Division Level Sample Clauses

Division Level. The flight level dividing two superimposed AoR for the provision of ATS.
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Division Level. If the grievance is determined to be grievable, or the parties mutually agree to hold in abeyance any objections to the procedural and/or substantive grievability of the grievance, the Division/Section Head shall meet with the grievant and/or representative to thoroughly discuss the grievance. The Division/Section Head shall submit a written response to the grievant within five (5) working days of the meeting with the grievant.
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Division Level. If there is an employee(s) who believes they have been aggrieved, he/she with the President, Vice President, or Union Representative (only one of these three) shall first notify the employee’s immediate supervisor/manager of a potential grievance. The employee should notify the supervisor/manager as soon as possible so that the parties can attempt to informally resolve the matter. No grievance shall be considered or processed unless submitted in writing after the first event giving rise to the grievance or within 15 working days after the employee or CODE, through the use of reasonable diligence, could have obtained knowledge of the first event giving rise to the grievance. These 15 days may be used to hold informal grievance (or grievance avoidance) meetings with appropriate Supervision/Management. The employee and/or a Union President, Vice President, or Union Representative (only one of these three) will meet with the Division Head or designee. If the matter cannot be resolved informally within the aforementioned 15 working days, then CODE shall submit the grievance in writing to the Division Head by or on the 15th day. If a grievance is not presented within this time limit, it shall be considered "waived." Once the written grievance is submitted, the Division Head or their designee will then meet with the Union (which may include the grievant and up to two other Union officials or Representatives). However, if the Division Head or designee has already met with the Union to discuss the matter informally, as described above, a written response will be submitted by the Division Head within 5 working days of receipt of the written grievance. Otherwise, the Step 1, Division-level meeting shall occur within 10 working days of the submission of the written grievance. If the parties have not previously met, the Division Head or their designee will then meet with the Union (which may include the grievant and up to two other Union officials or Representatives). The Division head will respond in writing to the CODE President within 5 working days after the Step 1, Division-level meeting is held. Notification will be sent to the Union via City e-mail to the e- mail address: xxxxxxxxx@xxxxxxxxx.xxx. The City or CODE may request a reasonable extension of all timelines in this section. All extensions must be in writing, signed by both the City and CODE, specify the length of time for the extension, and shall not be unreasonably denied. Email shall suffice.
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Division Level. If the grievance is accepted, the grievant shall submit the written grievance to the division level within five (5) working days of notification of the Employee Relations Division’s determination. The Division/Section Head shall meet with the grievant and thoroughly discuss the grievance. The Division/Section Head shall submit a written response to the grievant within five (5) working days of receipt of the formal grievance from the employee.
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Division Level. If a mutually acceptable solution has not been reached during the informal grievance procedure, the grievant shall submit the grievance in writing on appropriate forms supplied by Human Resources to the Communications Director within five (5) working days of notification of the immediate supervisor. The grievance should provide, in order to be considered, a detailed statement of the grievance, including the date of occurrence, names of witnesses or individuals involved, location, applicable Agreement articles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The Communications Director, after conferring with the Fire Chief or designee, shall meet with the grievant and discuss the grievance. The Communications Director shall submit a written response to the grievant within five (5) working days of receipt of the formal grievance from the employee. If the Communications Director fails to reply within this time period or issues a decision which is unsatisfactory to the employee the employee may proceed to Step 2 of the formal grievance procedure.
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Division Level. If the grievance is accepted, the grievant shall submit the written grievance to the division level within five (5) working days of notification of the
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Division Level. If the grievance is accepted, or the parties agree to hold in abeyance any objections to the procedural and/or substantive grievability of the grievance, the grievant shall submit the written grievance to the division level within five (5)
Sample 1Sample 2
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Division Level. If a mutually acceptable solution has not been reached during the informal grievance procedure, the grievant shall submit the grievance in writing on appropriate forms supplied by the County Fire Human Resources Division to the Support Services Division Manager within five (5) working days of notification of the immediate supervisor. The grievance should provide, in order to be considered, a detailed statement of the grievance, including the date of occurrence, names of witnesses or individuals involved, location, applicable Agreement articles alleged to have been violated, date discussed with immediate supervisor, and the specific remedy or action requested. The Support Services Division Manager, after conferring with the Assistant Fire Chief, shall meet with the grievant and discuss the grievance. The Support Services Division Manager shall submit a written response to the grievant within five (5) working days of receipt of the formal grievance from the employee. If the Support Services Division Manager fails to reply within this time period or issues a decision which is unsatisfactory to the employee, the employee may proceed to Step 2 of the formal grievance procedure.
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Related to Division Level

  • Position Level Select whether the employee's position level is one of the following: 6a. Non supervisory - Anyone who does not have supervisory/team leader responsibilities.

  • Education Level Use the employee educational level codes listed below. Code Short Description Long Description (If Applicable) 1 No formal education or some elementary school--did not complete 2 Elementary school completed--no high school Elementary school means grades 1 through 8, or equivalent, not completed. Grade 8 or equivalent completed. 3 Some high school--did not graduate High school means grades 9 through 12, or equivalent.

  • 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.

  • Benefit Level The primary care clinics available through each plan administrator are assigned a Benefit Level. The Benefit Levels are outlined in the benefit chart below. Primary care clinics may be in different Benefit Levels for different plan administrators. Family members may be enrolled in clinics that are in different Benefits Levels. Employees and their dependents may change to clinics in different Benefit Levels during the annual open enrollment. Employees and their dependents may also elect to move to a clinic in a different Benefit Level within the same plan administrator up to two (2) additional times during the plan year. Unless the individual has a referral from his/her primary care clinic, there are no benefits for services received from providers in Benefit Levels that are different from that of the primary care clinic in which the individual has enrolled.

  • Formal Level A. Level I:

  • Performance Measurement Satisfactory performance of this Contract will be measured by:

  • Formal Levels 14.3.1 Step 1.

  • 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.

  • PERFORMANCE MEASUREMENTS Upon a particular Commission’s issuance of an Order pertaining to Performance Measurements in a proceeding expressly applicable to all CLECs generally, BellSouth shall implement in that state such Performance Measurements as of the date specified by the Commission. Performance Measurements that have been Ordered in a particular state can currently be accessed via the internet at xxxx://xxxx.xxxxxxxxx.xxx. The following Service Quality Measurements (SQM) plan as it presently exists and as it may be modified in the future, is being included as the performance measurements currently in place for the state of Tennessee. At such time that the TRA issues a subsequent Order pertaining to Performance Measurements, such Performance Measurements shall supersede the SQM contained in the Agreement. BellSouth Service Quality Measurement Plan‌ (SQM) Tennessee Performance Metrics Measurement Descriptions Version 2.00 Issue Date: July 1, 2003 Introduction

  • Budget Categories Use the first column only (Column 1) to report the budget category breakouts (Lines 6a through 6h) and indirect charges (Line 6j) for the total funding requested for the first year of your project only.

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