District Level Sample Clauses

District Level. 33 On or before September 30, of each school year, the District and the Association 34 shall meet to develop and/or review building disciplinary standards and uniform 35 enforcement of those standards. Such standards shall be consistent with this 36 contract, applicable statutes, and shall not be encroached upon by the Board 37 policy or action. 38

District Level. If the complainant or unit member is not satisfied with the results at the building level, the complaint may be submitted to the Human Resources administrator along with the unit member’s response. All documents, communications, and records collected during the processing of a complaint shall be filed separately from the official district personnel files or building supervisory files of the unit member. A copy of the documents will be provided to the Association.

District Level i. Ensure that there is compliance in terms of the applicable policy/collective agreement. ii. Responsible for resolving any differences that may arise iii. Identify issues of non-compliance with the EMS PMDS collective agreement.

District Level. The District Director will be responsible for the establishment of a moderation sub- committee at district level. The sub-committee will consist, amongst others, of the following: i. District Director (Chairperson) ii. Two (2) representatives from the district management team; and iii. PMDS coordinator.

District Level. After using the above procedures, the site administrator may recommend to the Assistant Superintendent, Human Resources, suspension of the Teacher without pay based on documentation that the unprofessional conduct continues. Documentation more than two (2) years old may not be included in the implementation of this Article. Except as provided in Article 16.3, prior written notice of suspension without pay shall be provided the Teacher and shall contain a statement of the nature of and reason for the disciplinary action, effective date of imposition, right to review documentation upon which charges are based, and procedures for administrative appeal.

District Level i. Within five (5) working days after receiving the decision at Step 1, the grievant may appeal the supervisor's decision in writing to the Superintendent. ii. The Superintendent, acting as an unbiased arbitrator, within ten (10) working days of receipt of the appeal will investigate and hold a meeting with the grievant and his/her representative. Within ten (10) working days of the conclusion of the investigation, the Superintendent will render a decision in writing to the grievant and the supervisor.

District Level. 1. There are two ways for a grievance to enter the District Level: a) If the grievance has not been resolved at the Site Level, the grievant, within ten (10) site business days of the day of the completion of the Site Level, may submit the written grievance on Grievance Form A-3 to the Superintendent for resolution (See Exhibit A-3) b) If the Grievance Chair determines that the nature of the grievance is at the District Level, they can submit the grievance on Grievance Form A-3 to the Superintendent for resolution (See Exhibit A-3). 2. The Superintendent or Assistant Superintendent shall hold a meeting within five (5) site business days after the date of receipt of Form A-3 with the grievant, conferees for both parties, if any, and the Association representative. The grievant shall determine the role of the Association representative, conferee, or observer. 3. A response (Grievance Form A-4) shall be transmitted to grievant and the Association within ten (10) site business days after the initial meeting. The failure of the Superintendent or Assistant Superintendent to respond shall be deemed to be a negative decision. If the grievant deems the response to be unsatisfactory, the grievance may be taken to Arbitration. Failure of a grievant to appeal a decision within the specific time limits (10 site business days) shall be deemed an acceptance of the decision. 4. The District and Union will meet within ten (10) site business days within the Grievance A-4 response before reaching Arbitration. The Board of Trustees will be notified before this meeting takes place.

District Level. The project and subcontractor DSW conducted qualitative and budget interviews in April–August 2014 in the districts of Lira and Kisoro. DSW led the budget-related interviews and collected key documents, as SPRING had done at the national level. The following groups participated in the budget interviews: • government (national medical stores, Lira Referral hospital, and district officers of Kisoro and Lira) • donor agencies (if local office was in place) • CSOs (all that operate nutrition-related projects in the two districts) • UN groups (if local office was in place) • private sector. The SPRING project and DSW collected and reviewed district development plans, sector work plans, budget performance reports, CSO budget reports and work plans, hospital budgets and work plans, and local government work plans from both districts (the full list of district-level documents reviewed is provided in Appendix 1). The PBN analysts relied on these documents, and on information about funding and nutrition activities collected in qualitative interviews, to develop a preliminary list of budget line items that were a potential match for any UNAP activities, as described in the UNAP Activity Matrix.

District Level a. Maintain regular contact with the Superintendent (or designate) regarding District Aboriginal Programs. b. Serve as a district resource person, maintaining contact with community, provincial, and Aboriginal agencies, and district staff in relation to Aboriginal programs. c. Have regular contact with, and provide support to, the Aboriginal teachers and First Nations Support Workers, including chairing regular meetings. d. Meet with the Secretary-Treasurer, (or designate) when required, regarding funding of Aboriginal Programs. e. Carry out duties as per the Local Education Agreement and provide follow-up on directives of the Aboriginal Advisory Committee. f. Serve as the district representative on various committees. g. Monitor Student Support Programs. h. Support implementation of the District Aboriginal Language/Cultural programs. i. Promoting Aboriginal curriculum, Nɬeʔkepmxcín, Nsyilxcn, reporting to the AAC, advocating for employment equity, and the promotion of academics. j. Perform other duties as directed by the Superintendent of Schools (or designate).