Purpose and Procedure. A. Good morale is maintained, whenever problems arise, by the sincere efforts of all persons concerned working toward constructive solutions in an atmosphere of courtesy, cooperation and good faith. The parties acknowledge that it is desirable for an employee and the employee’s immediate supervisor to informally resolve grievances. However, since all matters cannot be resolved satisfactorily in this manner, a formal process must be provided as an alternative. Thus, this formal grievance procedure has been developed as a means of securing, at the lowest possible administrative level, prompt and equitable solutions to those disputes not settled on an informal basis.
Purpose and Procedure i. The purpose of the investigatory hearing is to advise the Flight Attendant of the conduct that may lead to discipline and to provide the Flight Attendant with the opportunity to present relevant facts and mitigating circumstances.
Purpose and Procedure. 1. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to the problems, which may from time to time arise. Both parties agree that these proceedings shall be kept as informal and confidential as may be appropriate at any level of this procedure.
Purpose and Procedure. Item 1. Monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. The use of eavesdropping, closed circuit television, public address or audio systems, and similar surveillance devices shall be strictly prohibited.
Purpose and Procedure. This performance evaluation system is intended to facilitate communication and provide constructive feedback between supervisors and employees regarding the improvement of employee performance in the areas of:
Purpose and Procedure. Upon approval of a conditional use permit, variance, site and/or building plan the City may require the applicant to enter into a performance agreement prior to the issuing of building permits or initiation of work on the proposed improvements or development. Said agreement shall guarantee conformance and compliance with the conditions of the approval and the codes of the City. The performance agreement shall include, without limitation, the following items and conditions:
Purpose and Procedure. The evaluation and classification of positions are processes which are implemented to ensure that positions with similar level of duty and responsibility are accorded similar levels of compensation, thus ensuring equity amongst staff. It entails an understanding of the relationship of a specific job to other jobs in the district and to the district’s overall goal, as well as to other agreed upon districts with similar criteria. All of the following provisions are subject to review based upon recommendation of the consultant. However, any modification shall be mutually agreed upon by the Federation’s current negotiating team and the district.
Purpose and Procedure. The purpose of this procedure is to secure, at the lowest possible level, equitable solutions to problems which may from time to time arise under this agreement. Both parties agree that these proceedings will be kept as informal and confidential as may be appropriate at any level of this procedure. The number of days indicated at each level should be considered as a maximum and every effort should be made to expedite the process. The failure of an employee, a group of employees, or the Association to act on any grievance within the prescribed time limits shall constitute a waiver of the alleged grievance and shall act as a bar to further appeal. An administrator’s failure to give a decision within the prescribed time limits shall permit the employee, group of employees, or the Association to proceed to the next step. The time limits may be extended by mutual agreement. It is agreed that when the employee, group of employees, and his/her representative of the Association shall be required by a principal, the superintendent, the Board or an arbitrator to meet regarding a grievance during the workday, the employee, group of employees, or the Association shall be released without the loss of compensation. All grievances must be presented within fifteen (15) workdays from the date of occurrence of the event giving rise to the grievance, or when the employee, group of employees, or the Association could reasonably have been aware of the grievance. Any grievance not settled by the close of the school year shall be processed expeditiously, unless mutually agreed otherwise.
Purpose and Procedure. Good morale is maintained, whenever problems arise, by the sincere efforts of all persons concerned working toward constructive solutions in an atmosphere of courtesy, cooperation and good faith. The parties acknowledge that it is desirable for an employee and the employee’s immediate supervisor to informally resolve grievances. However, since all matters cannot be resolved satisfactorily in this manner, a formal process is provided as an alternative. This complaint resolution procedure has been developed as a means of securing, at the lowest possible administrative level, prompt and equitable solutions to those disputes not settled on an informal basis. This process will be as informal and confidential as practical to any level of the procedure. Further, the investigation and processing of any complaint or issues reviewed as part of this process shall be conducted in a professional manner at such times as not to cause undue interruptions of established work schedules.
Purpose and Procedure. (a) The parties recognize that it is in the best interest of the College and the Association to provide in-service training opportunities and professional development for bargaining unit members. A Career Development Reimbursement Fund in the annual amount of $16,000, with a per person maximum of $1,000, shall be made available to bargaining unit members for job-related conferences, workshops, training sessions, course work, travel, text books, lodging, and seminars that enhance the employee's work performance and facilitate professional growth in any potential position the employee aspires to attain at the college.
