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.
Sample 1Sample 2Sample 3See All (11)
AutoNDA by SimpleDocs
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.
Sample 1Sample 2See All (4)
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.
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 Ministry of Business, Innovation & Employment on 0800 20 90 20 or on its website at xxx.xxx.xxxx.xx/xx/xxxxxxxxxxxxxxx/xxxxx.xxx • Pamphlets/fact sheets from the Ministry of Business, Innovation & Employment • Their union (if they are a union member), a lawyer, a community law centre or an employment relations consultant. Discuss the Problem 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, or the People and Culture Team. 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. The Next Steps 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 Ministry of Business, Innovation & Employment, 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 Ministry of Business, Innovation & Employment 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 Ministry of Business, Innovation & Employment (or the parties can agree to get an independent mediator). • If the parties reach agreement, a mediator provided by the Ministry of Business, Innovation & Employment 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 Ministry of Business, Innovation & Emp...
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 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

  • IDENTIFYING THE PROBLEM During the early stages of problem detection, the NMC will be able to tell which CLECs are affected by the catastrophe. Further analysis and/or first hand observation will determine if the disaster has affected CLEC equipment only, BellSouth equipment only or a combination. The initial restoration activity will be largely determined by the equipment that is affected. Once the nature of the disaster is determined and after verifying the cause of the problem, the NMC will initiate reroutes and/or transfers that are jointly agreed upon by the affected CLECs' Network Management Center and the BellSouth NMC. The type and percentage of controls used will depend upon available network capacity. Controls necessary to stabilize the situation will be invoked and the NMC will attempt to re-establish as much traffic as possible. For long-term outages, recovery efforts will be coordinated by the ECC. Traffic controls will continue to be applied by the NMC until facilities are re-established. As equipment is made available for service, the ECC will instruct the NMC to begin removing the controls and allow traffic to resume.

  • 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.

  • Cooperation of the Parties Each Party agrees to cooperate fully in the preparation, filing, and prosecution of any Patent Rights under this Agreement. Such cooperation includes, but is not limited to:

  • Scope of the Project Under this Agreement, the scope of the Project (the “Scope of the Project”) shall mean and include:

Time is Money Join Law Insider Premium to draft better contracts faster.