General Conditions and Procedures. 1. Authority of the arbitrator: The arbitrator shall consider only those issues, which have been carried through prior steps as required by the provisions of the procedure. The arbitrator shall not render any award which conflicts with or alters this Agreement. It is understood, however, that the arbitrator shall interpret the contract in accordance with acceptable rules of contract construction.
General Conditions and Procedures a. A redundancy situation arises when a position is excess to the requirements of the Company. Redundancy is not due to customary turnover of labour.
b. Consultation about the potential redundancy situation shall take place over a period of four weeks.
c. During this period of consultation and during any subsequent notice period, the Company will assist the employee(s) concerned with retraining/redeployment opportunities, reasonable paid leave of absence to attend interviews for alternative employment and reasonable assistance with the provision of independent financial, personal and career counselling services if required.
d. During the consultation period, the Company may also consider offers from any other employee to accept immediate retrenchment in lieu of the potentially redundant employee. Where the Company is satisfied that a substitution can be made having regard for the relative skills and efficiency of the employees concerned, the Company may retrench the substitute employee with appropriate notice and severance payment and the former excess employee redeployed.
e. Nothing in this Agreement precludes the employee from agreeing to retrenchment during the consultation period in which case the minimum payment in lieu of notice will be four (4) weeks’ salary.
General Conditions and Procedures. A. The Licensee is responsible for responding to any and all community concerns or complaints related to Antennas, Micro Wireless Facilities, or Small Cell Wireless Facilities, including aesthetic appearance, health concerns due to radio frequency emissions, etc.
B. The Licensee will independently obtain all authorizations, permits, and approvals from all Municipal, State, and Federal authorities to the extent required by law for the Licensee's proposed service and all easements, licenses, rights-of way and permits necessary for the proposed use of Electric Utility’s poles.
C. The Electric Utility must approve all pole locations selected for antenna placement.
D. The Electric Utility must approve the design and mounting requirements for all pole-top, and other type Antennas, Micro Wireless Facilities and Small Cell Wireless Facilities.
E. All Antennas, Micro Wireless Facilities and Small Cell Wireless Facilities to be installed in or above the Communication Worker Safety Zone will be installed by the Electric Utility or a contractor approved by the Electric Utility.
a) Electric Utility is not a guarantor of any approved contractors. Electric Utility, whether by making available a list of approved contractors or by other methods, has not made and makes no representations or warranties of any nature, directly or indirectly, express or implied, as to performance of the contractors. Selection of which approved contractor to perform the specified work is the sole decision of the Licensee.
F. If Licensee is required to relocate Antennas, Micro Wireless Facilities or Small Cell Wireless Facilities colocated on an Electric Utility pole, it shall do so in accordance with the nondiscriminatory terms set by the Electric Utility.
G. Notwithstanding any conditions herein, equipment must be installed in accordance with the National Electrical Safety Code and the Electric Utility’s construction standards.
General Conditions and Procedures. An eligible nurse may be granted an unpaid leave of 20 absence under the terms and procedures outlined in this Article. At least two weeks prior to the 21 intended effective date, where possible, the nurse shall submit a written request stating the purpose 22 and intended period of absence, including date of return. The Hospital shall respond in writing 23 within seven calendar days of receiving the written request. The Hospital's approval of such re- 25 needs of the Hospital, any previous leaves of absence (date, length and purpose), and the nurse's 26 commitment to return to work immediately following expiration of the leave. If the Hospital denies 27 a request for leave, the Hospital shall state in writing to the nurse the reasons for the denial.
29 A nurse on leave of absence shall not engage in other employment without prior written consent 30 from the Executive Director Patient Care Services. 1 It is the nurse's responsibility to initiate arrangements for a leave of absence (or extension of any 2 existing leave) and to provide any required medical proof or other documentation. 4 It is the responsibility of the affected nurse to confirm the date of return to the Hospital in writing at 5 least two weeks prior to the posting of the work schedule for the nurse's anticipated date of return. 6 The nurse shall be provided appropriate forms for confirming return to work upon commencement
General Conditions and Procedures. A signed application will be required of all applicants and must be received by Human Resource Department by close of business on August 11, 2011. Each application must be hand delivered and a date and time received will be logged by the Human Resource Department upon receipt. No application for the Plan shall be accepted by the Human Resource Department after August 11, 2011 at 5:00 p.m..
General Conditions and Procedures. An eligible nurse may be granted
General Conditions and Procedures. An eligible nurse may be granted an unpaid 25 leave of absence under the terms and procedures outlined in this Article. At least two 26 weeks prior to the intended effective date, where possible, the nurse shall submit a writ- 27 ten request stating the purpose and intended period of absence, including date of return.
General Conditions and Procedures. An eligible nurse may be granted an unpaid leave of absence under the terms and procedures outlined in this Article. At least two (2) weeks prior to the intended effective date, where possible, the nurse shall submit a written request stating the purpose and intended period of absence, including date of return. The Hospital shall respond in writing within seven (7) calendar days of receiving the written request. The Hospital's approval of such requests will not be unreasonably denied and shall depend on the reason for the request, the staffing needs of the Hospital, any previous leaves of absence (date, length and purpose), and the nurse's commitment to return to work immediately following expiration of the leave. If the Hospital denies a request for leave, the Hospital shall state in writing to the nurse the reasons for the denial.
General Conditions and Procedures. The alleged violation must come to the attention of the railroad as a result of a report by a co-worker that the employee was apparently unsafe to work with or was, or appeared to be, in violation of Part 219 or the railroad’s alcohol and drug rules.
General Conditions and Procedures. 2.1 There should exist an opportunity for staff to be represented by a Trade Union representative or a friend when meetings take place with officials of the Education, Communities and Economy Directorate to discuss compulsory transfers.
2.2 It should be noted that, although all teachers employed by the Council have a contractual liability to transfer from one educational establishment to another, every effort will be made to minimise the number of such transfers against teachers’ wishes. Voluntary solutions to staff transfers will therefore be sought whenever possible. There must, however, be a firm commitment made by volunteers. Once a volunteer has come forward he/she will be treated in the same way as a compulsory transferee. It is recognised that it would be unfair to other members of staff if the volunteer subsequently withdrew his/her offer.
2.3 In considering the nomination of a teacher for compulsory transfer, regard will be had to: -
(a) the needs of the school;
(b) the suitability of the teacher for known vacancies;
(c) the personal circumstances of the teacher; and
(d) where appropriate, length of service with the Council and not just the particular school. In selecting a teacher for transfer the needs of the service are regarded as paramount. In considering redeployments due regard would be given the criteria of distance and facility of travel. The Directorate upholds the principle of equal opportunities for all staff and accept that where the criteria of “length of service” is applied, all staff, whether full time, part time or job share, should receive consistency of treatment. In circumstances however where “last in, first out” is not to apply, then the Head Teacher will identify the reasons for the decision.
2.4 Where a teacher is nominated for compulsory transfer on the basis of “last in, first out” previous service with Midlothian Council and its predecessors will be taken into account as follows: -
(a) maternity leave/adoption leave /parental leave shall count as teaching service in full. Provided the teacher returns to service during the period when the statutory right of return applied, the period between the ending of maternity leave/adoption leave and the recommencement of service shall count as teaching service in full;
(b) where for any reason, other than disciplinary action, the teacher has a break in service, the maximum allowable period of that break shall be eight years. Teaching service which occurred before a break of eight y...
