Leadership Focus Policy Sample Clauses

Leadership Focus Policy. JewelScent Consultants who have achieved the rank of Team Manager or above are given increased access to JewelScent’ Confidential Information, as well as increased team sales commissions and other Team Manager level rewards. In exchange, it is JewelScent’s policy that a JewelScent Consultant holding the rank of Team Manager or above, may not build teams in another direct selling business outside of JewelScent, either directly or via their spouse living at the same address. If you hold team(s) with other direct selling companies and do not wish to give up your team(s), you must inform Consultant Development, who will transition your JewelScent team to the qualified upline Leader, as further described in the Non-Acceptance of Leadership policy.
Sample 1
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Leadership Focus Policy. Business Owners who have achieved the Associate Director Level Career Rank are given increased access to Stella & Dot Family Brands confidential information and Business Owners, as well as increased coaching commissions and other Associate Director level rewards. In exchange, it is Stella & Dot Family Brands’ policy that a Business Owner holding the Career Rank of Associate Director or above may not build teams in another direct selling business outside or within the Stella & Dot Family of Brands, either directly or via their spouse living at the same address. If you hold team(s) with other direct selling companies and do not wish to give up your team(s), you must inform Stylist Relations, who will transition your Stella & Dot Family Brands team to the Next Qualified Leader, as further described in the Non-Acceptance of Leadership policy.
Sample 1
Leadership Focus Policy. Business Owner holding the career rank of Director or above may not simultaneously lead a team in another direct selling business outside or within the Stella & Dot Family Brands, either directly or via their spouse living at the same address. Once you achieve the career rank of Director, you will forfeit your position as a leader with any other Stella & Dot Family Brand business or another direct selling business. If you are involved in another direct selling company and do not wish to terminate your relationship with that company, you must inform Field Relations, who will transition your Xxxxxx & Dot Family Brands team to the Next Qualified Leader. This Leadership Focus Policy applies to the extent permitted by applicable law, which can vary from province or territoryWe understand that taking on the additional leadership responsibilities may not align with your personal career goals. As such, if you feel being a leader is not for you at the time of a promotion, you may work with your Field Relations team to reduce your team size through Roll-ups to maintain a lower Career Rank.
Sample 1
Leadership Focus Policy. Business Owners who have achieved the Star Business Owner Career Rank are given increased access to Stella & Dot Family Brands confidential information and Business Owners, as well as increased coaching commissions and other Star level rewards. In exchange, it is Stella & Dot Family Brands’ policy that a Business Owner may not hold the Career Rank of Star Business Owner or above if the Business Owner is participating in another direct selling business outside the Family of Brands, of any kind either directly or via their spouse living at the same address. If you qualify to be a Star Business Owner for the first time, and are concurrently enrolled with another direct selling business of any kind, outside Stella & Dot Family Brands, you would need to resign the other business by the second time you qualify to be paid as a Star Business Owner. If you do not wish to resign your other business, you must inform your Stylist Relations team so they can work with you to transition your team as further described in Section 4.10 to ensure your compliance with this Leadership Focus Policy. This Leadership Focus Policy applies to the extent permitted by applicable law. If you have qualified to be a Star Business Owner for the first time and are participating in another direct selling company, or, you qualify as a Director for the first time within our Stella & Dot Family Brands and you have questions about this policy, please contact your Stylist Relations team via email.
Sample 1

Related to Leadership Focus Policy

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • COUNTY’S QUALITY ASSURANCE PLAN The County or its agent will evaluate the Contractor’s performance under this Contract on not less than an annual basis. Such evaluation will include assessing the Contractor’s compliance with all Contract terms and conditions and performance standards. Contractor deficiencies which the County determines are severe or continuing and that may place performance of the Contract in jeopardy if not corrected will be reported to the Board of Supervisors. The report will include improvement/corrective action measures taken by the County and the Contractor. If improvement does not occur consistent with the corrective action measures, the County may terminate this Contract or impose other penalties as specified in this Contract.

  • Travel Policy Section 1. Travel allowances and reimbursements, including meal, lodging and transportation expenses, shall be as provided in the Department of Administrative Services, Oregon Accounting Manual Travel Policy (OAM #40.10.00.PO). However, Section .105 of the policy shall read as follows: Personal telephone calls to immediate family members or significant others to confirm the traveler’s well being while on travel status are allowed. Employees shall be reimbursed for one (1) phone call home on the first day of travel and every other day for a five (5) to ten (10) minute call. When authorized by the Agency, employees will be provided access to State phone cards or State phone card numbers. When State phone cards are not available or the employee does not charge the call to his/her hotel room, employees shall provide receipts. Personal telephone bills reflecting the eligible calls made during travel status can serve as a receipt. The Employer shall give the Union at least thirty (30) days advance notice of any proposed changes to this policy. Such changes which involve a mandatory subject of bargaining shall be subject to negotiation if requested by the Union.

  • EMPLOYMENT POLICY AND UNION MEMBERSHIP 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are available employees on layoff qualified to do the work. 5.03 New employees will be hired on a three (3) month probationary period, and thereafter shall attain regular employment status. Their respective seniority shall be dated back to the date of their last hiring by the Employer. 5.04 Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. 5.05 The Employer and the Union will endeavour to make use of an apprenticeship program for employees hired in the Skilled Xxxxxxx Helper and Xxxxxxx Helper classifications. The parties recognize the Employer's legitimate concern to maintain control over the availability of manpower especially at peak work periods. 5.06 Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employees because of Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. Before commencing work, any new employee will be referred by the Employer to a xxxxxxx or Local 52 Representative in order to give such xxxxxxx or Local 52 Representative an opportunity to describe the Union's purposes and representation policies to such new employees.

  • PROCUREMENT ETHICS Contractor understands that a person who is interested in any way in the sale of any supplies, services, construction, or insurance to the State of Utah is violating the law if the person gives or offers to give any compensation, gratuity, contribution, loan, reward, or any promise thereof to any person acting as a procurement officer on behalf of the State of Utah, or who in any official capacity participates in the procurement of such supplies, services, construction, or insurance, whether it is given for their own use or for the use or benefit of any other person or organization.

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • Business Continuity Planning Supplier shall prepare and maintain at no additional cost to Buyer a Business Continuity Plan (“BCP”). Upon written request of Buyer, Supplier shall provide a copy of Supplier’s BCP. The BCP shall be designed to ensure that Supplier can continue to provide the goods and/or services in accordance with this Order in the event of a disaster or other BCP-triggering event (as such events are defined in the applicable BCP). Supplier’s BCP shall, at a minimum, provide for: (a) the retention and retrieval of data and files; (b) obtaining resources necessary for recovery, (c) appropriate continuity plans to maintain adequate levels of staffing required to provide the goods and services during a disruptive event; (d) procedures to activate an immediate, orderly response to emergency situations; (e) procedures to address potential disruptions to Supplier’s supply chain; (f) a defined escalation process for notification of Buyer, within two (2) business days, in the event of a BCP-triggering event; and (g) training for key Supplier Personnel who are responsible for monitoring and maintaining Supplier’s continuity plans and records. Supplier shall maintain the BCP and test it at least annually or whenever there are material changes in Supplier’s operations, risks or business practices. Upon Xxxxx’s written and reasonable request, Supplier shall provide Buyer an executive summary of test results and a report of corrective actions (including the timing for implementation) to be taken to remedy any deficiencies identified by such testing. Upon Xxxxx’s request and with reasonable advance notice and conducted in such a manner as not to unduly interfere with Supplier’s operations, Supplier shall give Buyer and its designated agents access to Supplier’s designated representative(s) with detailed functional knowledge of Supplier’s BCP and relevant subject matter.

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