Employment Model Sample Clauses

Employment Model. For the purposes of the diagram included in Schedule 1, the colour coding shall be interpreted as follows: Green – ROCU Host Force/Metropolitan Police Service or seconded to ROCU Host Force/Metropolitan Police Service – funded by the programme; Blue - Lead Force (Devon and Cornwall Police) – funded by the programme; Pink - West Yorkshire Police – funded by the programme; and Red – Part funded by the Lead Force and the programme. The Modern Slavery Teams shall be set up as follows: The Insight Team who will develop disruption and performance information, develop coordinated intelligence collection strategies in response to the NSIRs and improve the sharing of intelligence and assessed information between police regions. The Regional Analytical Function, embedded within the 9 ROCUs and MPS, delivering a stronger flow of information from local to national; debriefing investigations, embedding the National Strategic Intelligence Requirements and delivering thematic assessments in response to hypothesis posed by the centre. The Regional Coordinator Function, embedded within the 9 ROCUs and MPS, providing specialist investigative advice and support, debriefing investigations, and embedding the national modern slavery action plan across all Forces. The establishment of a 4P Delivery Team of subject matter experts to build an evidence base, policy and guidance surrounding complex elements of Modern Slavery investigations, including but not limited to financial, cyber, ports, disruption, victim advocacy. This team will operate across the UK actively debriefing and evaluating good practice, supporting the development of disruption, prevention and training activity and informing intelligence collection strategies including engagement with key sectors. The establishment of processes to improve access for investigators to expert prosecution (civil and criminal) advice, to escalate challenges where advice is disputed and to track lessons learnt about Modern Slavery cases across the criminal justice system as further described in the 4P & NRM Terms of Reference in Schedule 5 (Terms of Reference). A National Training Coordination Function to develop, roll out and track delivery of training packages to improve specific skills for investigators/police family. A NRM Police Triage Function to improve the intelligence yield from complex (historic, overseas, or containing vague information) NRM referrals, and to establish a process where joint intelligence packages inform and a...
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Employment Model. Each ROCU Host Force will procure that job descriptions for the Regional Strategic Analysts roles are created in each ROCU Host Force and will be evaluated by each ROCU Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by each of the host forces for the 9 ROCUs and the MPS as per their local policies / agreements. ROCUs local S22a collaboration agreements will apply. Police staff will be posted (if from same host force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the ROCU Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness / absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty (40) non-contiguous Business Days for a related condition. Promptly after completion of the assessment, the ROCU Host Force will inform the Lead Force of the outcome. The Host Force will consider and implement any reasonable adjustments which are required in order for the seconded person to return to this role. In the circumstances that the nominated person will be unable to return to work within the defined period, the ROCU Host Force will be required to back fill the position with a suitably qualified alternative individual. If the ROCU Host Force is unable to back fill this position, the funding for this service will cease forty (40) Business Days after the first day of sickness / absence of the nominated person. Should a post become vacant due to long term sickness the ROCU Modern Slavery Project Lead and the Police Transformation Unit Commander will be jointly responsible for deciding whether a replacement post holder should be recruited.
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Employment Model. West Yorkshire OPCC shall procure that a job description for the NATMSN Coordinator is created locally and evaluated by the NATMSN Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by the host forces as per their local policies/agreements. Police staff will be posted (if from same host force), seconded (from a different force or organisation) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the NATMSN Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness/absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty
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Employment Model. Each ROCU Host Force will procure that job descriptions for the Regional Coordinators are created in each ROCU Host Force and will be evaluated by each ROCU Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by each of the ROCU Host Forces for the 9 ROCUs and the MPS as per their local policies/agreements. ROCUs local S22a collaboration agreements will apply. Police Officers will be posted (if from same ROCU Host Force), or seconded (from a different force). The Police Officers remain in the service of their home force whilst seconded. Police staff will be posted (if from same ROCU Host Force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the ROCU Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness/absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty
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Employment Model. The MSPTU team is directly employed by the Lead Force. Roles will be advertised and the recruitment and vetting process will be managed by the Lead Force as per their local policies/agreements. Police Officers will be posted (if from the Lead Force), or seconded (from a different force). The Police Officers remain in the service of their home force whilst seconded. Police staff will be posted (if from Lead Force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”).
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Employment Model. The National Insight Team is directly employed by the Lead Force. Police Staff are seconded (from external forces) or posted (from within Devon & Cornwall) or are recruited on a fixed term contract.
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Employment Model. NCA will identify / recruit / post both the SNE and the ENUUK researcher for the Term to the Europol function, ring-fenced for work within this project (hereinafter referred to as “the nominated person” . The costs will be charged to the Lead Force in accordance with clause 16. In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the NCA will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness / absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty (40) non-contiguous Business Days for a related condition. Promptly after completion of the assessment, the NCA will inform the Lead Force of the outcome. The NCA will consider and implement any reasonable adjustments which are required in order for the seconded person to return to this role. In the circumstances that the nominated person will be unable to return to work within the defined period, the NCA will be required to back fill the position with a suitably qualified alternative individual. If the NCA is unable to back fill this position, the funding for this service will cease forty (40) Business Days after the first day of sickness / absence of the nominated person.
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Related to Employment Model

  • Employment of Executive Employer hereby agrees to employ Executive, and Executive hereby agrees to be and remain in the employ of Employer, upon the terms and conditions hereinafter set forth.

  • Continuity of Employment This Option shall not be exercisable by the Grantee in any part unless at all times beginning with the date of grant and ending no more than three (3) months prior to the date of exercise, the Grantee has, except for military service leave, sick leave or other bona fide leave of absence (such as temporary employment by the United States Government) been in the continuous employ of the Company or a parent or subsidiary thereof, except that such period of three (3) months shall be one (1) year following any termination of the Grantee's employment by reason of his permanent and total disability.

  • Employment Option If the State determines that it would be in the State’s best interest to hire an employee of the Contractor, the Contractor will release the selected employee from any non-competition agreements that may be in effect. This release will be at no cost to the State or the employee.

  • Employment of Employee (a) Except as provided in Sections 2(b), 2(c) and 2(d), nothing in this Agreement shall affect any right which Employee may otherwise have to terminate Employee's employment, nor shall anything in this Agreement affect any right which the Company may have to terminate Employee's employment at any time in any lawful manner. (b) In the event of a Potential Change in Control, to be entitled to receive the benefits provided by this Agreement, Employee will not voluntarily leave the employ of the Company, and will continue to perform Employee's regular duties and the services specified in the recitals of this Agreement until the Change in Control Date. Should Employee voluntarily terminate employment prior to the Change in Control Date, this Agreement shall lapse upon such termination and be of no further force or effect. (c) If Employee's employment terminates on or after the Change in Control Date, the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4. (d) If Employee's employment is terminated by the Company prior to the Change in Control Date but on or after a Potential Change in Control Date, then the Company will provide to Employee the payments and benefits as provided in Sections 3 and 4 unless the Company reasonably demonstrates that Employee's termination of employment neither (i) was at the request of a third party who has taken steps reasonably calculated to effect a Change in Control nor (ii) arose in connection with or in anticipation of a Change in Control. Solely for purposes of determining the timing of payments and the provision of benefits in Sections 3 and 4 under the circumstances described in this Section 2(d), Employee's date of termination shall be deemed to be the Change in Control Date.

  • Terms of Employment This Section 2 sets forth the terms and conditions on which the Company agrees to employ Executive during the period (the "Protected Period") beginning on the first day during the Term of this Agreement on which a Change of Control occurs and ending on the second anniversary of that date, or such earlier date as Executive's employment terminates as contemplated by Section 3.

  • Re-employment Rights (1) Re-employment of Faculty Members on layoff status will be administered by the College in accordance with the then-applicable provisions of the Education Code. (2) Faculty Members on layoff who wish to be re-employed shall keep Human Resources apprised in writing of their current mailing addresses and telephone numbers, and of any changes in their qualifications. (3) When actual vacancies occur in any Faculty Service Area, the District shall notify, in seniority order, the laid-off Faculty Member(s) in such Faculty Service Area. This notice shall be sent by certified mail to the Faculty Member's current mailing address on file with Human Resources forty-five (45) days before the contemplated first day of re- employment of the Faculty Member or immediately upon the District learning of such vacancy if within forty-five (45) days of the course/assignment beginning date. The notified Faculty member shall notify the District in writing of his/her acceptance or rejection within ten (10) days of mailing by the District. Failure to do so shall mean the Faculty Member has waived his/her reappointment right to the vacancy stated in the notice from the District. Such Faculty Member shall retain the Faculty Member's seniority position on that Faculty Service Area list for the period of time provided by the Education Code. (4) As to any Faculty Member who is re-employed, the period of absence shall be treated as a leave of absence and shall not be considered as a break in the continuity of service, and such Faculty Member shall retain all rights to contract or regular status, as the case may be, in accordance with the applicable provision of the Education Code, including the requirement of four (4) years' active service for eligibility to move from a contract position to a regular position. (5) All partially or completely laid-off Faculty Members, upon any partial reinstatement, shall be paid the pro-rata salary equivalent to their step and column placement on the permanent salary schedule at the time of their layoff.

  • Employment Terms As a condition to your employment with the Company, you are required to (a) sign and return a satisfactory I-9 Immigration form providing sufficient documentation establishing your employment eligibility in the United States, and (b) provide satisfactory proof of your identity as required by United States law.

  • End of Employment If the employment of an employee who is eligible for the bonus ends before annual payment of the bonus, then 1/12 of the sum that was last paid to the employee in seniority bonus shall be paid to the employee at the time of the final wage payment for each month for which the employee has earned annual holiday as of the start of the preceding December.

  • Employment Benefits In addition to the Salary payable to the Executive hereunder, the Executive shall be entitled to the following benefits:

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.