Proposed way forward Sample Clauses

Proposed way forward. 6.1. Existing opportunities and potential options for joint management 6.1.1. Previous cross-border discussions between Kenya and Tanzania in the proposed TBCA 6.1.2. Lessons learned from other cross-border initiatives

Proposed way forward. Based on the experiences made with respect to species action-planning under AEWA thus far, the production of less than 10 Action Plans can be funded each triennium compared to the nearly hundred populations that would qualify for such plans. Although the AEWA Strategic Plan addresses this gap by introducing the instrument of conservation and management guidance, it is paramount to be very strategic when prioritising species for action-planning. It is therefore recommended that priority should be given to the recovery of Globally Threatened and Near-Threatened species listed on Annex 2 of AEWA and to populations marked with an asterisk, which would be consistent with the practice of AEWA so far. Considering the above-mentioned shortcomings of the current prioritisation methodology, it is suggested to adopt three categories of priorities: Priority 1: Globally Threatened and Near Threatened species listed on Annex 2 of AEWA based on their global Red List Status5; Priority 2: populations of Least Concern species listed in Categories 1(a), 1(c), or 2 or 3 and marked with an asterisk in Table 1 and in long- or rapid short-term decline; Priority 3: populations of Least Concern species listed in Category 1c not in long- or rapid short-term decline. a) Prioritisation for action-planning 1. Species will be excluded where a major portion of the global population of the species occurs outside the AEWA Agreement Area (>10% of the global population size). Currently, this would lead to the exclusion of two species: Siberian Crane (Leucogeranus leucogeranus)6, and Great Knot (Calidris tenuirostris)7; 2. AEWA provides the most appropriate international policy platform for the development and implementation of the Action Plan. This filter can lead to the exclusion of species that could be better covered by action plans under other legally binding treaties such as the EU and the Bern Convention, etc. For priority 1 species which remain after the elimination process described above, the following factors could be considered as advantages and could lead to moving the species up in the ranking on the list by 1-7 steps depending the number of criteria which are met of those listed below: 1. The causes of decline are understood8; 2. Remedial actions have been successfully developed and tested; 3. The species is subject of utilisation; 4. The recovery is dependent not only on habitat conservation measures but also on species management actions9; 5. The species population can be su...

Proposed way forward. 6.1 To treat this as a genuine redundancy situation, which it is, which would enable the Council to consult with the HoPS as to redundancy and to serve notice on 31 March 2023 to terminate her employment by reason of redundancy. 6.2 Paragraph 6.3.7 of the Staffing Guidance states that: 6.3 At paragraph 6.4.2 of the Staffing Guidance it states: 6.4 The guidance therefore confirms that the Council is entitled to offer Voluntary Early Redundancy to employees who wish to terminate their employment and receive a financial severance package resulting in the contract being terminated by mutual agreement. Indeed, the guidance suggests that North Yorkshire Council as the new authority may wish to promote such an arrangement to take effect before the Vesting Date “to effect a smooth and efficient transition” and coordinate with predecessor Councils whilst acknowledging that the decision rests with the Council as the relevant employer. 6.5 For this reason it is proposed that a tri-partite agreement be reached between the affected HoPS, the Council and North Yorkshire Council for the dismissal by reason of redundancy of the HoPS ahead of vesting day. The terms of that agreement being: • The HoPS object to any TUPE transfer to the new authority therefore removing the risk of the employee transferring “as a matter of law” to North Yorkshire Council. • Notice to terminate by reason of redundancy be given on 31 March 2023. • The HoPS be paid £26,788.68 in respect of her contractual notice period of 12 weeks but that this payment be paid in lieu of notice, there being no role for her to serve her notice out after 31 March 2023. • The HoPS be paid her contractual redundancy payment of £66,971.59. • That the Council assume the pension strain costs for the remainder of the period until the HoPS statutory retirement age, such costs being £116,169.18. • The HoPS ensure that she has no accrued but untaken holiday. • Any payments received are therefore in full and final settlement of any employment related claim that as an employee she may have.