GENERAL OBLIGATIONS AND DISCIPLINES Sample Clauses

GENERAL OBLIGATIONS AND DISCIPLINES. Article 805
Sample 1Sample 2See All (4)
AutoNDA by SimpleDocs
GENERAL OBLIGATIONS AND DISCIPLINES. ‌ Article II: Most-Favoured-Nation Treatment‌ 1. With respect to any measure covered by this Agreement, each Member shall accord immediately and unconditionally to services and service suppliers of any other Member treatment no less favourable than that it accords to like services and service suppliers of any other country. 2. A Member may maintain a measure inconsistent with paragraph 1 provided that such a measure is listed in, and meets the conditions of, the Annex on Article II
Sample 1Sample 2
GENERAL OBLIGATIONS AND DISCIPLINES. It is important to understand the difference between general obligations and disciplines, on the one hand, and specific commitments, on the other. Every country that signs the Marrakech Agreement is committed to observing and implementing most of the provisions under Part II (general obligations and disciplines) of the GATS for all commercial services (government and military services are excluded). However, it is committed to observing and implementing the provisions of Part III (specific commitments) only for the specific services and service sectors that it has listed in its schedules and only within the limits that it has described for each of these services and service sectors in these schedules. A few provisions in Part II pertain only to specific commitments. It is important also to understand that countries must sign on to the whole Marrakech Agreement. They cannot accede to only parts of it, say only GATT 1994, the GATS, or the TRIPS. There are 14 articles in Part II (general obligations and disciplines) of the GATS. Of these, there are five which are especially pertinent to telecommunications. They are described in Box A.1. Most-Favoured Nation (MFN) is probably the most important of the whole Agreement. It is the cornerstone of a multilateral trade agreement without which the WTO would be little more than an overseer of bilateral and perhaps regional trade deals. In simple terms, the MFN principle in a trade agreement means that if one country agrees to give another country certain treatment with respect to trade, it has to give treatment “no less favourable” to all other countries that have signed the trade agreement (Signatories of the Marrakech Agreement are referred to as Members). Indeed, if a Member country extends some additional market opening privileges to services and service providers from any other country (which does not even have to be a signatory to the Agreement), it would have to extend those privileges to services and service providers from all other countries which have signed the Agreement “immediately and unconditionally”. By requiring that all market opening measures are extended automatically to all other Members, the MFN provision prevents the negotiation of bilateral deals that could distort patterns of trade among WTO members: However, this may be viewed as disadvantageous by a Member country that has a market which is already far more open than others or which is considering removing further barriers to trade since thi...
Sample 1

Related to GENERAL OBLIGATIONS AND DISCIPLINES

  • DISCHARGE AND DISCIPLINE (a) No employee, who has acquired seniority, shall be discharged or disciplined except for just and sufficient cause. The Union agrees to co-operate in an endeavour to correct inefficiencies of employees which might necessitate disciplinary action. Discharge or discipline grievances may be settled by confirming the Company’s decision or by reinstating the discharged or suspended employee with full compensation for lost time, less interim earnings if applicable, or by any other arrangement which is just and equitable in the opinion of the parties or an Arbitrator. (b) The Owner agrees that whenever an interview is held with an employee regarding their work or conduct which becomes part of their record, the store xxxxxxx on duty or another bargaining unit employee who is at work chosen by the employee shall be present. The party representing the Union will leave the meeting if requested to leave by the employee. (a) All disciplinary warnings or reprimands which are placed in an employee's record and all notices of demotion for cause, discharge or suspension, shall be in writing and shall contain the reason for the warning, reprimand, suspension or discharge. One copy shall be given to the employee and one copy shall be given to the Employer and one copy shall be emailed to the Union Office as soon as possible, but no more than seven (7) days of the incident giving rise thereto. (b) A disciplinary warning or reprimand which is not in writing shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. (c) Disciplinary warnings and/or reprimands which pre-date a disciplinary action by more than one (1) year shall not be adduced in evidence against an employee in any subsequent disciplinary proceedings in which the employee is involved. Notwithstanding, disciplinary warnings and/or reprimands arising from Harassment or Violence in the Workplace shall not be subject to this provision.

  • DISCIPLINE AND DISCHARGE (a) The Employer may discharge, suspend, demote or otherwise discipline Employees who have successfully completed their probationary period for just cause. i) The Employer may discharge, suspend, demote or otherwise discipline Employees who have not successfully completed their probationary period for any reason satisfactory to the Employer. ii) The discharge, suspension, demotion or other disciplining of a probationary Employee shall not be considered a difference arising between the probationary Employee and the Employer or between the Parties and cannot be the subject matter of a grievance or referred to arbitration. 8.02 The Employer agrees to provide written reasons within seven (7) calendar days to the affected Employee in the case of discipline, discharge or suspension and further agrees that it will not suspend, discharge or otherwise discipline an Employee who has completed her or his probationary period, without just cause. 8.03 A copy of any completed evaluation which is to be placed in an Employee's file shall be first reviewed with the Employee. The Employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. Each Employee shall have reasonable access to all her or his files for the purpose of reviewing their contents in the presence of her or his supervisor. A copy of the evaluation will be provided to the Employee at her or his request. A request by an Employee for a copy of other documents in her or his file will not be unreasonably denied. No document shall be used against an Employee where it has not been brought to her or his attention in a timely manner. 8.04 At the time formal discipline is imposed, an Employee is entitled to be represented by her or his Union representative. In the case of suspension or discharge, the Employer shall notify the Employee of this right in advance. The Employer also agrees, as a good labour relations practice, in most circumstances it will also notify the local Union. The Employer agrees that where an Employee is required to attend a meeting with the Employer that may lead to disciplinary action, as a good labour relations practice, it will inform the Employee of the purpose of the meeting and her or his right to Union representation. All investigations related to an Employee’s employment will be completed in a timely manner. 8.05 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee fifteen (15) months following the receipt of such letter, suspension or other sanction provided that such Employee has not incurred any further discipline during that period.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!