Procedure to Apply Sample Clauses

Procedure to Apply. 4.1 Qualified members will submit an application on the prescribed form to the Human Resources Director. Final approval for the arrangement rests solely with the Chief of Police or designate and is not subject to a grievance, save and except when a claim of discrimination may be proven. Applications for July 1 job share arrangements must be received no later than April 1 each year and will be approved no later than April 30 each year. Similarly, for January 1 job share arrangements, the deadline dates will be September 1, for submission and September 30, for approval, of each year. 4.2 Approvals for arrangements shall not be unreasonably withheld, however may be restricted depending on the overall effect on the work unit. Annual leave schedules will be arranged, as per article 14.0 of this agreement, prior to making application for an arrangement. 4.3 When a job sharing request has been approved, a written document confirming the arrangement and identifying the terms of the job sharing program will be prepared and signed by the employer, the association and the two affected members. 4.4 In this written document, each member will be required to specify their relationship to the job; their hours of work, benefits, job duties and the process used to monitor the successfulness of the arrangement. 4.5 Members will work the scheduled hours for the position, they will select a work schedule from an approved list of sharing schedules. (Attached) 5.1 The position which is job shared shall be determined by either: i) agreement between both job sharers or if not in agreement; 5.2 Participation in job sharing is completely voluntary. Members are not required or responsible to cover for their partners during sick leave, or vacation. 5.3 Arrangements shall be six (6) months in length. The members shall, 30 days prior to the expiry of the six month evaluation period elect to: i) renew the job sharing arrangement for further six (6) months up to a maximum of four consecutive terms; subject to a renewal of this job sharing agreement and any of its terms; or ii) be reassigned to their original positions. 5.4 Arrangements may start on either January 1, or July 1. 5.5 Members shall request, in writing to the Human Resources Director, any deviations in the terms of the original arrangement. Any amendments to the original arrangement must be signed by all four parties referred to in article 4.3. 5.6 Members may only make application to a permanent internal competition within th...
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Procedure to Apply. To apply for sick leave donation you will need to do the following: 1) Pick up an Application for Request for Sick Leave Donation from the Payroll Department. 2) Complete the application and return to the Payroll Department for verification of exhausted paid sick leave. After your request for Sick Leave Donation has been researched by the Payroll Department one the following actions will occur: 1) You will be notified in writing within fifteen (15) days of receipt of your application of your eligibility for sick leave donation and then your approved request will be sent to the Faculty Association President; or 2) You will be notified, in writing, that you have not, or will not, have exhausted all paid sick leave and thus you are ineligible to receive such donation.
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Procedure to Apply. 3.1 Requests for job sharing will be made on the prescribed form and then submitted to the Chief of Police or designate, through Human Resources, for consideration. Requests for job sharing must be made jointly by Members and will be considered on an individual basis by the Chief of Police. Any job sharing arrangements approved by the Chief of Police, together with the required joint and individual agreements signed by the Members, will be subject to and governed by the terms of this Agreement. Arrangements may start on either January 1st or July 1st of each year. Applications for January 1st job sharing arrangements, must be received by September 1st and will be approved no later than September 30th each year. Similarly, July 1st job sharing arrangement applications must be received no later than April 1st of each year and will be approved no later than April 30th each year. 3.2 When a job sharing request has been approved, a written document confirming the arrangement and identifying the terms of the job sharing program will be prepared and signed by the employer, the Association and the two job sharing Members. 3.3 In this written document, each Member will be required to specify their relationship to the job; their hours of work, benefits, job duties and the process used to monitor the successfulness of the arrangement. 3.4 Full-time positions that become vacant due to an approved job sharing arrangement will be filled, on a full-time basis, through the normal external recruitment process.
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Procedure to Apply. Employees will notify the Human Resources Office at least thirty (30) days prior to the starting date of the Child Care Leave. Employees will notify the Human Resources Office at least sixty (60) days prior to the Employee’s return date. An Employee who wishes to return early may return from said leave only at the beginning of a semester and must provide the Employer with written notice sixty (60) days prior to return. This sixty (60) day notice provision will be waived should the Employee desire to return the first of a semester when applicable occurring within the first six (6) months of said leave. Should an emergency arise requiring that the Employee needs to return before the beginning of the semester, this request should be immediately brought to the attention of the Program Administrator. Upon verification of this emergency, the Employee will return to work.
Sample 1
Procedure to Apply a) The procedures which Team Members are to observe are derived from those contained in: i) Team Member induction information booklets and those included in periodic Team Member information updates. ii) Advice in and related to the local work area. Team Members will also follow: (i) Authorised instructions from supervision/management and (ii) Well established and easily recognised (community) standards of conduct. b) Any action resulting from a failure to comply with the Company’s procedures and policies will match the seriousness of the offence. This may result in, ultimately, termination only if serious offences such as those set out in clause 1(d) below occur. c) A Team Member accused of an offence is entitled to: i) Be informed of the evidence against him/her. ii) Be given every opportunity to present his/her case for consideration before any action is taken. d) Generally Team Members will not be dismissed for a first offence except for instances of gross misconduct. Without limiting (to those below), the instances of gross misconduct which could render Team Members liable to dismissal are: • Theft, dishonesty • Sexual harassment • Fighting on Company premises • Xxxxxxxx damaging or tampering with Company property • The distribution or possession or use of drugs on Company premises for Non-medically prescribed purposes • The unauthorised distribution, possession or use of alcohol on Company Premises • Xxxxxxxx endangering others • Threatening to cause harm to others • Major safety breach
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Related to Procedure to Apply

  • TEXAS LAW TO APPLY 12.01 This Agreement shall be construed and the provisions thereof interpreted under and in accordance with the laws of the State of Texas.

  • New York Law to Apply This Agreement shall be construed and the provisions thereof interpreted under and in accordance with the laws of the State of New York.

  • Procedure for taking possession - The Promoter, upon obtaining the occupancy certificate* from the competent authority shall offer in writing the possession of the [Apartment/Plot], to the Allottee in terms of this Agreement to be taken within two months from the date of issue of occupancy certificate. [Provided that, in the absence of local law, the conveyance deed in favour of the allottee shall be carried out by the promoter within 3 months from the date of issue of occupancy certificate]. The Promoter agrees and undertakes to indemnify the Allottee in case of failure of fulfilment of any of the provisions, formalities, documentation on part of the Promoter. The Allottee, after taking possession, agree(s) to pay the maintenance charges as determined by the Promoter/association of allottees, as the case may be after the issuance of the completion certificate for the project. The promoter shall hand over the occupancy certificate of the apartment/plot, as the case may be, to the allottee at the time of conveyance of the same.

  • Maryland Law to Apply This Agreement shall be construed and the provisions thereof interpreted under and in accordance with the laws of Maryland.

  • Relation to Applicable Law The provisions of Sections 8.4, 8.5 and 8.6 of this Attachment with regard to the confidentiality of information shall be in addition to and not in derogation of any provisions of Applicable Law with regard to the confidentiality of information, including, but not limited to, 47 U.S.C. § 222, and are not intended to constitute a waiver by Verizon of any right with regard to protection of the confidentiality of the information of Verizon or Verizon Customers provided by Applicable Law.

  • Failure to Appoint If the party receiving the notice fails to appoint an arbitrator, or if the two appointees fail to agree upon a chairperson within seven (7) days of their appointment, the appointment shall be made by the Minister of Labour upon request of either party.

  • Grievance Procedure Steps Step 1: (a) Any employee who feels aggrieved must discuss the grievance with the employee's immediate supervisor within fourteen (14) days of the date on which the employee or the Union first learned or may reasonably have been expected to have learned of its cause unless the parties agree in writing to extend the fourteen (14) day period. The employee, if he or she so desires, may be accompanied and represented by the employee's stew- ard or a Union representative. The Union also may initiate a grievance at Step 1 within 14 days of the date the Union first became aware of (or rea- sonably should have become aware of) the facts giving rise to the griev- ance. In such case the participation of an individual grievant is not re- quired. A Step 1 Union grievance may involve a complaint affecting more than one employee in the office. Whenever the facts giving rise to a grievance relate to an incident/issue occurring or arising on a specific date and in- volve more than one employee in the office, a Step 1 or Step 2 grievance may only be initiated by the Union as a Union grievance on behalf of all involved employees within a specific work location in an installation as provided in Article 17.2A or as defined by local practice. Should any grievances concerning the same incident/issue be filed at Step 1 by indi- vidual employees, the Union will consolidate all such grievances and se- lect a representative grievance which may be appealed to Step 2. Should multiple grievances concerning the same incident/issue be improperly filed/initiated at Step 1 by the Union, management shall notify the Union, and if so notified, the Union shall consolidate all such grievances and select a representative grievance which may be heard at Step 1.

  • Massachusetts Law to Apply This Agreement shall be construed and the provisions thereof interpreted under and in accordance with laws of The Commonwealth of Massachusetts.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.

  • Right to Appeal Notwithstanding a determination by any forum listed in Section VI.D above that the Indemnitee is not entitled to indemnification with respect to a specific Proceeding, the Indemnitee shall have the right to apply to the court in which that Proceeding is or was pending, or to any other court of competent jurisdiction, for the purpose of enforcing the Indemnitee’s right to indemnification pursuant to this Agreement. Such enforcement action shall consider the Indemnitee’s entitlement to indemnification de novo, and the Indemnitee shall not be prejudiced by reason of a prior determination that the Indemnitee is not entitled to indemnification. The Company shall be precluded from asserting that the procedures and presumptions of this Agreement are not valid, binding and enforceable. The Company further agrees to stipulate in any such judicial proceeding that the Company is bound by all the provisions of this Agreement and is precluded from making any assertion to the contrary.

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