MEET AND DISCUSS COMMITTEE Sample Clauses

MEET AND DISCUSS COMMITTEE. 26-1. The District and the Association shall each designate a reasonable number of representatives, not to exceed six (6), to a meet and discuss committee which shall meet at the request of either party at reasonable times by mutual agreement.
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MEET AND DISCUSS COMMITTEE. Committees composed of representatives of the Association and the Employer are to be established to resolve problems dealing with the implementation of this Agreement and to discuss other problems of mutual concern that may arise.
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MEET AND DISCUSS COMMITTEE. A. There is hereby established a committee to be composed of fourteen (14) members, seven (7) of whom shall be appointed by the Board and seven (7) of whom shall be appointed by the Association, to consult and recommend on matters relating to the implementation of policy matters affecting wages, hours and terms and conditions of employment as well as the impact thereon as required by the Public Employe Relations Act.
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MEET AND DISCUSS COMMITTEE. Section 1. The Employer and the Association shall each designate a reasonable number of representatives to a joint meet and discuss committee which shall meet at the request of either party.
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MEET AND DISCUSS COMMITTEE. 14.1 In order to promote and implement an effective procedure for employer-employee input and discourse, a Meet and Discuss Committee for the Bridgeton School System has been created to consider such subjects as evaluation criteria and procedures, discipline policy and procedures, in-service programs, and fair dismissal procedures, but shall not be limited to these areas.
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MEET AND DISCUSS COMMITTEE. A Meet and Discuss Committee shall be established to meet and discuss policy matters affecting wages, hours, and terms and conditions of employment. The Committee shall consist of not more than six members from the membership of the Spring Cove Education Association and not more than six members from the School Board and Administration Staff. A consultant may become a member of the group by mutual consent. The Committee shall form its own rules and regulations and shall meet on the first Monday in November, February, and April of each school term unless mutually waived. Additional meetings may be scheduled at mutual consent.
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MEET AND DISCUSS COMMITTEE. In order to promote and implement an effective procedure for employer/employee input and discourse, a Meet and Discuss Committee for the Fairfield Township School system shall be created to consider such subjects as evaluation criteria and procedure, discipline policy and procedures, in-service programs, and fair dismissal procedures, but shall not be limited to these areas.
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MEET AND DISCUSS COMMITTEE. The Association shall select a Meet and Discuss Committee which shall meet with the building principal and either the Director or Assistant Director at the request of the Association, at a time mutually agreeable to both parties to review and discuss local school problems and practices and to play an active role in the revision or development of building polices.
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MEET AND DISCUSS COMMITTEE. The parties to this Agreement agree to establish a "Meet and Discuss Committee" which shall meet upon the request of either party for the purpose of meeting and discussing policy matters affecting wages, hours and other terms and conditions of employment, as well as the impact thereon, as provided in Section 702 of Act 195. The Association and the School District shall each appoint members to said Committee; each party shall designate its chairperson. The Association agrees to appoint, in addition to its chairperson, one (1) member from Kindergarten through grade three (3); one (1) member from grade four (4) through grade six (6); one (1) member from grade seven (7) through grade eight (8); and one (1) member from grade nine (9) through grade twelve (12); and one (1) member representing the itinerant staff. The School District agrees to appoint, in addition to its chairperson, one (1) elementary school administrator, one (1) secondary school administrator and one (1) school board member. Substitution shall be permitted by either party at any time. Each party shall submit to the chairperson of the other party, not less than two (2) weeks prior to a scheduled meeting, a list of such items as it wishes to be discussed at the next meeting.
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Related to MEET AND DISCUSS COMMITTEE

  • MEET AND DISCUSS A. Upon request of either party, the Chancellor and/or designees of the Chancellor shall during the term of this Agreement meet with a committee appointed by the Association for the purpose of discussing matters necessary to the implementation of this Agreement.

  • Results and Discussion Table 1 (top) shows the root mean square error (RMSE) between the three tests for different numbers of topics. These results show that all three tests largely agree with each other but as the sample size (number of topics) decreases, the agreement decreases. In line with the results found for 50 topics, the randomization and bootstrap tests agree more with the t-test than with each other. We looked at pairwise scatterplots of the three tests at the different topic sizes. While there is some disagreement among the tests at large p-values, i.e. those greater than 0.5, none of the tests would predict such a run pair to have a significant difference. More interesting to us is the behavior of the tests for run pairs with lower p-values. ≥ Table 1 (bottom) shows the RMSE among the three tests for run pairs that all three tests agreed had a p-value greater than 0.0001 and less than 0.5. In contrast to all pairs with p-values 0.0001 (Table 1 top), these run pairs are of more importance to the IR researcher since they are the runs that require a statistical test to judge the significance of the per- formance difference. For these run pairs, the randomization and t tests are much more in agreement with each other than the bootstrap is with either of the other two tests. Looking at scatterplots, we found that the bootstrap tracks the t-test very well but shows a systematic bias to produce p-values smaller than the t-test. As the number of topics de- creases, this bias becomes more pronounced. Figure 1 shows a pairwise scatterplot of the three tests when the number of topics is 10. The randomization test also tends to produce smaller p-values than the t-test for run pairs where the t- test estimated a p-value smaller than 0.1, but at the same time, produces some p-values greater than the t-test’s. As Figure 1 shows, the bootstrap consistently gives smaller p- values than the t-test for these smaller p-values. While the bootstrap and the randomization test disagree with each other more than with the t-test, Figure 1 shows that for a low number of topics, the randomization test shows less noise in its agreement with the bootstrap com- Figure 1: A pairwise comparison of the p-values less than 0.25 produced by the randomization, t-test, and the bootstrap tests for pairs of TREC runs with only 10 topics. The small number of topics high- lights the differences between the three tests. pared to the t-test for small p-values.

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • SUSPENSION AND DISCIPLINE 33.01 The Employer shall have the right to suspend with or without pay and/or discharge an Employee for just and sufficient cause. Prior to suspending or discharging an Employee, the Employer shall consider several factors such as the seriousness of the offence, the Employee's length of service and other relevant mitigating factors.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 13 11.1 Procedure 13 11.2 Dismissal and Suspension 13 11.3 Burden of Proof 13 11.4 Right to Grieve Other Disciplinary Action 13 11.5 Personnel File 13 11.6 Right to Have Union Representative Present 14 11.7 Abandonment of Position 14 11.8 Probation 14 11.9 Employee Investigations 15 ARTICLE 12 - SENIORITY 15 12.1 Seniority Defined 15 12.2 Seniority List 16 12.3 Loss of Seniority 16 12.4 Re-Employment 17 12.5 Bridging of Service 17 12.6 Same Seniority 17 ARTICLE 13 - LAYOFF AND RECALL 17 13.1 Definition of a Layoff 17 13.2 Pre-Layoff Canvass 17 13.3 Layoff 18 13.4 Bumping 18 13.5 Recall 19 13.6 Advance Notice 19 13.7 Grievance on Layoffs and Recalls 19 13.8 Worksite Closure 19 ARTICLE 14 - HOURS OF WORK 20 14.1 Definitions 20 14.2 Hours of Work 20 14.3 Rest Periods 21 14.4 Meal Periods 22 14.5 Flextime 22 14.6 Staff Meetings 22 (ii) 14.7 Standby Provisions 22 14.8 Conversion of Hours 23 ARTICLE 15 - SHIFTS 23 15.1 Exchange of Shifts 23 15.2 Shortfall of Shifts 23 15.3 Short Changeover Premium 23 15.4 Split Shifts 23 15.5 Work Schedules 23 ARTICLE 16 - OVERTIME 24 16.1 Definitions 24 16.2 Overtime Entitlement 24 16.3 Recording of Overtime 24 16.4 Sharing of Overtime 24 16.5 Overtime Compensation 24 16.6 No Layoff to Compensate for Overtime 24 16.7 Right to Refuse Overtime 25 16.8 Callback Provisions 25 16.9 Rest Interval 25 16.10 Overtime for Part-Time Employees 25 16.11 Authorization and Application of Overtime 25 ARTICLE 17 - HOLIDAYS 26 17.1 Paid Holidays 26 17.2 Holiday Falling on Saturday or Sunday 26 17.3 Holiday Falling on a Day of Rest 26

  • DISCIPLINE, SUSPENSION AND DISCHARGE 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause.

  • Consultations and Dispute Settlement 1. The provisions of Articles XXII and XXIII of GATT 1994 as elaborated and applied by the Dispute Settlement Understanding shall apply to consultations and the settlement of disputes under this Agreement, except as otherwise specifically provided herein.

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