on which the grievant(s) knew or could reasonably have been expected to know of the occurrence upon which the grievance is based. The grievant or her/his representative shall request a meeting to be held between the grievant(s) and the President or the President’s designated representative(s) to attempt to resolve the grievance within 14 calendar days of filing the grievance. The resolution of a grievance at Step 1 shall not set a precedent and must be consistent with the terms of this agreement.
President or Designee. The President or Designee will compile a list indicating the number of days that will be donated by whom, and for whom. This list will then be delivered to the District at least five (5) working days prior to the recipient exhausting his/her sick days.
President or Designee. The term shall run from the beginning of the second semester until the end of the first semester of the succeeding school year.
President or Designee. If the grievance is not settled at Step 2, and the grievant or the Union desire to appeal, it shall be referred by the grievant and/or the Union in writing to the President of the College or his designee within ten (10) business days after receipt of the Vice-President’s or his designee’s answer or when the answer was due in Step 2. Thereafter, the President of the College or his designee shall meet with the grievant and Union representative within ten (10) business days of receipt of the Union’s appeal. If no agreement is reached, the President of the College or his designee shall submit a written answer to the Union within ten (10) business days following receipt of the grievance. If the grievance is settled at this step, the settlement will be reduced to writing.
President or Designee. If the grievance is not resolved at Step 1, the Union may move to the next step by filing it with the Human Resources Department, within fifteen (15) days of the Union’s receipt of the Step 1 decision. The President or designee will meet in person or confer by telephone with a shop xxxxxxx or staff representative and the grievant within twenty-one (21) days of receipt of the appeal, and will respond in writing to the Union within twenty-one (21) days after the meeting.
President or Designee. (1) In the event the grievant is not satisfied with the decision, if provided, at Level I, the decision may be appealed on the grievance form to the president, within ten (10) days of receiving the Level I decision, or when it should have been received.
President or Designee. If the grievance is not resolved at Step 1, the Union may file the grievance at Step 2 with the Local 21 President or designee. The grievance will be timely at Step 2 if it is filed, by service in person, by mail, by email and/or fax, within eight (8) working days after receipt of the Employer’s Step 1 response. Within eight (8) working days after receipt of the Step 2 grievance, the Employer shall initiate a conference call or meeting with the grievant and his/her Union representative in an attempt to resolve the grievance. Within eight (8) working days of that conference call or meeting, the Employer shall provide the grievant a written response by mail, hand delivered, email and/or fax. A copy of that response shall be furnished to the Union. Step 3-Arbitration Request for arbitration: If a grievance is not resolved to the Union’s satisfaction at Step 2 (or Step 3 if mediation was pursued), the Union may submit grievance to arbitration, provided that written request for arbitration must be sent by mail, hand delivered, email and/or fax, to the Employer within twenty (20) working days after receipt of the Employer’s Step 2 answer. Upon the Employer’s receipt of such a timely request, the parties shall then jointly request a list of seven (7) impartial Arbitrators from the Federal Mediation and Conciliation Service (FMCS).
President or Designee. The MHTA President or designee shall be released for up to nine (9) workdays combined per year at the request of the MHTA President, and upon approval of the Superintendent, without loss of salary or other benefits for the purpose of fulfilling MHTA responsibilities. The MHTA shall pay half (1/2) the cost of a substitute if one is needed for such absence. The MHTA President shall request approval from the Superintendent in writing when possible prior to the use of a day except in the case of emergency. In a negotiating year, release time may be given to the MHTA President or designee up to three (3) additional combined workdays upon prior approval from the Superintendent. The MHTA President shall be released as needed upon approval of the Superintendent, to execute MHTA business. Within thirty (30) days of the election of the MHTA President, the Superintendent and MHTA President shall meet to discuss possible adjustments to the employee’s schedule to execute MHTA business.
President or Designee. B. Transfers - An employee transferring to another position or classification within the bargaining unit, shall carry all earned seniority to the new position after a forty five (45) calendar day trial. Should the employee not complete this trial period, he may return to his previous position without loss of seniority. Lateral transfer will be limited to once every six months per employee. Each movement will be subject to a forty five (45) calendar day trial period. An evaluation will be made after thirty (30) calendar days. The vacated position will be filled consistent with the vacancy provision of the contract if a bargaining unit member applies. If no bargaining unit member applies for the vacancy, it will not be filled until such time as the forty five (45) calendar day trial period has ended. Administration will make a concerted effort to recruit, test and recommend to the Board an outside candidate for the vacated position during the forty five (45) calendar day trial period.
