Standing Arbitrator Sample Clauses

Standing Arbitrator. The Parties agree to employ and share all costs of a mutually agreed named individual, chosen for their expertise in job evaluation, to act as a Standing Arbitrator whose responsibility is to resolve appeals under Article 5.05 through the application of the approved Job Evaluation Plan.

Standing Arbitrator. The Parties will share equally the costs of a Standing Arbitrator who is responsible to resolve appeals under Section 5.07.

Standing Arbitrator. The Parties agree to employ and share all costs of the named individual chosen for their expertise in job evaluation, to act as a Standing Arbitrator whose responsibility to resolve appeals under Section 24.04 through the application of the Employer’s Job Evaluation Plan.

Standing Arbitrator. Effective January 1, 2024, on discharge and suspension cases only, an impartial arbitrator will sit as a fifth (5th) Panel member of the UPS Local 710 Grievance Committee who shall hear all testimony and receive evidence with the UPS Local 710 Grievance Committee. The impartial arbitrator shall render a bench decision only if, and after, the UPS Local 710 Grievance Committee deadlocks the discipline grievance. The Arbitrator’s decision shall be final and binding on the parties. The Employee will be notified of the arbitrator’s decision the following business day. Within fourteen (14) days of ratification of this Agreement, the parties shall jointly request from the Federal Mediation and Conciliation Service (FMCS) a panel consisting of 25 arbitrators who are members of the National Academy of Arbitrators who shall agree, if mutually selected by the parties, to be part of a permanent panel of five (5) arbitrators. The arbitrators will rotate each month in serving as the fifth (5th) Panel member. The initial selection of the arbitrators for the permanent panel shall be made by the ranked choice procedure set forth in Section 1404.12(b) of the FMCS rules. After receiving the arbitrators’ schedules for the upcoming year, the parties will meet in November of each year to mutually establish the rotating schedule of arbitrators for the upcoming calendar year. No later than November 1 of each calendar year, either party may notify the other party of its intent to remove one of the arbitrators from the permanent panel effective January 1 of the following year. An arbitrator may also be removed from the permanent panel at any time upon the mutual written agreement of the parties. When choosing a replacement arbitrator for the permanent panel, the arbitrator shall be selected from a list of seven (7) arbitrators who are members of the National Academy of Arbitrators to be furnished by the FMCS. Selection for the replacement arbitrator shall be made by ranked choice procedure set forth in Section 1404.12(b) of the FMCS rules. When choosing a replacement arbitrator, either party may reject a panel in its entirety one time. For purposes of this subsection only, the arbitrator’s fees and expenses shall be borne equally by the parties. The procedure of using an impartial arbitrator shall be reviewed yearly and may be amended by mutual agreement of the parties, or canceled by either the Union or Company upon thirty (30) days notice prior to the end of the calendar year. No...

Standing Arbitrator. The Parties agree to employ and share all costs of the named individual chosen for expertise in job evaluation to act as a Standing Arbitrator whose responsibility to resolve appeals under Section through the application of the Employer's Job Evaluation Plan. Job Evaluation Appeal In the event that the Job Evaluation Review Process is unable to resolve the appeal, it will be referred by the Vice-president, Human Resources, or their designate to a Standing Arbitrator for final resolution within twenty (20) working days. In such instances, Job Evaluation Review Officers will submit their findings, joint or independent evaluation) to the Standing Arbitrator with copies to the Union and the President, Human Resources. The Arbitrator shall proceed as soon as practical to resolve the appeal by investigating the dispute, consulting with the Union and the Employer, and applying the Employer's Job Evaluation Plan. This will include a hearing on the issues and may include an on-the-job review by the Arbitrator if required. The Arbitrator's decision will be final and binding on the Parties. The Arbitrator will address only those factor ratings which are in dispute or factors related thereto. In the case of an upgrouping, the incumbent's salary treatment will be retroactive to the date either a review or appeal was instituted. The Employer agrees to notify the Union prior to reviewing a job description. Shift sign-ups will be made available to each of the following groups of employees every twenty four (24) months: Shift Supervisors These shift sign-ups will be conducted on the basis of each employee's length of continuous service within the group in which he or she is signing the employee with the most continuous service as a Shift Supervisor will sign first in group (1) above, followed by the employee with the next most continuous service in that group, and so on).

Standing Arbitrator. The Parties agree to employ and share all costs of the named individual, chosen for expertise in job evaluation, to act as a Standing Arbitrator whose responsibility is to resolve appeals under Section through the application of the Employer’s Job Evaluation Plan. JOB EVALUATION APPEAL In the event that the Job Evaluation Review Process is unable to resolve the appeal it will be referred by the Human Resources Manager or designate to the Standing Arbitrator for final resolution within twenty (20) working days. In such instances, Job Evaluation Review Officers will submit their findings, (i.e., joint or independent evaluation) to the Standing Arbitrator with copies to the Union and the Human Resources Manager. The Arbitrator shall proceed as soon as practical to resolve the appeal by investigating the dispute, consulting with the Union and the Employer and applying the Employer’s Job Evaluation Plan. This will include a hearing on the issues and may include an on-the-job review by the Arbitrator if required. The Arbitrator’s decision will be final and binding on the Parties. The Arbitrator will address only those factor ratings which are in dispute or factors related thereto. In the case of an up-grouping the incumbent’s salary treatment will be retroactive to the date either a review or appeal was instituted. In the event an employee initiates an appeal within twenty (20) working days following a review by the Employer and the employee is successful in receiving an up-grouping, the effective date of such up-grouping shall be the date on which the review was initiated.