Line Manager Sample Clauses

Line Manager. 5.2.1 It is the responsibility for the Line Manager to ensure that:  Agree the budget with the budget holder;  Standby/On Call arrangements match operational requirements and are reviewed in light of any changing operational needs;  Employees understand their contractual obligations in participating in Standby/On Call arrangements;  The skill level required in order to be competent for working Standby/On Call is defined;  The minimum number of shifts required per annum is defined;  The publication of rosters at least 8 weeks in advance;  New or changes to existing rosters must be negotiated with the TSSA.
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Line Manager. Manager's Name . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Line Manager. Awards General Manager Here are some common technical skills and knowledge areas your role demands: Essential • An acute attention to detail. • Excellent numeracy skills. • Box office or theatre press night experience. • Confident user of Microsoft Office (including SharePoint, Word, Excel, PowerPoint), Google Workspace (Drive, Sheets and Forms) and Dropbox. • A calm and patient attitude. • Dealing with people diplomatically and effectively. • An excellent communicator. • Comfortable with working to tight deadlines. • The ability to work as part of a team and support others. • A positive outlook with a willingness to solve problems. • Be able to show initiative and resilience when dealing with change. • A proactive, self-motivated and flexible approach to work. • Able to carry out work under pressure and maintain good humour and diplomacy. • A willingness to work evenings and at weekends when necessary. • The ability to see the ‘bigger picture’. Desirable • Experience working in a production office environment on large scale productions or events. • Knowledge of current West End productions and/or Theatre Producers
Line Manager. Address: Telephone: Email:
Line Manager. To consider requests for leave of absence in line with this policy, having regard to the nature of the request, statutory obligations, service needs, the employee’s eligibility, any previous requests and the degree of flexibility that the employee already has in their current working arrangements. • To ensure consistency and fairness when considering requests, and approving or refusing leave. • Where requested, or in circumstances where clearly appropriate, to maintain confidentiality with regard to the reasons relating to staff requests for leave. • To ensure that the Payroll & HR Administration Team is informed of any leave of absence arrangements which affect pay. • To keep up to date records of leave requests, updating the appropriate documents or the Manager Self Service system where available. • To ensure an employee is not subjected to detriment for requesting to take leave of absence, or for taking any leave which is approved. • Where discretion is exercised, full consideration is given to all the circumstances of the case, including (where appropriate) the closeness of the personal relationship of the person affected and conditions of service of the employee.
Line ManagerResponsible for employment and hosting of PHP/O in the Local Authority. - Lead on the setting of annual objectives, ensuring that the resources available are targeted towards their achievement. Thus, ensuring a progressive and pro-active culture of delivery and change. - Oversee the daily operations and tasks carried out by the PHP/O. - Support PHP/O in influencing Public Health agenda through providing access, and building relationships within, between and across teams in the local authority. - Facilitate PHP/O annual appraisals and personal development & training plan. - Approve and quality assure projects funded by the Public Health and wellbeing grant. - Attend and contribute to the Local Authority Public Health (LAPH) network meeting.

Related to Line Manager

  • Operations Manager Secondary Contact Email Secondary Contact Phone Secondary Contact Fax Secondary Contact Mobile 1 Administration Fee Contact Name Administration Fee Contact Email 1 Administration Fee Contact Phone 2 0

  • Alliance Manager Each Party shall appoint a person(s) who shall oversee contact between the Parties for all matters between meetings of each Joint Committee and shall have such other responsibilities as the Parties may agree in writing after the Effective Date (each, an “Alliance Manager”). Each Party may replace its Alliance Manager at any time by notice in writing to the other Party.

  • General Manager Secondary Contact Email Secondary Contact Phone Secondary Contact Fax Secondary Contact Mobile 1 Administration Fee Contact Name Administration Fee Contact Email 1 9 Administration Fee Contact Phone 2 0

  • Service Management Effective support of in-scope services is a result of maintaining consistent service levels. The following sections provide relevant details on service availability, monitoring of in-scope services and related components.

  • SITE MANAGEMENT We reserve the right, but not the obligation, to: (1) monitor the Site for violations of these Terms of Use; (2) take appropriate legal action against anyone who, in our sole discretion, violates the law or these Terms of Use, including without limitation, reporting such user to law enforcement authorities; (3) in our sole discretion and without limitation, refuse, restrict access to, limit the availability of, or disable (to the extent technologically feasible) any of your Contributions or any portion thereof; (4) in our sole discretion and without limitation, notice, or liability, to remove from the Site or otherwise disable all files and content that are excessive in size or are in any way burdensome to our systems; and (5) otherwise manage the Site in a manner designed to protect our rights and property and to facilitate the proper functioning of the Site.

  • Union/Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.

  • Construction Manager The individual, partnership, corporation, joint venture, or any combination thereof, or its authorized representative, named as such by the District. If no Construction Manager is used on the Project that is the subject of this Contract, then all references to Construction Manager herein shall be read to refer to District.

  • Union/Management Meetings ‌ The Union Committee and the Senior Union Official of the Union, or her/his representative, shall, as occasion warrants, meet with the Committee on Labour Relations for the purpose of discussing and negotiating a speedy settlement of any grievance or dispute arising between the Employer and the employee concerned, including possible re-negotiations relative to this Agreement and the Schedules which are a part hereof. However, except for renegotiations of Agreements, these matters shall be introduced to such meetings only after the established grievance procedure has been followed. Grievances of a general nature may be initiated by a member of the Union Committee in step two of the grievance procedure outlined in Article 9.04.

  • Case Management Prompt resolution of any dispute is important to both parties; and the parties agree that the arbitration of any dispute shall be conducted expeditiously. The arbitrators are instructed and directed to assume case management initiative and control over the arbitration process (including scheduling of events, pre-hearing discovery and activities, and the conduct of the hearing), in order to complete the arbitration as expeditiously as is reasonably practical for obtaining a just resolution of the dispute.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

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