Requesting Reconsideration Sample Clauses

Requesting Reconsideration. The responder’s request for reconsideration must be written and timely. Otherwise, the responder will be deemed to have waived the right to reconsideration. If the responder sends the request by fax or personal delivery, MnDOT must receive it no later than 4:30 PM on the fifth business day after the responder receives notice of the Director’s determination. If the responder sends the responder’s request by U.S. mail, it must be postmarked no later than the fifth business day after the responder receives notice of the Director’s determination. The responder is deemed to have notice as of the date indicated on the certified mail receipt signed by the responder or the responder’s representative at the time of delivery. The responder’s written request must be submitted to the attention of: MnDOT Deputy Commissioner at: MnDOT, 000 Xxxx Xxxxxxx Xxxx., St. Xxxx, MN 55155; or by fax at 000-000-0000. A copy of the same request must be sent to the Director of the MnDOT Office of Civil Rights at 395 Xxxx Xxxxxxx Blvd., St. Xxxx, MN 55155 or by fax at 000-000-0000. The Commissioner of MnDOT will designate officials to serve as Reconsideration Officials. The Reconsideration Officials shall not have any role in the original determination that the responder failed to meet the DBE goal or make adequate GFE to do so. As part of the reconsideration process, the responder will have the opportunity to:  Provide the Reconsideration Officials written documentation and arguments as to why the responder believe the responder met the DBE goal or made adequate GFE to do so (49 CFR § 26.53(d)(1)).  Meet in person with the Reconsideration Officials to explain why the responder believes the responder met the DBE goal or made adequate GFE to do so (49 CFR § 26.53(d)(3)). The Reconsideration Officials will reconsider the record documenting the GFE the responder made. The reconsideration process is a review of only the GFE the responder made as of the submission due date specified in Table B. GFE made after that date will not be considered. MnDOT will provide the responder with a written decision within 5 business days following the date the responder is scheduled to meet with the Reconsideration Officials. The written decision will include an explanation of reasons for the decision. The decision is not subject to administrative appeal to the U.S. Department of Transportation (49 CFR § 26.53(d)(5)).
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Requesting Reconsideration. The rating of a C.U.P.E. 1041 job is subject to review or reconsideration by the C.U.P.E. 1041 Reconsideration Committee created for this specific purpose. The procedure for reconsideration is as follows.
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Requesting Reconsideration. The rating of a job is subject to review or reconsideration by the Reconsideration Committee created for this specific purpose. The procedure for reconsideration is as follows. The or who disagrees with the rating for the job can submit a completed Request for Reconsideration form within thirty (30) calendar days of receipt of the rating. The Request for Reconsideration will be reviewed and signed off by the immediate supervisor, Director and General Manager indicating full agreement with the contents of the documentation. The completed form is submitted to the appropriate Job Analyst who is responsible for the department. The Reconsideration Committee consists of one management and one union representative. A pool of management and union representatives will be established and trained in job evaluation to exercise a quality assurance role. In this capacity, Committee members will become familiar with the City's Job Evaluation Plan and will apply the Plan by: assessing how consistently and equitably the principles of job evaluation in general and the City's job evaluation plan in particular, were applied; reviewing benchmark jobs for rating consistency and to ensure the maintenance of relativities; and reviewing documentation (Job Analysis Questionnaires, organization charts, etc.) relevant to the evaluation of evaluated positions. Members of the Reconsideration Committee will participate on a two member panel to hear Requests for Reconsideration. Committee members will not be called to sit on a panel to review any position where they may be seen to benefit personally or operationally from the result of the evaluation submitted for review. In such a case, the Review member will not participate in the decision and another member of the Reconsideration Committee will participate in the panel. Members of the Committee will meet as required and will be granted time off with pay for Committee activities. The Reconsideration Committee will meet to review and consider the Request for Reconsideration. The Committee may ask the incumbent, the and/or the relevant Job Analyst to attend at the meeting to provide further information. The Job Analyst will not participate in the mi decision. The Job Analyst will communicate the Committee's decisions in writing to the Union, the the incumbent's Supervisor, Director and General Manager. Decisions of the Reconsideration Committee are final and binding.
Sample 1
Requesting Reconsideration a. Users requesting reconsideration of the Policy Board must do so in writing via email to xxxxx.xxxxxx@xxxxx.xxx. To be eligible for reconsideration, users must provide details regarding: i. What aspects of their sentence are inappropriate and why. ii. Any extenuating circumstances regarding the infraction(s) that should be considered. iii. Any extenuating circumstances regarding the decision that should be considered. iv. The explanation of their behavior(s) that led to the initial decision. v. Though not required, it is advisable to submit a requested alternate course of action. vi. Users failing to supply the required details may not be eligible for reconsideration.
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Related to Requesting Reconsideration

  • Reconsideration If We did not attempt to consult with Your Provider who recommended the Covered Service before making an adverse determination, the Provider may request reconsideration by the same clinical peer reviewer who made the adverse determination or a designated clinical peer reviewer if the original clinical peer reviewer is unavailable. For Preauthorization and concurrent reviews, the reconsideration will take place within one (1) business day of the request for reconsideration. If the adverse determination is upheld, a notice of adverse determination will be given to You and Your Provider, by telephone and in writing.

  • Proposing Integration Activities in the Planning Submission No integration activity described in section 6.3 may be proposed in a CAPS unless the Funder has consented, in writing, to its inclusion pursuant to the process set out in section 6.3(b).

  • Fairness Hearing “Fairness Hearing” means the hearing before the Court relating to the Motion for Final Approval.

  • Class Counsel Fees include the fees, disbursements, costs, interest, GST or HST (as the case may be) and other applicable taxes or charges thereon, including any amounts payable by Class Counsel or the Settlement Class Members to any other body or Person as a result of the Settlement Agreement, including the Fonds d’aide aux actions collectives in Québec.

  • Initiation – Written Claim The claimant initiates a claim by submitting to the Plan Administrator a written claim for the benefits. If such a claim relates to the contents of a notice received by the claimant, the claim must be made within sixty (60) days after such notice was received by the claimant. All other claims must be made within one hundred eighty (180) days of the date on which the event that caused the claim to arise occurred. The claim must state with particularity the determination desired by the claimant.

  • Denial If NB denies the Applicant, NB shall furnish a written statement stating its reasons. The Applicant shall have the opportunity to discuss the decision with the Director of Social Services. The Applicant has the right to an administrative fair hearing. If NB denies an Applicant based in part on an indicated child abuse or maltreatment report, the Applicant has a right to a fair hearing regarding the report. The request must be made within 90 days of receiving the written denial notice. (See Disclosures, page 10.)

  • Your Rights and Our Responsibilities After We Receive Your Written Notice We must acknowledge your letter within 30 days, unless we have corrected the error by then. Within 90 days, we must either correct the error or explain why we believe the bill was correct. After we receive your letter, we cannot try to collect any amount you question, or report you as delinquent. We can continue to bill you for the amount you question, including finance charges and we can apply any unpaid amount against your credit limit. You do not have to pay any questioned amount while we are investigating, but you are still obligated to pay the parts of your bill that are not in question. If we find that we made a mistake on your bill, you will not have to pay any finance charges related to any questioned amount. If we didn’t make a mistake, you may have to pay finance charges, and you will have to make up any missed payments on the questioned amount. In either case, we will send you a statement of the amount you owe and the date that it is due. If you fail to pay the amount that we think you owe, we may report you as delinquent. However, if our explanation does not satisfy you and you write to us within ten days telling us that you still refuse to pay, we must tell anyone we report you to that you have a question about your bill. In addition, we must tell you the name of anyone we reported you to. Upon settlement of a disputed bill, we must notify anyone we reported you to that the matter has been settled. If we don’t follow these rules, we can’t collect the first $50 of the questioned amount, even if your bill was correct.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

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