Employee Appeal. An employee may appeal to Step Three within twenty (20) working days of receipt of the answer.
Employee Appeal. The employee may appeal an order of removal, suspension of more than three (3) working days, or reduction, to the State Personnel Board of Review (SPBR) as provided in Article 3 (F) (5) and (6). This appeal must be made in writing to the SPBR within ten (10) days of the filing date of the order. The SPBR may affirm or disaffirm or modify the judgment of the appointing authority. The decision of the SPBR may be appealed, by either the appointing authority or the employee, to the Portage County Court of Common Pleas, in the case of removal or reduction. If the SPBR refuses to hear the appeal, the Grievance Procedure may be used.
Employee Appeal. The employee may appeal an order of removal, suspension of more than three (3) working days, or reduction in writing to the State Personnel Board of Review (SPBR) within ten (10) days of the filing date of the order. When such an appeal is filed, the SPBR will notify the appointing authority; and it will hear, or appoint a Trial Board to hear, the appeal. The SPBR may affirm or disaffirm or modify the judgment of the appointing authority. The decision of the SPBR may be appealed, by either the appointing authority or the employee, to the Portage County Court of Common Pleas, in the case of removal or reduction. If the SPBR refuses to hear the appeal, the Grievance Procedure may be used.
Employee Appeal. Employees may appeal to the vendors should they have a complaint regarding the administration of this program.
Employee Appeal. If an employee appeals a disciplinary action without the written support of the Association the employee may process the appeal in accordance with Section
Employee Appeal. If, prior to selection leave, the employee disagrees with the Employer's physician and/or Ohio licensed psychologist concerning his fitness for duty, he may provide the Employer with a physical examination report from any other licensed physician and/or Ohio licensed psychologist of his own choosing. Such examination shall be arranged for and paid by the employee. If the employee's physician and/or Ohio licensed psychologist and the Employer's physician and/or Ohio licensed psychologist cannot agree on the employee's fitness for duty, the Employer and Employee shall designate by mutual agreement an independent physician and/or Ohio licensed psychologist to examine the employee and determine whether or not he is fit for duty. The Employer will arrange and pay for the examination by the independent physician and/or Ohio licensed psychologist, whose determination shall be binding upon all parties.
Employee Appeal. If an evaluation includes an assessment that the employee does not meet one or more of the eight Iowa teaching standards, the employee may grieve the evaluation. The evaluation shall be sustained unless it is arbitrary, capricious or without basis in fact. All grievances that allege a violation of any provision of the Agreement pertaining to the substance of an evaluation, to evaluation procedures, or to an intensive assistance plan shall be commenced at the Third Step within fifteen (15) working days of the date of the occurrence of the event giving rise to the grievance, and the arbitration hearing regarding such a grievance shall be held not later than thirty (30) calendar days following the date on which the request for arbitration is received by the District. The number of days indicated should be considered as a maximum and every effort should be made to expedite the process. The time limits specified may, however, be extended by mutual agreement.
Employee Appeal. An employee has the right to appeal the performance appraisal to the Town Board and be represented by the Union and/or counsel.
Employee Appeal. Should the employee believe the results of this examination to be prejudicial, they may submit an expert second opinion and request that a specialist decide between the conclusions of the first two (2) physicians, should they differ. This specialist shall be at the employee’s expense. In the event of an opposing opinion, a medical referee shall be used, and the costs shall be split between the Employer and the Union. The decision of the medical referee selected shall be binding upon the parties.
Employee Appeal. The employee may make an appeal against dismissal to the Federation Officers. The appeal can be upheld by a majority vote of Federation Officers. If the dismissal of the employee is overturned, full pay for the period of dismissal and all entitlements shall be restored. Such appeal will be conducted and a decision made within fourteen days of notice of dismissal
