BASIC PRINCIPALS Sample Clauses
BASIC PRINCIPALS. The Employer and the Union have a common and sympathetic interest in the Electrical Industry. Therefore, a working system and harmonious relations are necessary to improve the relationship between the Employer, the Union, and the Public. Progress in industry demands a mutuality of confidence between the Employer and the Union. All will benefit by continuous peace and by adjusting any differences by rational, common-sense methods. Now, therefore, in consideration of the mutual promises and agreements herein contained, the parties hereto agree as follows:
BASIC PRINCIPALS. Add the following Sub-clauses:
BASIC PRINCIPALS. (a) The Parties acknowledge that the SGC provides for the existence and funding of an animal shelter to assist the SPD in its animal protection and animal control duties for the purpose of impounding and caring for animals.2 The Parties acknowledge that the SGC requires the ACO/SPD to make “reasonable efforts” to promote the adoption of potentially adoptable animals in CBS’s custody. 3
(b) The Parties agree that creation and maintenance of clear, agreed upon, volunteer practices and procedures is an important objective for maintaining community engagement with the Sitka Animal Shelter in a way that is safe for both animals and volunteers, and promotes the health and welfare of both the animals and the community.
(c) The Parties agree that in the past the Sitka Animal Shelter has provided sheltering of animals beyond the minimums set by SCG 08.05.040 (72 hours for unlicensed dogs and 5 days for licensed dogs4), and that volunteer coordination between the Parties will allow for extension of the adoption period as described below.
BASIC PRINCIPALS a. An employee shall have the right to be represented at any stage of the procedure by a person of his own choice. The aggrieved employee shall be present at all stages of the grievance procedure.
b. Each party to a grievance shall have access at reasonable times to all written statements and records pertaining to such case.
c. All hearings shall be confidential.
d. The number of days provided for the presentation and processing of grievances at each step of the grievance procedure establishes the maximum time limits and any grievance not presented within the time limits provided at each respective step of the grievance procedure shall be deemed withdrawn.
e. Employees shall not leave their duty stations to discuss or process grievances unless they have requested and received permission to do so from the administrator in charge.
f. Each administrator shall have the responsibility to consider promptly each grievance presented to him and make a determination within the authority delegated to him within the time specified in these procedures. Failure of an administrator to respond within theappropriate time limits shall move the grievance to the next step.
g. This procedure is not to be used to change existing laws, rules or regulations nor is it to be used to amend the existing negotiated agreement.
BASIC PRINCIPALS. 5.1.1: It is the intent of this procedure to provide for the orderly settlement of differences in a fair and equitable manner. The resolution of a grievance at the earliest possible stage is encouraged.
5.1.2: An Employee shall have the right to present a grievance, which is hereby defined as a violation of an enumerated section of this Collective Bargaining Agreement, in accordance with this procedure, free from coercion, interference, restraint, discrimination or reprisal.
5.1.3: An employee shall have the right to be represented at any stage of this procedure by a Union representative or legal counsel.
5.1.4: Each party to a grievance shall have access at reasonable times to all written statements and records pertaining to such case.
5.1.5: The function of these procedures is to assure equitable and proper treatment under the existing Collective Bargaining Agreement involving disputes which may arise concerning the terms of this Collective Bargaining Agreement. The arbitration procedure is not designed to be used for changing such rules or procedures or establishing new ones.
BASIC PRINCIPALS. 1. It is the intent of these procedures to provide for the orderly settlement of differences in a fair and equitable manner. The resolution of a grievance at the earliest possible (informal) stage is the goal of the Association and the Superintendent.
2. An individual staff member shall have the right to present grievances in accordance with procedures, free from coercion, interference, discrimination or reprisal.
3. The aggrieved shall have the right to be represented at any step of this grievance procedure by a duly-authorized representative of the Fredonia Salaried Support Staff Association.
4. Each party to a grievance shall have access at reasonable times to all written statements and records pertaining to such case.
5. All hearings shall be confidential.
6. It shall be the responsibility of the Superintendent of the District to take such steps as may be necessary to give force and effect to these procedures. Each supervisor or administrator shall have the responsibility to consider promptly each grievance presented to him and make a determination within the time specified in these procedures.
7. The function of these procedures is to assure equitable and proper treatment under the existing laws, rules, regulations and policies which relate to or affect the staff in the performance of his assignment. They are not designed to be used for changing such rules or estabhshing new ones.
8. The time limits set forth in the procedures herein shall be strictly adhered to by all parties unless waived by written mutual consent at the appropriate stage. Consent to an extension of time hmits shall not be unreasonably withheld.