Objective Purpose and Expected Results
Objective Purpose and Expected Results Sample Clauses
Related to Objective Purpose and Expected Results
Expected Results VA’s agreement with DoD to provide educational assistance is a statutory requirement of the three Federal benefit programs that are the subject of this agreement: Chapter 1606, Title 10, U.S.C., (Xxxxxxxxxx GI Bill — Selected Reserve); Chapter 30, Title 38, U.S.C. (Xxxxxxxxxx GI Bill — Active Duty); and Chapter 33, Title 38, U.S.C. (Post-9/11 GI Bill). These laws require VA to make payments to eligible veterans, service members, guardsmen, reservists, and family members under the transfer of entitlement provisions. The responsibility of determining basic eligibility for Chapter 1606 is placed on the DoD. The responsibility of determining basic eligibility for Chapter 30 and Chapter 33 is placed on VA, while the responsibility of providing initial eligibility data for Chapter 30 and Chapter 33 is placed on DoD. Thus, the two agencies must exchange data to ensure that VA makes payments only to those who are eligible for a program. Without an exchange of enrollment and eligibility data, VA would not be able to establish or verify applicant and recipient eligibility for the programs. Subject to the due process requirements, set forth in Article VII.B.1. and 38 U.S.C. §3684A, VA may suspend, terminate, or make a final denial of any financial assistance on the basis of data produced by a computer matching program with DoD. To minimize administrative costs of implementation of the law and to maximize the service to the veteran or service member, a system of data exchanges and subsequent computer matching programs was developed. The purposes of the computer matching programs are to minimize the costs of administering the Xxxxxxxxxx GI Bill — Active Duty, the Xxxxxxxxxx GI Bill — Selected Reserve, and the Post-9/11 GI Bill programs; facilitate accurate payment to eligible veterans or service members training under the Chapter of the Xxxxxxxxxx GI Bill — Active Duty, the Xxxxxxxxxx GI Bill — Selected Reserve, and the Post-9/11 GI Bill program; and to avoid payment to those who lose eligibility. The current automated systems, both at VA and DoD, have been developed over the last 26 years. The systems were specifically designed to utilize computer matching in transferring enrollment and eligibility data to facilitate accurate payments and avoid incorrect payments. The source agency, DMDC, stores eligibility data on its computer-based system of records. The cost of providing this data to VA electronically is minimal when compared to the cost DMDC would incur if the data were forwarded to VA in a hard-copy manner. By comparing records electronically, VA avoids the personnel costs of inputting data manually as well as the storage costs of the DMDC documents. This results in an estimated annual savings of $25,173,410 to VA in mailing and data entry costs. DoD reported an estimated annual savings of $15,486,912. A cost-benefit analysis is provided at Attachment 1. In the 37 years since the inception of the first of these three Federal benefit programs, the Chapter 30 program, the cost savings of using computer matching to administer the benefit payments for these programs have remained significant. VA foresees continued cost savings due to the large number of persons eligible for the three Federal benefit programs.
Justification and Anticipated Results The Privacy Act requires that each matching agreement specify the justification for the program and the anticipated results, including a specific estimate of any savings. 5 U.S.C. § 552a(o)(1)(B).
Positive Test Results In the event an employee tests positive for drug use, the employee will be provided, in writing, notice of their right to explain the test results. The employee may indicate any relevant circumstance, including over the counter or prescription medication taken within the last thirty (30) days, or any other information relevant to the reliability of, or explanation for, a positive test result.
CONSEQUENCES OF POSITIVE TEST RESULTS For post-Accident or reasonable suspicion, a Covered Employee shall be immediately removed from performing his or her job or, in the alternative, may be temporarily reassigned to work that is not safety-sensitive if such work is available. The Covered Employee shall be subject to disciplinary action, and shall meet with the SAPC, as set forth in Exhibit A, and section 10 below, if the Covered Employee:
Evaluation Results A. Evaluation results shall be used:
Proposing Integration Activities in the Planning Submission No integration activity described in section 6.3 may be proposed in a CAPS unless the Funder has consented, in writing, to its inclusion pursuant to the process set out in section 6.3(b).
Positive Test Result Where there has been a positive test result in a confirmatory test and in any confirmatory retest (if the employee requested one), the Employer will do the following unless the employee has furnished a legitimate medical reason for the positive test result:
Reasonable Suspicion Testing The Employer may, but does not have a legal duty to, request or require an employee to undergo drug and alcohol testing if the Employer or any supervisor of the employee has a reasonable suspicion (a belief based on specific facts and rational inferences drawn from those facts) related to the performance of the job that the employee:
EQUALITY OF OPPORTUNITY 10.1 The Contractor must not unlawfully discriminate within the meaning and scope of the provisions of the Equality Act 2010 or any statutory modification or re-enactment thereof or any other statutory provision relating to discrimination in employment or the provision of services. The Contractor must take all reasonable steps to ensure the observance of these provisions by all servants, employees or agents of the Contractor and all Sub-Contractors employed in the execution of the Contract. The Contractor will comply with the detailed requirements in relation to equality of opportunity set out in Clauses 10.2 to 10.4.
Results The five values obtained shall be arranged in order and the median value taken as a result of the measurement. This value shall be expressed in Newtons per centimeter of width of the tape. Annex 7 Minimum requirements for sampling by an inspector
