Human Resources Director. Human Resources Director shall refer to the County Human Resources Director or designee.
Human Resources Director. Any worker or any official of the Union may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be filed (as determined by postmark) within 28 calendar days from the date of the worker's knowledge of an alleged grievance. Any grievances involving demotion, suspension, non-punitive discipline or dismissal must be filed within 14 calendar days (as determined by postmark) after receipt of written notification of such disciplinary action. The Human Resources Director or his/her designated representative shall have 28 calendar days in which to investigate the merits of the complaint, to meet with the complainant and, if the complainant is not the Union, to meet also with the officials of the Union, and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
Human Resources Director. A. The classified employee may appeal the decision from the Administrator/Supervisor level to the Human Resources Director within ten (10) working days after receiving it and may request a hearing. A copy of the appeal shall be furnished to the Human Resources Director and the other party to the grievance.
Human Resources Director. If a mutually acceptable solution has not been reached, Local 935 or the grievant shall submit the written grievance to the Human Resources Director or designee within five (5) working days of the receipt of written response of the Division/Section Head. Following a review of the grievance with the Appointing Authority, the Human Resources Director or designee shall have full and final authority on behalf of County Fire to mutually resolve the grievance with the employee/employee’s representative within ten (10) working days of receipt of the written grievance of the employee. Such notification shall be rendered in writing to the grievant, Local 935 and the Appointing Authority. Only Local 935 may appeal this determination directly to an arbitrator in accordance with the provisions of this procedure within five (5) working days following notification by the Human Resources Department.
Human Resources Director. Any employee or any official of the Union may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be filed (as determined by postmark) within twenty‐eight (28) calendar days from the date of the employee's knowledge of an alleged grievance. Any grievances involving demotion, non‐punitive discipline, suspension, reduction in step or dismissal must be received within fourteen (14) calendar days (as determined by postmark) after receipt of written notification of such disciplinary action. The Human Resources Director or his/her designated representative shall have twenty‐eight (28) calendar days in which to investigate the merits of the complaint, to meet with the complainant and, if the complainant is not the Union, to meet also with the officials of the Union, and to settle the grievance. No grievance may be processed under paragraph (c) below which has not first been filed and investigated in accordance with this paragraph (b).
Human Resources Director. If the grievance remains unresolved, the Union may appeal the decision to the Human Resources Director within fifteen (15) business days from receipt of the Step One (1) decision. The Human Resources Director must meet with the Union to discuss the grievance within fifteen (15) business days of the Union’s appeal. The Human Resources Director must then render a decision, in writing, within fifteen (15) business days from date of meeting.
Human Resources Director. If a mutually acceptable solution has not been reached, Local 935 or the grievant shall submit the written grievance to the Human Resources Director or designee within five
Human Resources Director a) If the aggrieved employee is not satisfied with the disposition of her/his grievance at level 1, s/he may file her/his written grievance with the Human Resources Director within five (5) days of receiving the level 1 decision.
Human Resources Director. A grievance cannot be processed at Step 3 unless it has been processed at Step 2. The grievance shall be considered settled in Step 2 unless, within seven (7) calendar days of the Step 2 response, the grievance is submitted in writing to the Human Resource Director. A meeting to attempt to resolve the matter shall be held between the grievant, Association representative, and the Human Resource Director within fourteen (14) calendar days of submission of the Step 3 grievance. The Human Resource Director shall respond in writing within fourteen (14) calendar days following the meeting.
Human Resources Director. Employees who are on a leave of absence should not accept employment with another Employer during the duration of the leave. The following specifies the different types of leaves and the applicable policies. The maximum duration for leave of any type which includes: Non-‐work related disabilities, and leaves of absence are four (4) months. If an Employee is not able to return to work after this time period, employment with the Employer will be terminated. During the unpaid leave the Employee will not accrue vacation. While on leave no holiday pay will be paid to the Employee. Upon return from the leave, the Employee's seniority date will be adjusted to reflect the deduction of the time for the unpaid leave. The Employer will attempt to reinstate an Employee released for partial/restricted duty if the job assignment is available and if the Employee is able safely to perform the essential functions of the job without posing a significant risk of substantial harm to the health or safety of himself/herself or others.
