Supervisory Level Sample Clauses

Supervisory Level. An employee having a grievance shall present it to his/her immediate supervisor within twenty (20) days of the date on which the grievant knew or reasonably should have had knowledge of the event giving rise to the grievance. The grievance at this step shall be submitted to the immediate supervisor in writing using a form mutually agreed upon by the parties. The immediate supervisor shall have responsibility to immediately contact appropriate supervisors to schedule a grievance hearing. Grievances submitted beyond the twenty (20) day time limit will not be honored. The grievance forms may be obtained at each facility. On this form, the grievant shall specify the article(s) and/or section(s) or combination thereof of the Agreement which he/she alleges has been violated, and specify the remedy sought. The immediate supervisor shall indicate the date and time of his/her receipt of the form. Within twenty (20) days of the supervisor's receipt of the written grievance, he/she shall schedule a meeting with the grievant and the appropriate management personnel, as needed, to discuss the grievance. An F.O.P. Ohio Labor Council representative shall attend this meeting. He/she may represent the grievant unless requested not to do so by that person. Management's representative shall respond to this grievance by writing his/her answer on the grievance form and returning a copy to the grievant and a copy to the F.O.P. Ohio Labor Council within twenty (20) days of the meeting required above. Meetings will ordinarily be held at the worksite in as far as practicable. In the ODNR, Division of Parks and Recreation, the Step 1 hearing on grievances involving verbal reprimands shall be conducted by the chief of the division, or designee, who is from outside the park of origin.
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Supervisory Level. The employee or his/her Association representative on behalf of the employee shall submit a written grievance to the grievant’s immediate supervisor for resolution within the timeframes outlined in Section 1 of this Article. The immediate supervisor may meet and discuss the grievance with the employee and/or his/her Association representative. Failing to resolve the grievance, the immediate supervisor will respond to the grievance in writing within thirty (30) calendar days of receipt of the grievance.
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Supervisory Level. An employee having a grievance shall present it to his/her immediate supervisor within twenty
Sample 1

Related to Supervisory Level

  • Formal Level A. Level I:

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Performance Levels (a) The Performance Levels which apply to the performance by the respective Parties of their obligations under this Agreement are set out in Part 1 of Schedule 5. A failure by either Party to achieve the relevant Performance Level will not constitute a breach of this Agreement and the only consequences of such failure as between the Parties shall be the consequences set out in this Clause 5.6.

  • Informal Level Before filing a formal written grievance, the grievant shall attempt to resolve it by an informal conference with his/her immediate supervisor.

  • Supervisor A. Within ten (10) business days from the occurrence of the matter on which a complaint is based, or within ten (10) business days from his/her knowledge of such occurrence, an employee shall file a formal written grievance. Three copies of the departmental grievance form shall be completed by the employee stating the nature of the grievance and the remedy requested from his/her departmental Management. The employee shall submit two copies to his/her immediate supervisor and retain the third copy.

  • Service Level Expectations Without limiting any other requirements of the Agreement, the Service Provider shall meet or exceed the following standards, policies, and guidelines:

  • Performance Expectations The Charter School’s performance in relation to the indicators, measures, metrics and targets set forth in the Comprehensive Performance Framework shall provide the basis upon which the SCSC will decide whether to renew the Charter School’s Charter Contract at the end of the Charter term. This section shall not preclude the SCSC from considering other factors when relevant.

  • Performance Measure The specific representation of a process or outcome that is relevant to the assessment of performance; it is quantifiable and can be documented

  • Mileage Measurement Where required, the mileage measurement for LIS rate elements is determined in the same manner as the mileage measurement for V&H methodology as outlined in NECA Tariff No. 4.

  • Cultural Competency 1. All program staff shall receive at least one (1) in-service training per year on some aspect of providing culturally and linguistically appropriate services. At least once per year and upon request, Contractor shall provide County with a schedule of in-service training(s) and a list of participants at each such training.

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