CLA. “CLA” means this document, which sets forth the rights, grants, promises, limitations, conditions, obligations, and disclaimers made available for my Contributions to the particular Specification.
CLA. The period to lodge an objection begins when the Stage Member is aware or should have been aware of the role or part. The Stage Member is aware of the role or part as soon as it has been made known to him via a notice at the theatre or in writing (or by email) at the address (or email address) last given to Stage Management.
CLA. In the annual interview cycle (Article 2 paragraphs h and i and Appendix 1 CLA) employer and employee also enter into agreements about training and education and discuss the utilisation of the personal time budget (PTB). This may result in a combination of targets and means. In the performance review, an inventory is made of the wishes and needs of employee and employer. Agreements on targets and utilisation are recorded in writing. Those agreements relate to gaining knowledge and/or skills and take into account the employee’s personal development. This may be important, for example, in relation to training and education, to obtain a diploma or qualification for the current position or for another position aspired to within the firm. The minimum financial contribution made by the employer in accordance with this CLA (it may always be more, it is a minimum pro- vision after all), will increase if a course of study is more clearly aimed at the employee’s current performance and keeping up to date in the professional area of expertise. Employees can use the development budget for vocational training or development; 8 hours of it can be spent on social targets. There are two categories of study costs and reimbursement: Category I Studies aimed at the employee’s current position and performance and on keeping up to date in the professional area of expertise. The employer reimburses 100% of the costs involved. If the lessons or lectures take place during working hours, the hours will be regarded as working hours. Category II Studies within the context of career development, particularly to the benefit of employees in terms of their sustainable development. The employer reimburses 25-50% of the costs involved.
CLA. 2 4 To determine the number of agreed services in the piece contract the following principles apply:
CLA. If a member is in a nursing home at the time of enrollment, the member shall be removed from the HMO effective the initial date of enrollment. If a member enters a nursing while enrolled in the HMO and is in the nursing home longer than 30 days, the member shall be disenrolled from the HMO.
CLA. Interns do not participate in collective labour agreements for employees of architectural firms. Interns do not receive any holiday allowance, nor do they accrue any holiday entitlements or days off.
CLA. The ruling of the Disputes Committee will have the power of a binding advice provided both the employer and the employee so request. The Disputes Committee makes use of the Labour Disputes Regulations for Architectural Firms. a one member and their alternate member are appointed by the joint employee organisations that are parties to the CLA, that is: CNV Dienstenbond – CNV Vak- mensen and De Unie; b one member and their alternate member are appointed by the employer organisation BNA, which is party to the CLA; c one member and their alternate member, also acting as chair and alternate chair respectively, are appointed by the employee and employer organisations together; d the members (and alternate members) are appointed for a period of 4 years. After expiry of hat period, they can be re-elected for that same term one more time; e avacancy will be filled within two months by the organisation(s) that appointed the departing member or alternate member; f if a member of the Disputes Committee is directly involved in a dispute, this member cannot take part in the hearing thereof. In that case, their alternate member will take their place.
CLA the collective labour agreement applicable to the Temporary Employment Agreement with the Temporary Worker, referred to as the NBBU collective labour agreement.
CLA. Rabobank is a special bank, which operates in a dynamic market. The HR vision and the HR policy are derived from the organizational strategy. The fact that Rabobank has its own Collective Labor Agreement (CLA) enables the employer and employees to ensure that the terms of employment dovetail optimally with the nature of the bank and the needs of employees and managers. The Rabobank CLA 2021-2022 came into being through a cooperative process and can therefore be called a collective CLA. The parties involved explored themes together and obtained input from employees during the preparatory phase. This was done using walk-in sessions, focus groups, interviews and a survey in which employees were asked to state which terms and conditions of employment are important to them. All the information and input gathered were used for the negotiations. Employees were informed about the process through various channels during the negotiation phase and, where possible, asked for additional input. This CLA was thus laid down in collaboration with the various stakeholders.
CLA. The provisions of the CGMI Contract(s) relating to SBHU will apply with same effect to CLA with regard to the Retained Business, as appropriate. The provisions of the CGMI Contract(s) relating to CGMI will apply with same effect to the Xxxxx Xxxxxx channel of MSSB with regard to the Contributed Business, as appropriate.
