Local Implementation Sample Clauses

Local Implementation. Due to varied size installations and conditions within installations, the following important items having a direct bearing on these reassignment procedures (establishment of light duty assignments) should be determined by local negotiations. A Through local negotiations, each office will establish the as- signments that are to be considered light duty within the office. These negotiations should explore ways and means to make ad- justments in normal assignments, to convert them to light duty assignments without seriously affecting the production of the as- signment. B Light duty assignments may be established from part-time hours, to consist of 8 hours or less in a service day and 40 hours or less in a service week. The establishment of such assignment does not guarantee any hours to a part-time flexible employee.
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Local Implementation. Due to varied size installations and conditions within installations, the following important items having a direct bearing on these reassignment procedures (establishment of light duty assignments) should be determined by local negotiations.
Sample 1Sample 2Sample 3See All (17)
Local Implementation. A. Presently effective local memoranda of understanding not inconsistent or in conflict with the 2006 National Agreement shall remain in effect during the term of this Agreement unless changed by mutual agreement pursuant to the local implementation procedure set forth below or, as a result of an arbitration award or settlement arising from either party’s impasse of an item from the presently effective local memorandum of understanding (LMOU). B. There shall be a 30-day period of local implementation to com- mence October 1, 2007 on the 22 specific items enumerated below, provided that no LMOU may be inconsistent with or vary the terms of the 2006 National Agreement: 1. Additional or longer wash-up periods. 2. The establishment of a regular work week of five days with either fixed or rotating days off. 3. Guidelines for the curtailment or termination of postal opera- tions to conform to orders of local authorities or as local con- ditions warrant because of emergency conditions. 4. Formulation of local leave program. 5. The duration of the choice vacation period(s). 6. The determination of the beginning day of an employee’s vacation period. 7. Whether employees at their option may request two selections during the choice vacation period, in units of either 5 or 10 days. 8. Whether jury duty and attendance at National or State Conventions shall be charged to the choice vacation period. 9. Determination of the maximum number of employees who shall receive leave each week during the choice vacation period. 10. The issuance of official notices to each employee of the xxxx- 11. Determination of the date and means of notifying employees of the beginning of the new leave year. 12. The procedures for submission of applications for annual leave during other than the choice vacation period. 13. The method of selecting employees to work on a holiday.
Sample 1Sample 2
Local Implementation. A. Presently effective local memoranda of understanding not inconsistent or in conflict with the 2001 National Agreement shall remain in effect during the term of this Agreement unless changed by mutual agreement pursuant to the local implementation proce- dure set forth below or, as a result of an arbitration award or settle- ment arising from either party’s impasse of an item from the presently effective local memorandum of understanding (LMOU). B. There shall be a 30-day period of local implementation to commence October 1, 2002 on the 22 specific items enumerated below, provided that no LMOU may be inconsistent with or vary the terms of the 2001 National Agreement: 1. Additional or longer wash-up periods. 2. The establishment of a regular work week of five days with either fixed or rotating days off. 3. Guidelines for the curtailment or termination of postal oper- ations to conform to orders of local authorities or as local conditions warrant because of emergency conditions. 4. Formulation of local leave program. 5. The duration of the choice vacation period(s). 6. The determination of the beginning day of an employee’s vacation period. 7. Whether employees at their option may request two selec- tions during the choice vacation period, in units of either 5 or 10 days. 8. Whether jury duty and attendance at National or State Conventions shall be charged to the choice vacation period. 9. Determination of the maximum number of employees who shall receive leave each week during the choice vacation period. 10. The issuance of official notices to each employee of the vacation schedule approved for such employee. 11. Determination of the date and means of notifying employ- ees of the beginning of the new leave year. 12. The procedures for submission of applications for annual leave during other than the choice vacation period. 13. The method of selecting employees to work on a holiday.
Sample 1
Local Implementation. Each individual carrier will designate an appropriate official(s) who will contact the BLE General Chairman (Chairmen) and arrange a meeting within 30 days from the date of this Agreement for the following purpose:
Sample 1

Related to Local Implementation

  • Implementation i) Where the job/time sharing arrangement arises out of the filling of a vacant full-time position, the full-time position will be posted first and in the event that there are no successful applicants, then both job/time sharing positions will be posted and selection will be based on the criteria set out in the Collective Agreement. ii) An incumbent full-time employee wishing to share her or his position may do so without having her or his half of the position posted. The other half of the job/time sharing position will be posted and selection will be made on the criteria set out in the Collective Agreement. iii) It is understood and agreed that the arrangement is for a trial period of six (6) months for the full-time employee originating the request. Once the trial period is over, the employee cannot revert to her former position except under (v) below. iv) Where two (2) full-time employees wish to job/time share one (1) position, neither half will be posted providing this would create one (1) full-time position to be posted and filled according to the collective agreement. v) If one of the job/time sharers leaves the arrangement, her or his position will be posted. If there is no successful applicant to the position, the remaining employee will revert to her or his former status. If the remaining employee was previously full-time, the shared position will become her/his position. If the remaining employee was previously part-time and there is no part-time position available, she or he shall exercise her or his layoff bumping rights to obtain a part-time position. The shared position would then revert to a full-time position and be posted according to the Collective Agreement.

  • Implementation Arrangements Institutional Arrangements

  • Implementation Report Within 150 days after the Effective Date, Halifax shall submit a written report to OIG summarizing the status of its implementation of the requirements of this CIA (Implementation Report). The Implementation Report shall, at a minimum, include: 1. the name, address, phone number, and position description of the Compliance Officer required by Section III.A.1, and a summary of other noncompliance job responsibilities the Compliance Officer may have; 2. the names and positions of the members of the Compliance Committee required by Section III.A.2; 3. the names of the Board members who are responsible for satisfying the Board of Commissioners compliance obligations described in Section III.A.3; 4. a copy of Halifax’s Code of Conduct required by Section III.B.1; 5. the number of individuals required to complete the Code of Conduct certification required by Section III.B.1, the percentage of individuals who have completed such certification, and an explanation of any exceptions (the documentation supporting this information shall be made available to OIG upon request); 6. a summary of all Policies and Procedures required by Section III.B (copies of the Policies and Procedures shall be made available to OIG upon request); 7. the following information regarding each type of training required by Section III.C: a. a description of such training, including a summary of the topics covered, the length of sessions, and a schedule of training sessions; b. the number of individuals required to be trained, percentage of individuals actually trained, and an explanation of any exceptions; and c. with respect to active medical staff members, the number and percentage who completed the training, the type of training and the date received, and a description of Halifax’s efforts to encourage medical staff members to complete the training. 8. a description of: (a) the Focus Arrangements Tracking System required by Section III.D.1.a; (b) the internal review and approval process required by Section III.D.1.e; and (c) the tracking and monitoring procedures and other Focus Arrangements Procedures required by Section III.D.1; 9. a description of the Disclosure Program required by Section III.F;

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