SENIOR MANAGER Sample Clauses

SENIOR MANAGER. Qualifications:
Sample 1Sample 2Sample 3
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SENIOR MANAGER. 9 1.65 Separation and Distribution Agreement.........................................................9 1.66 Separation Transactions.......................................................................9 1.67 SMULIP........................................................................................9 1.68 Subsidiaries..................................................................................9 1.69 SVULIP........................................................................................9 1.70 Tax Sharing Agreement.........................................................................9 1.71
Sample 1
SENIOR MANAGER. 21.1 The following classification is reserved for those employees who are responsible for the day to day management of a distinct function of the organisation. Level $ Hourly Rate@ 1/7/11 $ Hourly Rate 90% PDS’s being completed by 31 August 2012. 3% increase $ Hourly Rate 90% PDS’s being completed by 31 August 2013. 3% increase $ Hourly Rate 90% PDS’s being completed by 31 August 2014. 3% increase Level 1 $36.30 $42.50 $43.78 $45.09 Level 2 $38.58 $44.78 $46.12 $47.50 Level 3 $41.78 $47.06 $48.47 $49.92 Level 4 $48.16 $49.60 $51.09 $52.62 Level 5 $51.62 $53.17 $54.77 $56.41 Note: Senior Manager levels have been realigned to have a more consistent monetary difference between levels. This has resulted in a bigger % increase in some levels compared to others.
Sample 1
SENIOR MANAGER. An individual at a Director or Department Chair level who is responsible for approving WFH Agreements. Note: If the WFH Agreement is being requested by a Senior Manager or above, two levels of approval is required up to the Vice President/Xxxxxxx. Campuses This program applies to employees whose work would normally be conducted within one of the five University of Alberta Campuses: North Campus South Campus Campus Saint-Xxxx Augustana Campus Enterprise Square This program does not apply to individuals whose designated location of work falls outside of these five campuses. Intakes Due to the volume of employees who may consider the WFH Program, implementation of this program will occur in phases:
Sample 1
SENIOR MANAGER. Prior to the appointment of a Chief Executive Officer of the Corporation it is the intention of GCC and WSC that the Corporation appoint a Senior Manager of suitable experience and expertise who may be seconded from GCC or WSC.
Sample 1
SENIOR MANAGER. Senior managers within organisations participating in PT schemes have less day-to-day contact with PT matters than those within the laboratory with responsibility for analytical quality and PT scheme performance. There is therefore considerable potential for senior managers to misinterpret data regarding PT scheme performance within their organisation. It is important for senior managers to appreciate the essentials of PT scheme participation. They should be aware that PT scheme participation is one of a number of quality assurance techniques available to laboratories, and that it only forms a part of the overall quality picture. They should also realise that PT scheme performance is not competitive. Individual scheme operators lay down criteria for the assessment of performance which are stated in the scheme protocol documentation. No difference in standard of performance should be implied between laboratories which fall within the category of “satisfactory performance” in any given round of that scheme. It is advisable that senior managers also put PT scheme performance within their organisation into an appropriate context. In circumstances where a laboratory within their organisation has recorded an unsatisfactory performance for one or more determinations, this must be related to overall performance for the determinations in question. Unsatisfactory performance in the context of a round where the vast majority of participants achieved satisfactory performance should be viewed more seriously than a situation where unsatisfactory performance has been obtained by a high proportion of participants. Equally, one poor result for a given determination should not be viewed in the same manner as a series of poor results over time. To interpret PT scheme data appropriately it is clear that senior managers should gain an appropriate level of understanding of all PT schemes in which their organisation is a participant. It is recommended that copies of scheme protocols or other documentation be available to senior managers for reference.
Sample 1
SENIOR MANAGER a. The Senior Manager shall be a permanent member of Students’ Union staff. The Senior Manager has responsibility for specific roles defined in the Articles of Association and this Memorandum, and shall also have a detailed job description / specification. b. The Senior Manager’s duties shall include: i. Responsibility for monitoring the income and expenditure of the Students’ Union in relation to its budget, and a duty to advise the President and Board of Trustees of overspending in any area, as well as any financial problems and issues arising; ii. Attending the Finance and Risk Committee (with speaking rights only); iii. Presenting the Students’ Union’s accounts to the University’s Finance and General Purposes Committee at each of the four meetings held in the year; iv. Acting as a cheque signatory for the Students’ Union’s bank account together with the President of the Students’ Union; v. Acting as an authorised signatory, together with the President of the Students’ Union, for entering into contracts; vi. Preparing (or have prepared) the annual accounts of the Students’ Union for presentation to an independent body for audit: the completion of audit and transmission of accounts to the Governing Body shall be completed within three months of the end of the financial year (ie within 3 months of 31st July); vii. Arranging adequate insurance cover for the Students’ Union’s owned assets, sporting activities, public and employer’s liabilities, all third party risks and any other appropriate risks; viii. Responsibility for the effective management of all other staff working for the Students’ Union; ix. Ensuring, on behalf of the University and the Students’ Union, that the regulations contained in this Memorandum are observed; and x. Responsibility for ensuring that any anomaly or discrepancy in the financial management of the Students’ Union is reported to the Board of Trustees and the President. If no satisfactory outcome results, the matter shall be reported to the Vice Chancellor.
Sample 1
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SENIOR MANAGER. Non-board governed agencies are provided with their administrative support by the Ministry. The Senior Manager and staff supporting the Commission are staff who are under Part III of the PSOA. a. The staff supporting the Commission report to and are accountable to the Senior Manager for their performance. b. The Senior Manager provides advisory services to the Chair to support the Chair in the management of the Commission’s operations. c. The Senior Manager is accountable to and reports directly to the Chief Administrative Officer/Assistant Deputy Minister of the Corporate Services Division of the Ministry of the Solicitor General.
Sample 1

Related to SENIOR MANAGER

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

  • JOINT LABOR MANAGEMENT COMMITTEE The parties agree that they will continue the Joint Labor-Management Committee to discuss matters of mutual interest relating to the employees covered by this Agreement. Topics for the Joint Labor-Management Committee may include, but are not limited to, Professional Development, Incentive Pay, etc. The Committee shall meet quarterly or as mutually agreed by the co-chairs. The President of CWA or designee and the Director of Human Resources or designee shall serve as co-chairs.

  • Supervisors Supervisors may continue to perform bargaining unit work which is incidental to their jobs. They may also perform bargaining unit work in emergency situations and where such work is necessary to train a covered member. Such work by supervisors may result from but shall not cause any layoffs of covered members.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Joint Consultation Committee 8.01 On the request of either party, the parties must meet at least once every four (4) months, for the purpose of discussing issues relating to the workplace that affect the parties or any employee bound by the Agreement. 8.02 The purpose of the consultation committee is to promote the cooperative resolution of workplace issues, to xxxxxx the development of work related skills and to promote workplace productivity, and to identify opportunities for improved patient care. 8.03 Up to two (2) employees who are members of the joint consultation committee shall be granted leave without loss of pay or receive straight time regular wages while attending meetings of the committee, up to a maximum of two (2) hours’ pay. 8.04 Pay for such meetings will be limited to two (2) hours and employees attending such meetings will not receive overtime wages.

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