Employer Review of Data Sample Clauses

Employer Review of Data. 1. No “Fishing” or Random Review: Neither the Employer nor Public Safety will randomly review audio, video, or other data for the purpose of discovering policy violations in the absence of a precipitating event. A precipitating event may include, but is not limited to: (1) a citizen, customer, or employee complaint; (2) an accident, injury, or incident; (3) a claim filed against Xxxxxx Transit or one of its employees; (4) investigation of alleged misconduct or criminal activity; (5) verification of facts reported by an employee or (6) requests by a law enforcement agency or other state or federal agency. 2. Review of Audio, Video, or Other Data Pursuant to a Precipitating Event: a. Reviews initiated by a precipitating event will be for the purpose of determining what happened. An employee may be subject to coaching, counseling, or more serious discipline as a result. Any discipline shall be in accordance with the terms of this agreement. b. Review of audio, video, or other data regarding a precipitating event, will be conducted by Xxxxxx Transit’s Public Safety personnel at the request of the Employer or the Union. Public Safety personnel will not review more of the audio or video than they determine is reasonably necessary to investigate the circumstances of the precipitating event or any subsequent incident as referenced by Section E.2.c, and only the portion of the audio, video, or other data determined to be relevant to the precipitating event will be provided to the employee’s management. In the event audio, video, or other data is used as the basis for discipline, the Union will have an opportunity to obtain a copy of such data prior to an investigatory meeting with the subject of the recording. c. If the Employer reviews data due to a precipitating event and the data reveals possible misconduct unrelated to the initial event, the Employer may rely on the data to support discipline.
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Related to Employer Review of Data

  • Encounter Data Party shall provide encounter data to the Agency of Human Services and/or its departments and ensure further that the data and services provided can be linked to and supported by enrollee eligibility files maintained by the State.

  • Claims Review Population A description of the Population subject to the Claims Review.

  • Claims Review Methodology ‌‌ a. C laims Review Population. A description of the Population subject‌‌ to the Quarterly Claims Review.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Claims Review Report The IRO shall prepare a Claims Review Report as described in this Appendix for each Claims Review performed. The following information shall be included in the Claims Review Report for each Discovery Sample and Full Sample (if applicable).

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Review Protocol A narrative description of how the Claims Review was conducted and what was evaluated.

  • Compensation Review The compensation of the Executive will be reviewed not less frequently than annually by the board of directors of the Company.

  • Peer Review Dental Group, after consultation with the Joint ----------- Operations Committee, shall implement, regularly review, modify as necessary or appropriate and obtain the commitment of Providers to actively participate in peer review procedures for Providers. Dental Group shall assist Manager in the production of periodic reports describing the results of such procedures. Dental Group shall provide Manager with prompt notice of any information that raises a reasonable risk to the health and safety of Group Patients or Beneficiaries. In any event, after consultation with the Joint Operations Committee, Dental Group shall take such action as may be reasonably warranted under the facts and circumstances.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

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