The Procedure. 1. Level One
The Procedure. A grievance as defined in this Agreement shall be processed and if possible, settled in accordance with the following grievance procedure:
The Procedure. Step 1: Within five (5) work days following the reasonable discovery by the aggrieved party and/or the Union of the act or condition which is the basis of the grievance, the employee and/or the Union will request a conference with her/his Executive Director or designee to discuss the grievance on an informal basis. Said confidential proceedings will be between her/his Executive Director or designee, the employee, and/or the Union. Said conference shall be held within five (5) work days of the request.
The Procedure. The following steps will be taken as appropriate in all cases of disciplinary action:
The Procedure i. In the event of a dispute or difficulty arising at job level, the employee and his/her immediate supervisor shall immediately confer and attempt to resolve the matter without delay. A union delegate may be present at the request of the employee concerned.
The Procedure. Level I (Informal) Initiating Claim: Any certified employee of the school system who feels that he/she has a concern may initiate the process by discussing the matter with the building principal or immediate supervisor. A representative of the association may assist the employee in this resolution. If a resolution to the concern is not obtained through this discussion, the item should then be taken to the Superintendent of Schools. Every attempt should be made to resolve the problem at the informal level. Level II (Formal)
The Procedure a. It is agreed that the Parties will in the course of the Mediation use their best endeavours to attempt to settle the Dispute.
The Procedure. A. Level One:
The Procedure. Each specialist in the field of hybrid, electric or fuel cell vehicles worldwide is invited to nominate one or more candidates in the three categories mentioned above: 1st category: clean vehicle (according their sales figures) 2nd category: best practice 3rd category: personal award For the nominations of the 2nd and 3rd categories, candidates of that region are preferred in which the EVS-Symposium is held (in 2005: Europe, in 2006: Asia, in 2008: the Amerikas). In the nomination process the AVERE Section of the relevant region is contacted for co-operation. In the years without a WEVA Electric Vehicle Symposium, no regional restriction is made. In the cases of the 2nd and 3rd categories, a committee of the IEA Implementing Agreement Hybrid&Electric Vehicles ranks the nominations according to their frequency. The “Clean Vehicle”-Award trophy
The Procedure. Stage 1 – first warning If conduct or performance is unsatisfactory, the employee will be given a written warning or performance note. Such warnings will be recorded, but disregarded after 12 months of satisfactory service. The employee will also be informed that a final written warning may be considered if there is no sustained satisfactory improvement or change. (Where the first offence is sufficiently serious, for example because it is having, or is likely to have, a serious harmful effect on the organisation, it may be justifiable to move directly to a final written warning.) Stage 2 – final written warning If the offence is serious, or there is no improvement in standards, or if a further offence of a similar kind occurs, a final written warning will be given which will include the reason for the warning and a note that if no improvement results within ... months, action at Stage 3 will be taken. Stage 3 – dismissal or action short of dismissal If the conduct or performance has failed to improve, the employee may suffer demotion, disciplinary transfer, loss of seniority (as allowed in the contract) or dismissal. Gross misconduct If, after investigation, it is confirmed that an employee has committed an offence of the following nature (the list is not exhaustive), the normal consequence will be dismissal without notice or payment in lieu of notice: – theft, damage to property, fraud, incapacity for work due to being under the influence of alcohol or illegal drugs, physical violence, bullying and gross insubordination. While the alleged gross misconduct is being investigated, the employee may be suspended, during which time he or she will be paid their normal pay rate. Any decision to dismiss will be taken by the employer only after full investigation.
