Step Elimination Sample Clauses

The Step Elimination clause allows for the removal of certain procedural steps or requirements from a process or agreement. In practice, this means that parties can agree to bypass or omit specific stages that would otherwise be mandatory, such as intermediate approvals or sequential tasks. This clause streamlines operations by reducing unnecessary complexity, ultimately saving time and resources while ensuring that only essential steps are followed.
Step Elimination. Effective the pay period following Board approval, the Fire District shall eliminate 2 steps of all salary ranges, except salary range FFE. Employees on those steps shall be immediately placed on the next current step. For employees that were on the lowest step of the salary range, service hours for the purposes of receiving their next merit advancement shall be reset. • Effective January 10, 2026, the Fire District shall eliminate 2 steps of all salary ranges, except salary range FFE. Employees on those steps shall be immediately placed on the next current step. For employees that were on the lowest step of the salary range, service hours for the purposes of receiving their next merit advancement shall be reset. • Effective January 9, 2027, the Fire District shall eliminate 2 steps of salary ranges FFP, ENG, and CAP. Employees on those steps shall be immediately placed on the next current step. For employees that were on the lowest step of the salary range, service hours for the purposes of receiving their next merit advancement shall be reset.
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Step Elimination. It is agreed that certain types of grievances cannot be resolved at either the complaint stage or at Step 1. These types of grievances include: (a) Policy Grievance (b) Group Grievance (c) Discharge Grievance (d) Any other grievance that is mutually agreed upon The above grievances may, therefore, be filed at Step 2 of the Grievance Procedure.
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Step Elimination. Effective October 12, 2019, County Fire shall eliminate steps 1 and 2 of Firefighter EMT, Firefighter Paramedic, Engineer, and Captain Ranges such that the current step 3 shall become the new step 1. Employees on old steps 1 and 2 at that time shall be immediately placed on the current step 3 (i.e., the new step 1). For those employees being advanced to the new step 1, service hours for the purposes of receiving their next merit advancement shall be reset. • Effective July 18, 2020, County Fire shall eliminate steps 1 and 2 of Firefighter EMT and Firefighter Paramedic Ranges such that the then current step 3 shall become the new step 1. Employees on old steps 1 and 2 at that time shall be immediately placed on the then current step 3 (i.e., the new step 1). For those employees being advanced to the new step 1, service hours for the purposes of receiving their next merit advancement shall be reset. Further, effective July 18, 2020, County Fire shall eliminate steps 1, 2, and 3 of Engineer and Captain ▇▇▇▇▇▇ such that the then current step 4 shall become the new step 1. Employees on old steps 1, 2, and 3 at that time shall be immediately placed on the then current step 4 (i.e., the new step 1). For those employees being advanced to the new step 1, service hours for the purposes of receiving their next merit advancement shall be reset.
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Related to Step Elimination

  • Tariff Elimination 1. Except as otherwise provided in this Agreement, neither Party may increase any existing customs duty, or adopt a new customs duty, on an originating good. 2. Except as otherwise provided in this Agreement, each Party shall progressively eliminate its customs duties on originating goods in accordance with the Tariff Elimination Schedule established in Annex III.04.2. 3. Upon the request of any Party, the Parties shall consult to consider the possibility of accelerating the elimination of customs duties set out in Annex III.04.2 or incorporating into one Party’s Tariff Elimination Schedule goods not subject to the elimination schedule. An agreement between the Parties to accelerate the elimination of a customs duty on a good or to include a good in a Party’s elimination schedule shall supersede any duty rate or staging category determined pursuant to their Schedules for such good when approved by each such Party in accordance with its applicable legal procedures. 4. The agreement adopted based on paragraph 3, regarding the accelerated elimination of a customs duty for an originating good, shall prevail over any customs duty or tariff elimination schedule set out in the Annexes to this Article. 5. Notwithstanding paragraphs 1 and 2, any Party may maintain or increase a customs duty as authorised by the Dispute Settlement Understanding of the WTO, or any other agreement under the WTO Agreement. 6. Originating goods produced in free trade zones in the territory of a Party shall be subject to the most favoured nation treatment (MFN tariff) when imported into the territory of the other Party, except for the products included in Annex III.04.6, which shall benefit from the Tariff Elimination Schedule. 7. The Parties agree that, from the date of entry into force of this Agreement, and in accordance with the functions assigned to the Joint Council in Article I.06.8(a), upon request of either Party, the Joint Council may meet with the purpose of including other goods into Annex III.04.6.

  • Step 3 i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b. i. The employer may request further particulars from the complainant. Upon the conclusion of such a review, the employer shall: (1) initiate an investigation of the complaint and appoint an investigator pursuant to Article E.2.3.c.iii below, or; (2) recommend mediation or other alternative disputes resolution processes to resolve the complaint. ii. Should the complainant not agree with the process described in Article E.2.3.c.i(2), the employer shall initiate an investigation. The employer shall provide notice of investigation. iii. The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. iv. The complainant may request: (1) that the investigator shall be of the same gender as the complainant; and/or (2) an investigator who has Aboriginal ancestry, and/or cultural knowledge and sensitivity if a complainant self-identifies as Aboriginal. Where practicable the request(s) will not be denied. v. The investigation shall be conducted as soon as is reasonably possible and shall be completed in twenty (20) working days unless otherwise agreed to by the parties, such agreement not to be unreasonably withheld.

  • Step I 18.3.1.1 An employee may present the grievance orally either directly or through the Union representative to the immediate supervisor. The grievance must be presented within ten (10) working days following the event or events on which the grievance is based. The immediate supervisor shall make whatever investigation is necessary to obtain the facts pertaining to the grievance. Within ten (10) working days after receiving the oral grievance, the immediate supervisor shall give the employee an oral reply. 18.3.1.2 If the employee is not satisfied with the reply of his/her immediate supervisor, he/she may appeal the grievance to Step II.

  • Step 2 (a) If the grievance is not resolved at Step 1, the grievant or designated representative may submit the grievance in writing on a grievance form as contained in Appendix B of this Agreement, to the Agency Head or designated representative within 15 days following receipt of the decision at Step 1. The grievance form must contain the same information as the grievance filed at Step 1. The grievance shall include a copy of the grievance form submitted at Step 1, together with the written response and documents in support of the grievance. (b) The Agency Head or designated representative shall communicate a decision in writing to the grievant and the PBA Grievance Representative, if any, within 15 days following receipt of the written grievance. If the Agency Head fails to respond within the time limit, it shall be deemed a denial. (c) If a grievance, alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause, is not resolved at Step 2, the PBA representative, or the grievant or grievant’s representative, if not represented by PBA, may appeal the grievance to arbitration as provided in Article 6, Section 3(G)(4), below, within 15 days after receipt of the Step 2 decision.

  • Step 4 In the event the dispute is not resolved at Step 3 above, either party may serve upon the other and the COORDINATOR written notice by certified mail, within five (5) working days, requesting that the dispute be resolved by arbitration. If such a written notice is served, the parties shall jointly request the Federal Mediation and Conciliation Service to submit the names of five (5) qualified arbitrators, from which list the UNION and the EMPLOYER shall alternately strike names until only one name is left, which person shall hear and resolve the dispute. A hearing shall be conducted by the arbitrator, at which time the parties to the dispute shall be given the opportunity to appear and offer evidence in support of their positions. A decision by the arbitrator shall be rendered in writing within a reasonable time, not to exceed ten (10) days after the conclusion of the hearing. The decision by the arbitrator shall be final and binding upon the parties; provided, however, that the arbitrator shall not have the authority to alter or amend the provisions of this AGREEMENT in any way. The reasonable expenses and fees of the arbitrator shall be borne equally by the parties.