Progressive. Liberalisation The first package of specific commitments of each Party is hereby annexed to this Agreement. The Parties shall, with the aim of substantially improving on the first package of specific commitments, conclude the second package of specific commitments within a year from the date of entry into force of this Agreement. At subsequent reviews pursuant to Article 27, the Parties shall enter into successive rounds of negotiations to negotiate further packages of specific commitments under Part III of this Agreement so as to progressively liberalise trade in services between the Parties.
Progressive. Documented verbal reprimands shall be deemed void, for the purpose of supporting discipline, after an employee has .maintained a clear record with no infractions for months of active employment. Written reprimands shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for months of active employment. Suspensions shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for months of active employment. The disciplinary record of an employee or former shall not be shared in any manner with any other employer or agency, without the prior written consent of the employee concerned, unless the release of information is required by statue, regulation, or Court or Board Order.
Progressive. Discipline The arbitrator shall also have the right to determine whether the policy of progressive discipline is applicable to the matter and, if so, whether such policy was followed by the employer. Progressive discipline shall be understood to mean the prior implementation of oral warnings and/or written reprimands and/or the imposition of lesser penalties.
Progressive. Normally disciplinary procedures for repeated offenses shall be as follows: verbal written warning one (1) day suspension, thereafter further suspension and/or discharge, as warranted by the circumstances. Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in former position, without loss of seniority rating, and shall be compensated for all time lost at the rate equal to his normal earnings during the pay period next proceeding such discharge or suspension, or by any other arrangement as to compensation which is just and equitable in the opinion of the parties or in the opinion of the Board of if the matter is referred to such a Board. The Employer must act on the discipline within five (5) days of the occurrence made known to the Administrator or designate or such longer time as mutually agreed upon by the parties. The record of an employee shall not be used against at any time after eighteen (18) months following the incident, Failure to grieve previous discipline, or to pursue such a grievance to arbitration, shall not be considered an admission that such discipline was justified.
Progressive. The value of progressive discipline with the aim of being corrective in application recognized by both parties. When the employee is to receive discipline at a meeting, the Employer shall, prior to the meeting, notify the employee of right to have a Union Representative attend the meeting either in person or by telephone. The agrees that communications between an employee and Representative are confidential. The reasons for the discipline or discharge shall be set out in writing. The reasons €or discipline or discharge shall be provided to the employee (or delivered to the employee’s last address provided to the employer) within twenty four (24) hours following the imposition of the discipline or discharge. The written reasons shall set out the grounds for the discipline or discharge.
Progressive. Normally disciplinaryprocedures for repeated offences shall be as follows: verbal warning written warning one (I) day suspension, further suspension discharge, as warranted by the circumstances. discipline for first or subsequent offences may start at a level beyond "verbal warning" depending on the severity of the offence. Should it be found upon investigation that an employee has been unjustly suspended or discharged, such employee shall be immediately reinstated in former position, without loss of seniority rating. and shall be compensated for all time lost at the rate equal to his earnings during the pay period next proceeding such discharge or suspension. or by any other arrangement as to which is just and equitable in opinion of the parties or in the opinion of the Board of Arbitration if the is referred to such a Board. Employer must act on the discipline ten (10) days of occurrence becoming made known to the Administratoror designate or such longer time as mutually agreed upon by the parties. The record of an employee shall not be used against at any time eighteen
Progressive. Discipline A program of progressive discipline shall be followed. The following progression of discipline shall be followed prior to the imposition of any other economic discipline on any member of the bargaining unit:
i. Oral warning, then
ii. Written warning, then iii. One day suspension without pay, then iv. Additional suspension without pay, then
Progressive. The value of progressive with the aim of being corrective in application is recognized by both parties. Therefore, except cases of gross misconduct, discipline or discharge for just cause should be proceeded by a documented record of counselling, warnings (oral or written) and/or suspensions. Discipline shall be applied uniformly and shall be appropriate to their cause. When an employee is to attend a meeting where discharge or discipline is to be imposed, or from which discharge or may result, the employee is entitled to a minimum of (24) hours notice of the meeting. The notice must also advise the employee of right to have a Representative of the Union in attendance. The Employer shall advise the employee in writing of the reasons for such discharge or discipline in sufficient detail that the employee may defend against it.
Progressive. The model is based on progressive scores, KPIs and improvement baselines that allow monitoring the continuous improvement of the sustainable behaviour of the NPL. Involving regulatory compliance. The model considers compliance with regulatory requirements (and other relevant requirements) applicable to SIs. Aligned with sustainability standards. The design of the model is conceptually supported by the existing standards on management, sustainability, sustainability in manufacturing and relevant nanotechnological aspects. In particular, it is aligned with management practices deployed by management systems standards for quality, environment, and safety and health at work (e.g. EN ISO 9001 [2], EN ISO 14001 [3], ISO 45001 [35]).
