Determining Factors. If a layoff must occur, the employer shall take the following factors, which are not listed in any particular order, into account in determining which employees will be laid off: quality of performance, length of service in a position or classification, prior related experience, qualifications beyond those minimally required, evidence of professional growth and reliability (such as attendance and punctuality), seniority, requirements of program sites and prototypes. Layoff may be subject to the grievance procedure but shall not be arbitrable.
Determining Factors. The main key factors related to wildfires its causes and consequences have been highlighted in the documents resulting from the previously mention events: - Abandonment of rural lands and rural activities, aging of rural population - Intense urbanization of societies and population concentrated in coastal areas and some built- in urban areas inland - Increased population from tourism - Rapidly expanding of wildland urban interface - Low economic value and profitability of Forests. Social and economic expenditures of dealing with the sprouted fires and post-fire restoration are not in accordance with a sustainable development. - Changing conditions in many European rural areas, changes in land uses and production models, increasing fire risk - Climate change influence wildfires - Different meteorological gradients cause regional fire weather situations periods of higher temperature and longer drought - Fire-dependent character of Mediterranean ecosystems which demand for its management technical use of fire as prescribed burnings. - Scientific research sometimes disconnected from management. - Political decisions not made based in long term integral programs. - Not enough transparency on wildfire management by public administrations, no data on investments made to protect forest fires and forest policies - Defense against wildfires policy not enough coordinated with urban and rural policy - Not enough fire land management, wildfire education and awareness to society.
Determining Factors. 10 10.3 Consents..................................................... 10 10.4
Determining Factors. In determining whether or not to consent to ------------------- a proposed assignment or subletting, Sublandlord may consider the following factors, among others, all of which are deemed reasonable:
a. whether the proposed use of the Subleased Premises by the proposed sublessee or assignee is consistent with the Permitted Use set forth in Paragraph 1.9;
b. whether Sublandlord's consent will result in a breach of the Lease in any other lease or agreement to which Sublandlord is a party affecting the Building or Subleased Premises; and
c. whether Landlord has consented in writing to proposed assignment or subletting, if necessary.
Determining Factors. In determining whether or not to consent to ------------------- a proposed assignment or subletting, Sublandlord may consider the following factors, among others, all of which are deemed reasonable:
(a) whether the proposed sublessee or assignee has a net worth sufficient to discharge its obligations under this Sublease;
(b) whether the proposed use of the Subleased Premises by the proposed sublessee or assignee is consistent with the Permitted Use set forth in Paragraph 1.9 of this Sublease;
(c) whether the experience and business reputation of the proposed sublessee or assignee is adequate to operate its business;
(d) whether Sublandlord's consent will result in a breach of the Lease or any other lease or agreement to which Sublandlord is a party affecting the Building or Subleased Premises; and
(e) whether the Landlord has consented in writing to the proposed assignment or subletting (in accordance with the standards set forth in the Lease). Further, it shall not be deemed unreasonable for Sublandlord to withhold its consent to the assignment or subletting to a financial institution providing retail banking services.
Determining Factors. To determine whether a particular skilled assignment falls within the scope of two or more trades and is thus properly assignable to any one of these trades, several criteria must be considered, no one of which by itself is controlling.
Determining Factors. The bonus will be earned in the amounts set forth below upon achievement of certain specific Company milestones set out below which are to be renewed each year:
i. Budget Achievement Target. Twenty percent (20%) for reducing the net loss before tax for the year ended 31 December 2001 to less than the net loss before tax for the year ended 31 December 2000.
Determining Factors. To determine whether a particular skilled assignment falls within the scope of two or more trades and is thus properly assignable to any one of these trades, several criteria must be considered, no one of which by itself is controlling. ▪ Level of skill involved. ▪ Type of apprentice training. ▪ Tools required. ▪ Nature of the material or equipment being worked on. ▪ Generally accepted notions of the trade. ▪ Past practices in a plant relating to skilled tasks (certain and unchallenged over a long period of time). ▪ Other criteria. It is therefore agreed that a Lines of Demarcation Committee will be established in Oshawa. The objective of this committee will be to review, discuss, and resolve lines of demarcation issues in conformity with the principles set forth above while recognizing that assignments vary from plant to plant, within a plant, and between Skilled Trades classifications both equally capable of performing the work. It is expected that the local Union or Management will submit for consideration a description of the practices over which agreement is being sought. Upon submission thereof the parties may conduct joint or independent investigations of the practices involved. Mutually agreed to lines of demarcation resolutions will be documented in writing and kept on file in the Labour Relations department. In the event that the local parties are unable to agree upon the definitions of a skilled work assignment practice the issue may be appealed pursuant to the provisions of Paragraph 158 of the Master Agreement. The Lines of Demarcation Committee will consist of the Skilled Trades Area Chairperson and Skilled Trades Zone Committeepersons for the Union and Local Labour Relations representatives and Plant Management for the Company. Yours truly, Manager - Employment and Labour Relations. Xx. X. Moffatt, Chairperson, Shop Committee. Dear Xx. Xxxxxxx: During the current negotiations, the parties had considerable discussion about the application of the Attachment to Document 12 of the Company Statements and Letters appended to the Master Agreement. More specifically, the parties discussed the application of this provision, as it applied to the process for “tie-breaking” the seniority of employees hired at the Oshawa location under the preferential hire provisions of Document 12, in the administration of the layoff and recall provisions of the Local Seniority Agreement. As a result of these discussions, the Local and National parties agreed that the ...
Determining Factors. 12 10.3 Consents. . . . . . . . . . . . . . . . . . . . . . . . . . . . .12 10.4
