Preliminary Assessment. A detailed treatment plan is to be presented to the insurer prior to the start of treatment if the cost for any individual dental service prescribed by a dental surgeon is expected to exceed $300. The above-mentioned assessment by the insurer notwithstanding, benefits are disbursed in accordance with the terms of the coverage in effect on the date that a procedure was performed. The insurer forwards to the insured person, within 31 days of receipt of all required documentation, information regarding the amount of any benefit provided under this policy that the insurer is prepared to disburse if the procedure is carried out. A preliminary assessment is recommended for any treatment done exceeding $300 in order to avoid any unexpected refusals.
Preliminary Assessment. Analysis In the table below provide the maximum fee to conduct the Preliminary Assessment & Analysis portion of the Investment Grade Audit, on a cost per square foot basis. The Contractor agrees that the proposed maximum fee shall incorporate its responsibility to adhere to and complete the full scope of work as presented in Exhibit A of this Work Order Contract, including any subcontracted work not performed by the Contractor. Proposed Maximum Cost per sq.ft. The total square footage of all facilities to be evaluated in the Preliminary Assessment & Analysis is XXXX square feet. This gives a maximum fee to conduct the Preliminary Assessment & Analysis of $XX,XXX.XX
Preliminary Assessment. Once the Xxxxxxx is aware of the alleged misconduct referenced in Article 7.02.1, the Xxxxxxx shall preliminarily assess the severity of the alleged misconduct as either Level 1 or Level 2, as those terms are defined in Article 7.03.2(a) and (b).
Preliminary Assessment. 2-1-1 Identification and Reporting of Maintenance Instruction Concern
Preliminary Assessment. 42.4.1 Where a staff member’s supervisor or the relevant delegate becomes aware of possible instance(s) of misconduct or serious misconduct, a preliminary assessment may be conducted by the University to determine whether:
42.4.1.1 a formal investigation is required; or
42.4.1.2 the matter is remedial in nature and warrants guidance and/or counselling; or
42.4.1.3 the matter should be dismissed and no further action is required.
42.4.2 The following information gathering may be considered as part of the preliminary assessment:
42.4.2.1 interviews with the staff member(s) or other parties to the allegation(s);
42.4.2.2 interviews and/or statements from any relevant witness(es);
42.4.2.3 submissions/responses provided by the staff member(s); and
42.4.2.4 any documents or records relevant to the possible instance(s) of misconduct or serious misconduct.
42.4.3 The staff member will be provided with sufficient detail to ensure that they have a reasonable opportunity to respond.
Preliminary Assessment. A preliminary meeting was held with Xxxx Xxxxxxxx to assess the needs of the Forebay Aquatic Center and gather information to construct this conceptual agreement. The preliminary meeting was to establish that both client and agency are a good fit for working together.
Preliminary Assessment. As soon as NN has unblinded any of the Dose Escalation studies or CPOC Studies and performed a preliminary assessment of such studies or the Statistical Analysis, a representative of NN who is knowledgeable about the preliminary assessment shall call the senior clinical officer at ZGEN to discuss such preliminary assessment; provided, however, in the event NN will be making a public announcement of the preliminary assessment within a short time, ZGEN need not be advised of such preliminary assessment.
Preliminary Assessment. In cases where an allegation of inappropriate behaviour is made, the manager/supervisor will initiate a preliminary assessment process to determine whether further action is required. The manager/supervisor may inform and/or seek the assistance of an appropriate Human Resources Manager. Following this process if the manager/supervisor determines that the allegations: require no further action, then no further action needs to be taken; can be resolved through counselling, other remedial action, or assistance to the employee then the manager/supervisor will implement such action; are better resolved through Internal Review procedures set out in this Agreement or appropriate external mechanisms the manager/supervisor will refer the matter accordingly; relate to underperformance processes the manager/supervisor will commence an underperformance process where this is warranted; require investigation the manager/supervisor will recommend to the Chief Executive that the matter be investigated; may be vexatious or knowingly false, the manager/supervisor will consider whether further action needs to be taken in relation to the person who made the allegations. The manager/supervisor will inform the employee where a preliminary assessment process is commenced under subclause H2.1 if it is appropriate to do so. In performing the preliminary assessment the Chief Executive may authorise access to CIT information and communication technology (ICT) records including email, computer, work phone records, or building access logs if, in the opinion of the Chief Executive, access is necessary to determine whether further action is necessary. Counselling Counselling may happen outside of the misconduct and underperformance processes. All parties have an obligation to participate in counselling in good faith. In cases where counselling is considered to be appropriate, the employee will be invited to have a support person, who may be the employee’s union or other employee representative, present at the counselling and will allow reasonable opportunity for this to be arranged. The manager/supervisor or the Chief Executive will create a formal record of the counselling which will include details about the ways in which the employee’s conduct needs to change or improve and the time frames within which these changes or improvements must occur. The record of the counselling will be provided to the employee and the employee given an opportunity to correct any inaccuracies and provide c...
Preliminary Assessment. In cases where an allegation of inappropriate behaviour or alleged misconduct is made or an incident occurs which may be deemed to be inappropriate behaviour or alleged misconduct, the appropriate manager or supervisor must undertake an assessment to determine whether the matter can be resolved or whether further action is required or not. The manager or supervisor may seek advice from an appropriate Human Resources adviser, however the manager or supervisor is be responsible for undertaking the assessment unless an actual or perceived conflict of interest exists. The assessment must be done in an expedient manner and generally be limited to having discussions (either verbal or written) about the allegation or incident, with relevant employees, and, if requested, their representatives. Although the principles of procedural fairness apply, this assessment is not a formal investigation (as this may occur after the assessment is undertaken) and is designed to enable a manager or supervisor to quickly determine whether formal investigation or other action is needed or not to resolve the issues. The manager or supervisor must communicate the outcomes to relevant employees and their representatives if any. If the manager or supervisor determines that the allegations require investigation the manager or supervisor must recommend to the head of service that the matter be investigated. The head of service may determine that no investigation is necessary where the employee admits to the alleged misconduct and the employee agrees that there is no need for an investigation. The employee must fully understand the misconduct they are admitting to and make an admission statement. Where an employee makes an admission in accordance with subclause H2.6 the head of service may determine the appropriate disciplinary action or sanction in accordance with clause 811 -. The head of service must ensure that they have sufficient information concerning the nature and full circumstances of the misconduct, any mitigating factors, and details of the employee’s prior service record and performance to enable a fair and reasonable determination under clause 811 - to be made.
Preliminary Assessment. It is imperative that the Preliminary Assessment be conducted in a timely manner in order to minimize the impact on all parties. The assessment findings shall be provided to the Executive Director (ED) or designate for review and action.
(a) If the Employer determines there is no impact on the workplace, the employee is returned to current duties.
(b) If the Employer determines there is an impact on the workplace, the ED or designate consults Human Resources and determines if the employee is unable or unsuitable to perform the current duties. In many cases alterations can be made to the position to ensure there is no impact and allow the employee to work while a formal investigation is undertaken.
(c) If alteration to the position is not possible, an interim redeployment to other work that is available and suitable for the employee shall occur. Compensation during such an interim redeployment shall be at the employee’s current rate of pay.
(d) Only once alternative work assignments have been thoroughly explored and determined to be unviable should a leave of absence be considered. There must be compelling and exceptional reasons to warrant placing the employee on a leave of absence of any kind or duration.
(i) A leave of absence in such circumstances shall normally be with pay. These situations should be reviewed with the ED to ensure appropriateness and consistency of application.
(ii) A formal investigation should then be conducted to determine the nature and extent of the alleged inappropriate behaviour or wrongdoing.
