Step Five. If there is no satisfactory resolution at fourth step then the matter may, within thirty (30) days, be referred to an Arbitrator. The time periods may be extended by mutual agreement by the Company and the Union. Where a grievance arising from the discharge of an employee progresses to arbitration, either party may elect, in writing, to utilize the procedure outlined in Section 5 below as an alternative to the arbitration procedure set out in Section 4.
Step Five. An Arbitration Board shall be appointed on each occasion that a Grievance is submitted to arbitration. The Board shall be composed of three (3) members, one (1) to be appointed by Union, one (1) to be appointed by the Company. At the earliest convenience of the representatives after their appointment, they shall meet for the purpose of selecting the third member who will serve as Chairman of the Board. In the event the parties are unable to agree on a person to act as a third member (within five (5) working days), they shall jointly request the Director of Federal Mediation and Conciliation Service to submit a list of five (5) persons qualified to act as a third member. The Board shall hold such hearings and shall consider such evidence as appears necessary and proper. The decision of a majority of the members of the Board shall be final and binding on Company and Union and the aggrieved employee, if any, provided that such decision does not in any way add to, disregard, or modify any provision of this Agreement. The Company and the Union shall each bear the expense of its own representatives. The expense of the third party shall be borne equally by the Company and the Union. Either party may call any employee as a witness in any proceeding before the Arbitration Board, or if the employee is on duty, the Company agrees to release such employee from duty so that he/she may appear as a witness. If an employee is called to appear before the Board, the party calling the witness will reimburse him/her for all expenses including the time lost.
Step Five. Final Offer Decision”, as set forth in Section 5.4.5 below. Concurrently with the provision of the Final Offer to Licensee, Bayer shall provide the Final Offer to the Independent Auditor (who shall be instructed not to review the Preferred Third Party Offer until, if ever, it receives written instruction to do so pursuant to Section 5.4.6).
Examples of Step Five in a sentence
Step Five: Even if the claimant is unable to perform his or her past relevant work, if other work exists in the national economy that plaintiff can perform, in view of his or her age, education, and work experience, benefits are denied.
Step Five: Even if the claimant is unable to perform his or her past relevant work, if other work exists in the national economy that the claimant can perform, in view of his or her age, education, and work experience, benefits are denied.
Once you answer “Yes” to any of the questions in this step, skip Step Four and go to Step Five on page 8.
A hypothetical question to the VE is valid if it includes all credible limitations developed prior to Step Five.
Step Five: If a grievance involving the application or interpretation of this Agreement is not resolved satisfactorily at Step Four, the grievant, through the Union, may appeal within five (5) days directly to the American Arbitration Association for binding arbitration.
More Definitions of Step Five
Step Five. Within five (5) school days of the conclusion of Step Four, if the grievant or the Association wished to process the matter to arbitration, notification shall be made simultaneously to the Board and to the American Arbitration Association requesting the selection of an impartial arbitrator through the processes of the American Arbitration Association. The expenses of arbitration shall be shared equally by the parties, provided however, each party shall be responsible for the costs of any of its own witnesses or counsel. The arbitrator shall have no authority to alter, modify, add to, detach from or in any way change the specific and expressed terms of this contract or any portions of Board policy or rules incorporated therein. He/she shall have no authority to make a determination, which in any way shall limit the rights, responsibilities or authority of the Board as determined by law except insofar as this contract shall have specifically limited such authority. He/she shall specifically be bound to the conditions and specifications as set forth in the Board Rights clause of this contract. Either party may appeal his/her decision to a court of competent jurisdiction.
Step Five. The Union and the Employer will have fourteen (14) calendar days to discuss the grievance, hold meetings, and try to come to a mutually agreeable settlement. Within seven (7) calendar days after the end of the specified fourteen (14) day period, Employer will provide Union with a written statement of its position on the grievance. Step Six: If the grievance is not resolved at Step Five, the Union may submit the matter to arbitration within seven (7) calendar days from the date Union receives Employer’s statement.
Step Five. If a dispute over the correct interpretation or application of this Agreement remains unresolved after being timely processed through the preceding steps, it shall proceed to binding arbitration if either party so requests by written notice to the other party within forty-five (45) calendar days after the date of the response of the Commissioner of the Department of Administration required under Step Four. Such request shall specify which Rule or Rules are alleged to have been violated.
Step Five. The Union or Employer may request advisory arbitration by written notice to the other party no later than thirty (30) work days following the Director’s answer in Step Three, whether or not mediation has been initiated. If a timely request for arbitration has been filed, the parties shall within fifteen (15) workdays select an arbitrator from the following list. The parties will alternate striking one name from the following list until one name remains with the sequence of striking determined by a coin toss. The list shall consist of the following:
Step Five. If the grievance is not settled at the preceding step, it may be submitted to arbitration by an impartial arbitrator by having a written notice, setting forth specifically the nature of the grievance to be arbitrated, sent to the Secretary of the Board. In the event the parties are unable to agree upon an Arbitrator within ten (10) days from the date of the appeal, the matter may be submitted to the American Arbitration Association and settled in accordance with that Association's Voluntary Labor Arbitration Rules. To the extent that the Laws of the State of Michigan permit, it is agreed that any Arbitrator's decision shall be final and binding on the Union and its members, the employee or employees involved, and the Board, and that there shall be no appeal from any Arbitrator's decision. The Union agrees to discourage any attempt of its members and will not encourage or cooperate with any of its members in any appeal to any court or Labor Board from any decision of any Arbitrator. This Agreement constitutes a contract between the parties which shall be interpreted and applied by the parties and by the Arbitrator in the same manner as other collective bargaining agreements. The function and purpose of the arbitrator is to determine disputed interpretations of terms actually found in the Agreement, or to determine disputed facts upon which the application of the Agreements depends. The Arbitrator shall, therefore, not have authority, nor shall the Arbitrators consider their function to include the decision of any issue not submitted or to so interpret or apply the Agreement as to change what can fairly be said to have been the intent of the parties as determined by generally accepted rules of contract construction. The Arbitrator shall not give any decision which in practical or actual effect modifies, revises, detracts from or adds to any of the terms or provisions of this Agreement. Withdrawal of Cases: A grievance may be withdrawn without prejudice, and, if so withdrawn, all financial liabilities shall be canceled. If the grievance is reinstated, the financial liability shall date only from the date of reinstatement. If the grievance is not reinstated within one (1) month from the date of withdrawal, the grievance shall not be reinstated. Where one or more grievances involve a similar issue, those grievances may be withdrawn without prejudice, pending the disposition of the appeal of a representative case. In such event, the withdrawal without prejudice ...
Step Five. Mercatus will then simultaneously transfer the SICAV shares into the lending or purchasing banks and the lending banks will issue the purchase price or credit line to Mercatus. This period is expected to take four (4) to five (5) days. Step Six: Mercatus transmits payment through Banca MB/BBH to the Companies through the Placement Agent's counsel, Holland & Knight 000 Xxxxxxxx, Xxx Xxxx, XX 00000. The Stock Purchase Agreement is to be authorized and executed by the Company. There are no allowed changes under the agreement for purchase by Mercatus & Partners, Limited. The document is for the purchase of the restricted shares only. The document will be locked in and cannot be edited by the Company.
Step Five. If the candidate has gone through the entire process successfully, we will make him an offer of employment. This offer will be contingent upon background and reference checks. Individual Instructional Support Professional development ensures that teachers have regular support and guidance from instructional leadership within the school regarding subject-specific pedagogy as well as overall strong classroom practice. Teachers will be provided resources regularly to enhance their teaching of specific skills and content—whether that be time to visit a master teacher in another school, lesson planning time with other teachers, or funds to further support specific growth in their content teaching. Results from assessments might indicate, for example, that the classroom instruction to teach conversions of percentages was more effective for one teacher than another, and school leadership would facilitate individualized professional development between those teachers to share the most effective strategies as evidenced by student outcomes. Observation and Evaluation Research, anecdotal evidence, and experiences as a principal in Boston have led Xxx Marshall11 to the conclusion that using one full-length observation of teachers is ineffective in changing what happens in the classroom. In addition to adding little value to student learning and teacher effectiveness, it is a time-consuming process. Instead, Xx. Xxxxxxxx advocates for a much more frequent observation and feedback loop so that teachers know exactly what is expected of them throughout the year. CCA-West’s instructional support, observation, and evaluation process is grounded in this research. There will be four broad types of observations used at CCA-West: mini-observations, informal observations, full observations, and peer observations. Observations will serve as an important learning tool and an avenue for each teacher to refine her teaching craft. Informal and full observations, along with curriculum review meetings, will be used to complete mid-year and end-of-year evaluations. Observations will be a regular part of daily operations at CCA-West. An outline of the instructional support, observation, and evaluation process is below: