INFORMING THE COMMITTEE AND THE CANDIDATE Sample Clauses

INFORMING THE COMMITTEE AND THE CANDIDATE. 11.23(a) When the Xxxx, Director, Associate Vice-President (Marine Institute) Academic and Student Affairs makes a negative recommendation to the Xxxxxxx & Vice-President (Academic) on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than December 15 in the case of non-extension and February 15 in the case of tenure. In such a case, the Xxxx, Director, Associate Vice-President (Marine Institute) Academic and Student Affairs shall give the candidate a statement of reasons and provide the Promotion and Tenure Committee's report and, where applicable, the Department Head's or Division Head’s recommendation.
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INFORMING THE COMMITTEE AND THE CANDIDATE. When the University Librarian makes a negative recommendation to the Xxxxxxx & Vice-President (Academic), or in the case of candidates from the Xxxxxx Xxxxxxx Library, the Vice-President (Grenfell), on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than eight (8) months prior to the termination date of the tenure-track appointment. In such a case, the University Librarian shall give the candidate a statement of reasons and provide the Promotion and Tenure Committee's report.
INFORMING THE COMMITTEE AND THE CANDIDATE. The University Librarian shall inform the candidate of both the Committee’s and the University Librarian’s recommendations no later than eight (8) months prior to the anniversary date of the tenure-track appointment.
INFORMING THE COMMITTEE AND THE CANDIDATE. 10.26 In departmentalized faculties, a Xxxx xxx consult with Administrative Heads when assessing tenure files. Such consultation shall only occur after the Administrative Heads have submitted their own formal, written recommendations to the Xxxx on each of the assessment files that originate from their Academic Unit or division. Any such consultation shall be used only for the purpose of ensuring the tenure criteria, in accordance with Clause 10.30, are being applied consistently to each Faculty Member across Academic Units. The consultative process shall be advisory to the Xxxx, and all recommendations made by the Xxxx shall be those of the Xxxx. There shall be no votes taken during such consultations. Should such consultation result in a change in the Administrative Head's original written recommendation to the Xxxx, or if the Xxxx'x recommendation should differ from the original recommendation of the Administrative Head, such formal, written recommendations shall be copied to the Faculty Member.
INFORMING THE COMMITTEE AND THE CANDIDATE. When the Xxxx, Director, Associate Executive Director of the Fisheries and Marine Institute or Principal makes a negative recommendation to the Vice-President (Academic) on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than December 15. In such a case, the Xxxx, Director, Associate Executive Director of the Fisheries and Marine Institute or Principal shall give the candidate a statement of reasons and provide the Promotion and Tenure Committee's report and, where applicable, the Department Head's or Division Head's recommendation.
INFORMING THE COMMITTEE AND THE CANDIDATE. 11.23 When the Xxxx, Director, Associate Executive Director of the Fisheries and Marine Institute or Principal makes a negative recommendation to the Vice-President (Academic) on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than December 15 in the case of non-extension and February 15 in the case of tenure. In such a case, the Xxxx, Director, Associate Executive Director of the Fisheries and Marine Institute or Principal shall give the candidate a statement of reasons and provide the Promotion and Tenure Committee's report and, where applicable, the Department Head's or Division Head’s recommendation. 11.24 The President shall notify the candidate no later than February 1 in the case of extension of a tenure-track appointment and May 1 in the case of tenure of his or her recommendation to the Board. If the recommendation is not positive, the notification shall contain a statement of the reasons. 11.25 The Board shall notify the candidate in writing of its decision by March 1 in the case of extension of tenure-track appointment and June 1 in the case of tenure.
INFORMING THE COMMITTEE AND THE CANDIDATE. When the University Librarian makes a negative recommendation to the Vice-President (Academic) on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than eight (8) months prior to the termination date of the tenure-track appointment. In such a case, the University Librarian shall give
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INFORMING THE COMMITTEE AND THE CANDIDATE. 17.18 When the University Librarian makes a negative recommendation to the Vice-President (Academic) on the extension of a tenure-track appointment or granting of tenure, the Promotion and Tenure Committee and the candidate shall be informed no later than eight (8) months prior to the termination date of the tenure-track appointment. In such a case, the University Librarian shall give the candidate a statement of reasons and provide the Promotion and Tenure Committee's report. 17.19 The President shall notify the candidate no later than seven (7) months prior to the termination date of the tenure-track appointment of his or her recommendation to the Board. If the recommendation is not positive, the notification shall contain a statement of the reasons. 17.20 The Board shall notify the candidate in writing of its decision no later than six (6) months prior to the termination date of the tenure-track appointment. In the event this notification is delayed the Librarian’s appointment shall be extended by a period equal to the delay.

Related to INFORMING THE COMMITTEE AND THE CANDIDATE

  • Composition of the Committee The Committee will comprise: - one (1) retiree appointed by OPSEU CAAT Academic - one (1) retiree appointed by OPSEU CAAT Support - one (1) retiree appointed by the Ontario Colleges Administrative Staff Association (OCASA) - three (3) management representatives appointed by the Council - one (1) resource person appointed by OPSEU - one (1) resource person appointed by OCASA - one (1) resource person appointed by the Council Additionally, when necessary, representatives of insurance carriers shall attend meetings to provide information but shall not act as resource persons for any of the parties.

  • Nurse Representatives & Grievance Committee (a) The Hospital agrees to recognize Association representatives to be elected or appointed from amongst nurses in the bargaining unit for the purpose of dealing with Association business as provided in this Collective Agreement. The number of representatives and the areas which they represent are set out in the Appendix of Local Provisions. (b) The Hospital will recognize a Grievance Committee, one of whom shall be chair. This committee shall operate and conduct itself in accordance with the provisions of the Collective Agreement and the number of nurses on the Grievance Committee is set out in the Appendix of Local Provisions. (c) It is agreed that Union representatives and members of the Grievance Committee have their regular duties and responsibilities to perform for the Hospital and shall not leave their regular duties without first obtaining permission from their immediate supervisor. Such permission shall not be unreasonably withheld. If, in the performance of their duties, a union representative or member of the Grievance Committee is required to enter a unit within the hospital in which they are not ordinarily employed they shall, immediately upon entering such unit, report their presence to the supervisor or nurse in charge, as the case may be. When resuming their regular duties and responsibilities, such representatives shall again report to their immediate supervisor. The Hospital agrees to pay for all time spent during their regular hours by such representatives hereunder.

  • Authority of the Committee The Committee shall have full authority to interpret and construe the terms of the Plan and this Agreement. The determination of the Committee as to any such matter of interpretation or construction shall be final, binding and conclusive.

  • Approval of Shareholders The Trust will call a special meeting of the Acquired Fund Shareholders to consider and act upon this Agreement and to take all other appropriate action necessary to obtain approval of the transactions contemplated herein.

  • Removal from any Boards and Positions Upon Executive’s termination of employment for any reason under this Agreement, Executive shall be deemed to resign (i) if a member, from the Board and board of directors of any Affiliate and any other board to which Executive has been appointed or nominated by or on behalf of the Employer, (ii) from each position with the Company or any Affiliate, including as an officer of the Company, the Bank, or any of their respective Affiliates and (iii) as a fiduciary of any employee benefit plan of the Employer.

  • Labour Management Relations Committee In recognition of the mutual benefits of open communications and on-going consultation between the faculty and the employer, the Labour/Management Relations Committee will meet on a regular basis and have equal representation for the Union and the Employer. The LMRC will serve as an open forum for the free and candid discussion of matters of mutual concern to faculty members and management.

  • Purpose of the Committee In order to xxxxxx better relations between the parties, the purpose of the Committee shall be to discuss matters of mutual concern including matters pertaining to the improvement of quality health care and safe nursing practice. The Committee shall have the power to make recommendations to the Union and to the Employer.

  • Joint Remediation Committee If the Sellers (acting reasonably) determine that the Purchasers have committed a Major Default, then, at the election of the Sellers, within three (3) Business Days of the Sellers providing the Purchasers written notice of such determination, the Sellers and the Purchasers shall establish a joint remediation committee of designated executives from the Sellers and the Purchasers (“Joint Remediation Committee”) consisting of three (3) members of each of the Sellers and the Purchasers. The Joint Remediation Committee shall be responsible for overseeing the development of a mutually agreeable plan in accordance with subsection 3 below to either (i) remediate any breaches giving rise to the Major Default to the extent such breaches can be remediated and/or (ii) prevent similar breaches from recurring in the future (clauses (i) and (ii), a “Corrective Action Plan”). Each member of the Joint Remediation Committee shall have sufficient authority on the part of his or her respective party to make decisions relating to matters reviewed by the Joint Remediation Committee, and shall be approved by the other party (such approval not to be unreasonably delayed, conditioned or withheld). The Joint Remediation Committee shall have access to Purchaser Personnel that are primarily responsible for the area of the business relationship (such as information technology, data security or regulatory) where the breaches giving rise to the Major Default arise (such Purchaser Personnel, collectively, the “Subject Matter Experts”). The Sellers and the Purchasers shall cause their respective members on the Joint Remediation Committee to, and the Purchasers shall cause the Subject Matter Experts to, act in good faith in connection with the development of the Corrective Action Plan.

  • Mandate of the Committee The mandate of the Education Worker Diverse and Inclusive Workforce Committee is to jointly explore and identify best practices that support diversity, equity, inclusion and to xxxxxx diverse and inclusive workforces reflective of Ontario’s diverse communities.

  • Negotiations Committee At all negotiations meetings with the Employer representatives for a renewal of this Agreement, the Union may be represented by a negotiations committee composed of five (5) bargaining unit members. No deduction from the regular pay of such Employees will be made for attendance at such meetings with the Employer’s representatives held during the Employee's regular working hours. The Union has the right to have up to an additional five (5) members, including Union Officers, on the Negotiating Committee at no cost to the Employer.

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