Principles and Guidelines. The foregoing Labour Relations Charter is intended to set out principles and guidelines for the manner in which the Company and Union intend to conduct affairs relating to problem solving resolutions. Nothing in this Charter is intended to abrogate any rights presently held by either party respecting collective bargaining and the administration of the Collective Agreement. The parties recognize that, in striving to meet the objectives of this Charter, appropriate amendments to it may be required from time to time. It is the intent of the parties that such amendments will be progressive in nature, and designed to improve upon the processes of achieving labour relations stability within the Company.
Principles and Guidelines. The following principles and guidelines apply:
i. Each DDP will have an Evaluation Committee consisting of up to three (3) post- probationary faculty members each of whom is elected for a one-year period during the Winter semester, for the next Academic year.
ii. Where a DDP has fewer than four (4) regular faculty members, Evaluation Committee members may be drawn from the closest related DDP.
Principles and Guidelines. 2.1 Xxxx Xxxxx is regarded as an experiential learning process for all students involved.
2.2 In the Noho Marae Reo Rumaki situation, Timetabled Hours (approved TTH) will be counted as any time that tutors formally teach a class as if the teaching was taking place on campus and duty hours will be agreed between the tutor and the employer prior to the Noho Marae Xxx Xxxxxx.
2.3 For ‘Noho Marae’ and ‘Over Night Field Trips’. Approved TTH will be planned instruction sessions during these experiences and duty hours negotiated with employer.
2.4 It is recognised that this collective agreement contains limits on duty hours and that all duty should cease by 9.00 p.
Principles and Guidelines. 2.1 Xxxx Xxxxx is regarded as an experiential learning process for all students involved.
2.2 In the Noho Marae Reo Rumaki situation, Timetabled Hours (approved TTH) will be counted as any time that tutors formally teach a class as if the teaching was taking place on campus and duty hours will be agreed between the tutor and the employer prior to the Noho Marae Xxx Xxxxxx.
2.3 For ‘Noho Marae’ and ‘Over Night Field Trips’. Approved TTH will be planned instruction sessions during these experiences and duty hours negotiated with employer.
2.4 It is recognised that this collective agreement contains limits on duty hours and that all duty should cease by 9.00 p.m. In the Noho Marae Xxx Xxxxxx situation all formal instruction will cease when participants retire for the night. For overnight Field trips the expectation is that any evening tutorial activities will be concluded by 9.00 p.m. in accordance with theduty hour provisions.
2.5 Where the tutor commences work at their normal starting time on the first day of Noho marae or field trip, each day that involves an overnight stay should count as 14 duty hours. This allows for some hourly compensation for any pastoral care or emergency duty that may arise during any 11 hour break required under clause 5.4 (b) (iii) of this collective agreement.
2.6 This may lead to a tutor reaching the maximum weekly duty hours permitted within the first three or four working days of the week.
2.7 When this occurs the tutor shall be released from duty for the remaining days of the week.
2.8 Where that, because of timetabling or other legitimate reasons such release is not able to be approved, the tutor is by negotiation, to be enabled to have reduced work weeks allocated to ensure that their total duty hours in the four weekly period commencing at the date of the Noho Whaangai or Field Trip does not exceed the maximum permitted.
Principles and Guidelines. Coherence and flexibility: Development finance cooperation will be consistent with the objective, strategies and priorities established by the ACP States, at both national and regional levels. One programming exercise per country/region, re-grouping of the EDF instruments. • Evolution in the nature of aid towards budgetary assistance/sector program: The ACP country must be responsible for its own policies and programs, including choosing projects and programs; implementing and managing projects and programs, maintaining projects and programs, etc. • Indications, not entitlement: Allocations are no longer automatic and will be subject to revision in the light of developments in need and performance. Performance will be rewarded.
Principles and Guidelines. The most widely accepted guidelines for national GHG emission inventories are those developed by the Intergovernmental Panel on Climate Change (IPCC), Task Force on National Greenhouse Gas Inventories (TFGG), it is recommended to use them in order to standardize methods and to obtain comparable results. If you use other principles and guidelines, make sure that they are consistent with the IPCC guidelines.
Principles and Guidelines. The Peer Review Committee is a Standing University Committee that plays an integral role in the performance review process. • This review process is used to determine whether academic staff members will be granted a renewal of a tenure track appointment, tenure, or a promotion. Everyone involved in the performance review process must undertake their roles seriously and with integrity, ensuring that statements, both verbal and written, refer to aspects of performance, are fair commentary, and are based upon appropriate evaluation of the material specified. The performance review process depends upon honesty, fairness, and confidentiality, and is governed by the principles of natural justice. Performance review is based on a growth model, with the intent to help colleagues demonstrate career growth in their academic pursuits.
Principles and Guidelines. All probationary appointees will undergo an initial review by the PRC during the faculty member's second year of appointment, and each subsequent year prior to applying for tenure. The PRC will evaluate the faculty member's accomplishments against the University's expectations as outlined in the letter of appointment and the Criteria Document (Appendix C). The expectations cannot supersede the Collective Agreement. For those faculty members with a hire start date other than September 1 , the next academic year (the second year of appointment) will be considered to start the September 1 immediately following the month of hire.
Principles and Guidelines. An appointment with tenure is considered the ultimate safeguard of academic freedom for full-time academic staff appointees. It constitutes a mutual undertaking on the part of the individual that they will perform conscientiously the functions of an instructor and a scholar, who also provides service to the academy. On the part of the University that each full-time member of the faculty shall continue to enjoy academic freedom with an appointment that shall be terminated only in accordance with regulations relating to resignation, retirement, financial exigency or dismissal for cause. The PRC is established to monitor and insure fairness and equity across the University tenure and promotion process. The PRC, chaired by the non-voting CAO, is comprised of members elected from across the University Faculties. The PRC will makes its recommendations to the President and Vice Chancellor with regard to the tenure process.
Principles and Guidelines. The work of an academic member of a modern university falls into a number of categories including instructing, scholarship and research, professional activities, work at the departmental, divisional and university levels, and activities related to the community. It is generally accepted that contributions to instructing, scholarship and research should receive paramount consideration in any promotion, but that recognition must also be given for valuable contributions to the university, for professional achievement, and for contributions to the community. For a definition of instructing, scholarship/research and service, see Article 2:03, 2:04 and 2:05.
