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Human Resource Policies Sample Clauses

Human Resource PoliciesThe parties acknowledge that the responsibility for personnel issues to include human resource policies, personnel selection and promotion, disciplinary procedures, compensation policies and other employment-related matters rests with the employing agency and shall be governed by all applicable state and federal laws and employing agency policies and rules. Health care staff shall comply with all other TDCJ policies and rules while on TDCJ premises.
Human Resource Policies. The Borrower has submitted to its legislature for approval a draft law, in form and substance satisfactory to the Bank in accordance with the provisions of paragraph 46 of the Program, for the strengthening of its civil service career in the Direct and Indirect Administration, including for the creation of a public management career as evidenced through an Oficio to be sent by the Borrower’s Governor to the Borrower’s legislature.
Human Resource PoliciesThe Borrower has established the Borrower’s school of government through Decree No. 45.400 dated December 17, 2007, and has launched the effective operation of said school of government as evidenced through report and related annexes sent by SARH and received by the Bank on April 29, 2008.
Human Resource Policies. 17.1 JM shall ensure that for the duration of this SDA that its human resource policies and employee monitoring and incentive schemes are approved by the Board and maintained by JM. 17.2 Notwithstanding the provisions of clause 17.1 above, JM shall ensure that human resource policies and employee monitoring schemes and incentive schemes are aligned to the policies of the City in all material respects. 17.3 JM shall at all times during the duration of this SDA, develop and maintain a register of all employees employed by it and shall keep, in a separate file for each employee, full details of that employee's employment contract; conditions of employment; emoluments; benefits; employment history; and such other information as may be necessary to determine the rights and functions of such employee within JM, and shall permit the Director: Human Resources of the City or any other authorised person to inspect such register and/or such files from time to time.
Human Resource PoliciesThis Agreement is contingent upon Coach’s successful completion of E m p l o ye r ’ s pre-employment state and national criminal background check and education verification.
Human Resource Policies. 16.1 The PCTs will seek opportunities to maintain and develop the social care workforce through a workforce development programme which secures ongoing training and professional development. The programme will be agreed by the Partners annually and form part of the Annual Agreement. 16.2 For the avoidance of doubt the parties agree that Council staff who are seconded to the North Peterborough PCT will continue to be employed by the Council and will be either Approved Social Workers or Social Workers who are likely to become Approved Social Workers ("Seconded Staff"). 16.3 The North Peterborough PCT will ensure that Seconded Staff receive advice and support relating to professional issues.
Human Resource Policies. There will be written human resource policies that will include, at minimum, the following: • Employee Classifications in accordance with the Fair Labor Standards Act (FLSA); • Non-discrimination/equal opportunity provisions; • Recruitment Procedures; • Compensation; • Holidays; • Paid and Unpaid Leave policies; • Staff training/staff development • Benefits; • Travel and employee expenses; • Annual Performance reviews; • Termination of employment; • Conflict resolution procedure/appeals; • Work products and files; and • Consultant fees, honoraria, gifts. The program will have a written policy and procedure for the confidential maintenance of human resource records that will address the following: • Security of the records; • Release of records;

Related to Human Resource Policies

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B; (ii) Training of management, staff and administrative personnel; (iii) Assistance in the development of sound payroll administrative controls in Party B; (iv) Advice and assistance in the relocation of management and staff of Party B;

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4. 1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Grievance Policy While Acacia University endeavors to maintain a congenial and responsive atmosphere for its students conducive with its educational purposes, it recognizes that from time to time, misunderstandings and disagreements may arise during the course of a student’s enrollment. In response to this situation, Acacia University has established procedures to resolve problems and ensure fair adjudication of student rights. Initially, disagreements, complaints, misunderstandings, and grievances can be resolved by the University by using informal discussion, exchanges, persuasion, and other informal procedures. It is the intent of this policy to maximize these informal procedures so long as such measures prove effective. The formal procedure provisions of this policy should be set in motion only when the informal procedures prove to be or manifestly will be ineffective. It is expected that the great majority of cases will continue to be handled in accordance with informal procedures. If a student feels that he or she has been treated unfairly or unjustly by an employee, online mentor, instructor, or professor with regard to an academic process such as grading, testing, or assignments, the student must submit a written statement of the grievance, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (xxxxxxxxxxxxxx@xxxxxx.xxx), who is the final authority on all academic matters. If a student has a grievance on the basis of race, color, gender, religion, age, marital status, national origin, physical disability, veteran’s status, any other basis prohibited by applicable US federal, state, or local laws or any other matter, the student must submit a written statement, including the allegation; all relevant names and dates, a brief description of the actions forming the basis of the complaint; and copies of any available documents or materials that support the allegations, to the Office of Student Affairs (xxxxxxxxxxxxxx@xxxxxx.xxx). The student’s grievance will be assessed within 30 days. If the complaint cannot be resolved after exhausting the institution’s grievance procedure, the student may file a complaint with the Arizona State Board for Private Postsecondary Education. The student must contact the State Board for further details. The State Board address is: 0000 X. Xxxxx, Ste. 3008 Phoenix, AZ 85007 Direct Line (000) 000-0000 Fax (000) 000-0000 Website: xxx.xxxxxx.xxx Students who are or were students of Acacia University and who believe that the school, or anyone representing the school, has acted unlawfully, have the right to file a complaint with the accrediting commission: Distance Education Accrediting Commission (DEAC) 0000 00xx Xxxxxx XX, Xxxxx 000 Washington, DC 20036 Website: xxx.xxxx.xxx DEAC has an “Online Complaint System” that enables individuals to file a complaint directly from the DEAC website. The complaint form may be found at xxx.xxxx.xxx (select “Contact Us” and select the link in the left-hand column). All complaints should be submitted using this form. For those who cannot access the Internet, written complaints will be accepted provided they include the complainant’s name and contact information and a release from the complainant(s) authorizing the Commission to forward a copy of the complaint, including identification of the complainant(s) to the institution. Where circumstances warrant, the complainant may remain anonymous to the institution, but all identifying information must be given to DEAC. Written complaints must contain the following: the basis of any allegation of noncompliance with DEAC standards and policies; all relevant names and dates and a brief description of the actions forming the basis of the complaint; copies of any available documents or materials that support the allegations; a release authorizing the Commission to forward a copy of the complaint, including identification of the complaint(s) to the institution. In cases of anonymous complaints or where the complainant requests for his/her name to be kept confidential, the Commission considers how to proceed and whether the anonymous complaint sets forth reasonable and credible information that an institution may be in violation of the Commission’s standards and whether the complainant’s identity is not necessary to investigate.

  • Policy Grievances Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the general manager, his/her designate or the Union within thirty (30) calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further fourteen (14) calendar days, may submit the dispute to arbitration, as set out in Article 19 of this agreement.

  • General Counsel The General Counsel subject to the discretion of the Board of Directors, shall be responsible for the management and direction of the day-to-day legal affairs of the Company. The General Counsel shall perform such other duties and may exercise such other powers as may from time to time be assigned to him by the Board of Directors or the President.

  • Leadership Develop strong joint leadership, shift to coaching style of leadership and share information, including financial data.

  • REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 49.1 Employee may request change in working arrangements s.65 of the Act. Note 1: Section 65 of the Act provides for certain Employees to request a change in their working arrangements because of their circumstances, as set out in s.65(1A).