Clarify the problem Sample Clauses

Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. 11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example: 11.3.2.1 The principal could seek information or support from: • their union • friends and family • a lawyer or an employment relations consultant. 11.3.2.2 The board could seek information or support from: • The New Zealand School Trustees Association Industrial Advisory Service • a lawyer or an employment relations consultant. 11.3.2.3 Either party could seek information or support from: • The Ministry of Business, Innovation and Employment (MBIE) on 0800 20 90
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Clarify the problem. If either the employee or the employer feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but4 in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the employer. For example, the employee could seek information from: The NZPFU friends and family the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx pamphlets/fact sheets from the Employment Relations Service a lawyer, a community law centre or an employment relations consultant.
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Clarify the problem i. If either the Employer or the Employee feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. ii. An Employee may want to discuss a situation with someone else to clarify whether a problem exists, but in doing so the Employee should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: • the Employee's delegate / union, a lawyer, a community law centre or an employment relations consultant; • friends and family; and • the Employment Mediation Services, a section of the Ministry of Business, Innovation and Employment on 0800 800 863 or on its website at xxxxx://xxx.xxxxxxxxxx.xxxx.xx/resolving-problems/ pamphlets/fact sheets from the Ministry of Business, Innovation and Employment.
Sample 1Sample 2
Clarify the problem. If either the Employer or Employee feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: • Friends and family; • The Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx; • Pamphlets/fact sheets from the Employment Relations Service; and • Their union (if they are a union member), a lawyer, a community law centre or an employment relations consultant. If either party considers that there is a problem, it should be raised as soon as possible. This can be done in writing or verbally. Provided the Employee feels comfortable doing so, they should ordinarily raise the problem with their direct manager. Otherwise the problem can be raised with another appropriate manager. A meeting will usually then be arranged where the problem can be discussed. The Employee should feel free to bring a support person with them to the meeting if they wish. The parties will then try to establish the facts of the problem and discuss possible solutions. If the parties are not able to resolve the problem by talking to each other, a number of options exist. • Either party can contact the Employment Relations Infoline, who can provide information and/or refer the parties to mediation. • Depending on the nature of the problem, the issues involved may also be ones that the Labour Inspectors, employed by the Department of Labour can assist with, i.e., minimum statutory entitlements such as holiday, leave or wages provision. • Either party can take part in mediation provided by the Employment Relations Service (or the parties can agree to get an independent mediator). If the parties reach agreement, a mediator provided by the Employment Relations Service can sign the agreed settlement, which will then be binding on the parties. The parties can both agree to have the mediator provided by the ERS decide the problem, in which case that decision will be binding. If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation. The Authority can direct the ...
Sample 1
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. 11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example: 11.3.2.1 The principal could seek information or support from: (i) Their union (ii) Friends and family (iii) a lawyer or an employment relations consultant. 11.3.2.2 The board could seek information or support from: (i) The New Zealand School Trustees Association Industrial Advisory Service (ii) a lawyer or an employment relations consultant. 11.3.2.3 Either party could seek information or support from: (i) The Department of Labour on 0800 209020 or on its website at xxx.xxx.xxxx.xx/xx/xxxxxxxxxxxxxxx/xxxxx.xxx (ii) Pamphlets/fact sheets from the Department of Labour
Sample 1
Clarify the problem. If either the employee or WelTec feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to WelTec, subject to the provisions of the Protected Disclosures Act 2001. For example, the employee could seek information from: • TIASA • the Employment Relations Info-line on 0800 800 863 or on its website at xxx.xxx.xxx.xxxx.xx • Pamphlets/fact sheets from the Employment Relations Service.
Sample 1Sample 2
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. 11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example: 11.3.2.1 The principal could seek information or support from: Their union Friends and family A lawyer or an employment relations consultant. 11.3.2.2 The board could seek information or support from: The New Zealand School Trustees Association Industrial Advisory Service A lawyer or an employment relations consultant. 11.3.2.3 Either party could seek information or support from: The Ministry of Business, Innovation and Employment (MBIE) on 0800 20 90 20. The Ministry's Employment Relations Service's website(external link) Pamphlets/fact sheets from MBIE.
Sample 1Sample 2
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Clarify the problem a. If either the Employer or the Employee feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. b. An Employee may want to discuss a situation with someone else to clarify whether a problem exists, but in doing so the Employee should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the employee could see information from: • Friends and family • The Employment Relations infoline on 0800 800 863 or on its website at xxx.xxxx.xxxx.xx • Pamphlets/fact sheets from the Employment Relations Service • The Employee's delegate/union, a lawyer, a community law centre or an employment relations consultant.
Sample 1
Clarify the problem. If either the employer or employee feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the employee could seek information from: ▪ friends and family ▪ the Ministry of Business, Innovation and Employment Contact Centre on 0000 00 00 00 or on its website at xxx.xxxxxxxxxx.xxxx.xx/xx/ ▪ pamphlets/fact sheets from the Ministry of Business, Innovation and Employment, their union (if they are a member of a service organisation), a lawyer, a community law centre or an employment relations consultant.
Sample 1

Related to Clarify the problem

  • Problem Solving Employees and supervisors are encouraged to attempt to resolve on an informal basis, at the earliest opportunity, a problem that could lead to a grievance. If the matter is not resolved by informal discussion, or a problem-solving meeting does not occur, it may be settled in accordance with the grievance procedure. Unless mutually agreed between the Employer and the Union problem-solving discussions shall not extend the deadlines for filing a grievance. The Union Xxxxxxx or in their absence, the Local Union President, or Area Xxxxxxx, or Chief Xxxxxxx, either with the employee or alone, shall present to the appropriate supervisor a written request for a meeting. If the supervisor agrees to a problem- solving meeting, this meeting shall be held within fourteen (14) calendar days of receipt of the request. The supervisor, employee, Union Xxxxxxx, and up to one (1) other management person shall attempt to resolve the problem through direct and forthright communication. If another member of management is present that person will not be hearing the grievance at Step Two, should it progress to that Step. The employee, the Union Xxxxxxx or in their absence, the Local Union President, or Area Xxxxxxx, or Chief Xxxxxxx, may participate in problem-solving activities on paid time, in accordance with Article 31, Union Rights, Section 1H.

  • Scope of the Procurement II.1.1) Title

  • Name Collision Occurrence Management 6.1. No-­‐Activation Period. Registry Operator shall not activate any names in the DNS zone for the Registry TLD (except for "NIC") until at least 120 calendar days after the effective date of this agreement. Registry Operator may allocate names (subject to subsection 6.2 below) during this period only if Registry Operator causes registrants to be clearly informed of the inability to activate names until the No-­‐Activation Period ends.

  • Problems To endeavour to resolve in a fair and just manner any problems, grievances or difficulties which may be encountered while you volunteer with us;

  • Scope of the Project Under this Agreement, the scope of the Project (the “Scope of the Project”) shall mean and include: (a) construction of the Project Highway on the Site set forth in Schedule- A and as specified in Schedule-B together with provision of Project Facilities as specified in Schedule-C, and in conformity with the Specifications and Standards set forth in Schedule-D; (b) maintenance of the Project Highway in accordance with the provisions of this Agreement and in conformity with the requirements set forth in Schedule-E; and (c) performance and fulfilment of all other obligations of the Contractor in accordance with the provisions of this Agreement and matters incidental thereto or necessary for the performance of any or all of the obligations of the Contractor under this Agreement.

  • Year 2000 Problem The Company and its Subsidiaries have reviewed the areas within their business and operations which could be adversely affected by, and have developed or are developing a program to address on a timely basis, the "Year 2000 Problem" (that is, the risk that computer applications used by the Company and its Subsidiaries may be unable to recognize and perform properly date-sensitive functions involving certain dates prior to and any date after December 31, 1999). Based on such review and program, the Company reasonably believes that the "Year 2000 Problem" will not have a Material Adverse Effect.

  • Description of the procurement Under this Lot the supplier will provide the below packs (this list is not exhaustive): o Orthopaedic Day Case o Hip Arthroplasty o Knee Arthroplasty o Shoulder Arthroplasty o Arthroscopy- Knee, Hip, Shoulder, Ankle o Hand Surgery o Foot & Ankle Surgery o ACL (Anterior Cruciate Ligament) o Spine- Lumbar, Cervical TERMS AND CONDITIONS / ACTIVITY BASED INCOME (ABI) The terms and conditions of this Agreement and any resulting call-off contract is appended to the ITT. These terms include provisions requiring the payment by the supplier of an ABI management charge in consideration of the award of this Agreement, the management and administration by HTE of the overall contract structure and associated documentation, as well as the requirement to submit regular management information to HTE. SUBMISSION OF EXPRESSIONS OF INTEREST AND PROCUREMENT INFORMATION This exercise will be conducted on the HTE Bravo portal. Candidates wishing to be considered must register expressions of interest as follows: Register on the HTE portal at xxxxx://xxxxxxxxxxxxxxxxx.xxxxxxxxxxxxx.xx.xx. Login to the portal with username/password. Click the SQs/ITTs Open to All Suppliers link. These are the SQs/ITTs open to any registered supplier. Click on the relevant SQ/ ITT to access the content. Click the Express Interest button at the top of the page. This will move the SQ/ITT into your My SQs/My ITTs page. You can access any attachments by clicking Buyer Attachments in the SQ/ITT Details box. Follow the onscreen instructions to complete the SQ/ITT. Submit your reply using the Submit Response button at the top of the page. If you require any further advice, contact the Bravo e- Tendering Help Desk at xxxx@xxxxxxxxxxxxx.xx.xx. Sid4Gov HTE utilises the sid4gov supplier information database. Candidates should register on sid4gov at xxxxx://xxx0xxx.xxxxxxxxxxxxx.xxx.xx/organisation/register and submit their sid4gov company profile for publication on the database. Candidates already registered on sid4gov must ensure information is up to date. Where access to sid4gov is unavailable, please contact the sid4gov helpdesk at xxx0xxx@xxx.xxx.xxx.xx. Please note that sid4gov does not prepopulate any fields of the SQ on HTE's Bravo portal. Candidates must complete the Qualification & Technical Envelopes of the SQ in Bravo in full.

  • Name Collision Occurrence Assessment 6.2.1 Registry Operator shall not activate any names in the DNS zone for the Registry TLD except in compliance with a Name Collision Occurrence Assessment provided by ICANN regarding the Registry TLD. Registry Operator will either (A) implement the mitigation measures described in its Name Collision Occurrence Assessment before activating any second-­‐level domain name, or (B) block those second-­‐level domain names for which the mitigation measures as described in the Name Collision Occurrence Assessment have not been implemented and proceed with activating names that are not listed in the Assessment. 6.2.2 Notwithstanding subsection 6.2.1, Registry Operator may proceed with activation of names in the DNS zone without implementation of the measures set forth in Section 6.2.1 only if (A) ICANN determines that the Registry TLD is eligible for this alternative path to activation of names; and (B) Registry Operator blocks all second-­‐level domain names identified by ICANN and set forth at <xxxx://xxxxxxxx.xxxxx.xxx/en/announcements-­‐and-­‐ media/announcement-­‐2-­‐17nov13-­‐en> as such list may be modified by ICANN from time to time. Registry Operator may activate names pursuant to this subsection and later activate names pursuant to subsection 6.2.1. 6.2.3 The sets of names subject to mitigation or blocking pursuant to Sections 6.2.1 and 6.2.2 will be based on ICANN analysis of DNS information including "Day in the Life of the Internet" data maintained by the DNS Operations, Analysis, and Research Center (DNS-­‐OARC) <xxxxx://xxx.xxx-­‐xxxx.xxx/xxxx/xxxx/xxxx>. 6.2.4 Registry Operator may participate in the development by the ICANN community of a process for determining whether and how these blocked names may be released. 6.2.5 If ICANN determines that the TLD is ineligible for the alternative path to activation of names, ICANN may elect not to delegate the TLD pending completion of the final Name Collision Occurrence Assessment for the TLD, and Registry Operator’s completion of all required mitigation measures. Registry Operator understands that the mitigation measures required by ICANN as a condition to activation of names in the DNS zone for the TLD may include, without limitation, mitigation measures such as those described in Section 3.2 of the New gTLD Name Collision Occurrence Management Plan approved by the ICANN Board New gTLD Program Committee (NGPC) on 7 October 2013 as found at <xxxx://xxx.xxxxx.xxx/en/groups/board/documents/resolutions-­‐ new-­‐gtld-­‐annex-­‐1-­‐07oct13-­‐en.pdf>.

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  • Details of the Processing The subject-matter of Processing of Personal Data by Data Processor is the performance of the Services pursuant to the Agreement. The duration of the Processing, the nature and purpose of the Processing, as well as the types of Personal Data Processed and categories of Data Subjects under this DPA are further specified in Schedule 1 (Details of the Processing) to this DPA.

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