Procedure Rules Sample Clauses

Procedure Rules a. All grievances must be filled out on the “Official Grievance Form.” b. The Grievant may choose to represent himself/herself without representation. In such an event, the Grievant must waive Union representation in writing. The written waiver must be submitted to the Employer and the Union. The Union President must be notified of final disposition of the grievance. No disposition shall be inconsistent with this agreement. c. With respect to discipline cases, only suspensions, demotions, fines, and termination are arbitrable. All other disciplinary actions are grievable by filing a grievance at Step 1 of the grievance procedure. If the grievance is not resolved at Step 1, the employee may not proceed further through the grievance procedure, but may prepare a written statement that will be attached to the notice of discipline and kept in the employee’s personnel file. d. The Arbitrator has no authority to add to or subtract from the express and specific written provisions of this agreement.

Procedure Rules. All Radio Operators follow procedures that are defined in FCC rules. ⮚ Keep radio messages as short as possible. [§90.403 (c)] ⮚ Emergency communications has priority. [§90.403 (d)] ⮚ Listen for other users before transmitting. [§90.403 (e)] ⮚ Identify yourself and the radio station you are using. [§90.425 (a)] CALL SIGNS FCC rules require that all Radio Operators regularly identify the radio station they are operating [§90.425 (a)]. Among other reasons, this is the most effective way to identify and thereby coordinate the resolution of any radio interference issues. All DNR radio stations – repeaters, mobile radios, and portable radios – are identified with a single call sign: K E 9 6 6 9 . For consistency, the following guidelines will apply:

Procedure Rules. 1. The number of days indicated at each level shall be considered a maximum. The time limits specified may, however, be extended by mutual agreement confirmed in writing. 2. Failure of the aggrieved to proceed within the specified time limits to the initial level or any subsequent levels will result in the grievance being waived and rendered void and may not be refiled. 3. Failure of the administration to respond to the time stated shall mean the grievance progresses to the next level. 4. A grievance shall be filed at the appropriate level which is with the level of administration whose action prompted the grievance. 5. A grievance reduced to writing shall include: a. provisions of the Agreement allegedly violated b. a description of what occurred and when it occurred c. relief sought, and d. date of initiating procedure. 6. Forms for processing grievances shall be made available through designated officials of the Union or the Superintendent's office. 7. All documents, communications, and records dealing with the processing of a grievance, if retained, will be filed separately from the personnel files of the participants. 8. No reprisals shall be taken against any party because of their involvement in the use of this Grievance Procedure. 9. Resolution of a grievance at any level shall apply to the stated grievance and shall in no way infringe on the statutory obligations or other policies of the Employer unless mutually agreed to by the parties. 10. A grievance may be withdrawn at any level by the Union without prejudice or precedent and would be considered resolved. 11. Conferences required by the procedure will be scheduled at times as will cause least disruption to the operation of the schools. Step 1 Informal Conference with The Immediate Supervisor Regarding Problem A. An employee(s) may request a conference with his/her immediate superior within ten (10) working days after the employee(s) knows the existence of the problem. It is the responsibility of the employee(s) to clearly indicate an informal grievance is being discussed. B. A conference to discuss the problem will be scheduled within two (2) working days after it has been requested. ▇. The immediate supervisor will give his/her decision to the employee within five (5) working days after the above conference. D. The decision may be appealed, in writing, to the Superintendent within five (5) working days after the supervisor’s decision.

Procedure Rules. The aggrieved shall have the right to local union representation at all meetings and hearings involving a grievance.

Procedure Rules. A. General Rules – The following rules shall apply to all employees while on and off duty: 1. No employee shall illegally possess any control substance. 2. No employee shall ingest any controlled substance or prescribed substance, except under the direction of a licensed medical practitioner. 3. Employees shall notify their immediate supervisor when required to use prescription medicine that may influence their job performance. The employee shall submit one of the following: a) Note from the prescribing doctor b) Copy of the prescription c) Show the prescription bottle with label to their immediate supervisor 4. The employee shall advise the supervisor of the known side effects of such medication, as well as the prescribed period of use. 5. Supervisors shall document this information and retain the memorandum for at least ninety (90) days. A copy of the memo will be forwarded to the Controller’s office. 6. No employee shall ingest any prescribed or over-the-counter medication in amounts beyond the recommended dosage. 7. Any employee who unintentionally ingests, or is made to ingest, a controlled substance shall immediately report the incident to their supervisor so that appropriate medical steps may be taken to ensure the employee’s health and safety. 8. Any employee having a reasonable basis to believe that another employee is illegally using, or is in possession of, any controlled substance shall immediately report the facts and circumstances to their supervisor. 9. Discipline of employees for any violation of this policy shall be in accordance with the due process rights provided in the County’s Rules and Regulations, policies and procedures, and the applicable Collective Bargaining Agreement. The employee may be immediately relieved of duty pending a departmental investigation at the discretion of the County when one (1) of the following occurs: a) A refusal to participate; b) The Medical Review Officer determines that an employee’s drug and/or alcohol test was positive; c) Attempt to alter or substitute a urine or breath specimen B. Applicant Testing 1. Applicants for employment shall be required to take a drug and alcohol test as a condition of employment during a pre-employment medical examination. 2. Applicants shall be disqualified from further consideration for employment under the following circumstances: a) Refusal to submit to a required test(s), or b) A confirmed positive drug and/or alcohol test indicating drug and/or alcohol use prohibited ...

Procedure Rules