Principle of Development Adopted and Emerging employment policy Sample Clauses

Principle of Development Adopted and Emerging employment policy. At the current time, the Development Plan comprises The London Plan (2011), Harrow’s Core Strategy (2012) and the saved policies of the Harrow Unitary Development Plan (2004) [Saved by a Direction of the Secretary of State pursuant to paragraph 1(3) of Schedule 8 of the Planning and Compulsory Purchase Act 2004]. On 8th October 2012, following two stages of formal public consultation in 2011 and 2012, the Council submitted the Harrow & Wealdstone Area Action Plan to the Planning Inspectorate for independent Examination in Public. A consultation on ‘minor modifications’ was carried out during Oct/Nov 2012 and public hearings were held in late January 2013. On 21st March 2013 the Council commenced a six week consultation on further modifications to the AAP (and other DPDs). The Inspector’s report, which will take into account of these modifications and any consultation responses, is expected May/June. In the context of NPPF paragraph 216, the Council considers that the provisions of the emerging AAP may be given due weight in the decision making process. The London Plan (2011) Policy 4.3 Mixed Use Development and Offices advises boroughs to develop local approaches to mixed-use development and office provision pursuant to the strategic objective to support consolidation and qualitative enhancements in provision. Harrow’s spatial strategy seeks to focus office stock consolidation and renewal upon Harrow town centre to help secure the long-term vitality of the Metropolitan Centre. Policy CS1 O of the Core Strategy (2012) promotes a ‘monitor and manage’ approach to the release of surplus stock and Policy CS1 P seeks employment generating development and economic diversification through mixed use development (deferring to criteria for release in subsidiary plans). Similarly, Policy CS2 F promotes the consolidation and renewal of office stock in Harrow town centre with appropriate provisions in the AAP. The context for this part of the spatial strategy and the policies that flow from it is Harrow’s Employment Land Study (2010) which forecasts for the plan period an overall surplus of all types of employment land, but within that a qualitative and modest quantitative need for new office floorspace to meet local business needs. Harrow’s AMR (2010) shows that 22,300m2 B1 office floorspace has been lost over the period 2009/10 to 2011/12 but that office vacancy rates remain stubbornly high: 14.95% for the Borough as a whole and 21.55% in Harrow town centre in 2012. S...
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Related to Principle of Development Adopted and Emerging employment policy

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T.

  • EMPLOYMENT POLICY AND UNION MEMBERSHIP 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of labour requirements, giving as much prior notice as possible. The Union will provide a list of labour available. The Employer, at its discretion, may hire the employees listed or from other sources.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with college/district policies and available resources.

  • EMPLOYMENT POLICY 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of labour requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees listed or from other sources.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).

  • RESTRICTIONS ON EMPLOYMENT OF FORMER STATE OFFICER OR EMPLOYEE The Engineer shall not hire a former state officer or employee of a state agency who, during the period of state service or employment, participated on behalf of the state agency in this agreement’s procurement or its negotiation until after the second anniversary of the date of the officer’s or employee’s service or employment with the state agency ceased.

  • Employment Equity 33.01 (a) The Company and the Union recognize the need to achieve equality in the workplace and to provide disabled employees with reasonable accommodation, without undue hardship, whenever possible, so that no person shall be denied employment opportunities for reasons unrelated to ability.

  • VISIBILITY OF FUNDING FROM THE OFFICIAL DEVELOPMENT ASSISTANCE Unless the SAIDC requests or agrees otherwise, any communication or publication made by the Final Beneficiary that relates to the action, including at conferences, seminars or in any information or promotional materials (such as brochures, leaflets, posters, presentations in electronic form, etc.), including tangible assets acquired from the project must: (a) indicate that the action has received funding from the Official Development Assistance, SlovakAid and (b) display the SlovakAid logo. When displayed in association with another logo, the SlovakAid logo must have appropriate prominence. The obligation to display the SlovakAid logo does not confer on the Final Beneficiary a right of exclusive use. The Final Beneficiary may not appropriate the SlovakAid logo or any similar trademark or logo, either by registration or by any other means. For the purposes of the first, second and third subparagraphs and under the conditions specified therein, the Final Beneficiary may use the SlovakAid logo without first obtaining permission from the SAIDC.

  • Employment of foreign nationals The Contractor acknowledges, agrees and undertakes that employment of foreign personnel by the Contractor and/or its Sub-contractors and their sub- contractors shall be subject to grant of requisite regulatory permits and approvals including employment/ residential visas and work permits, if any required, and the obligation to apply for and obtain the same shall always rest with the Contractor. Notwithstanding anything to the contrary contained in this Agreement, refusal of or inability to obtain any such permits and approvals by the Contractor or any of its Sub- contractors or their sub-contractors shall not constitute a Force Majeure Event, and shall not in any manner excuse the Contractor from the performance and discharge it of its obligations and liabilities under this Agreement, and the Contractor’s liabilities hereunder shall remain unaffected by such failure, refusal or inability.

  • Termination of Development Grant Agreement The obligations of the Recipient under the Development Grant Agreement shall terminate on the date 20 years after the date of the Development Grant Agreement.”

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