Senior Manager Review Sample Clauses

Senior Manager Review. Where informal attempts have not resolved the matter in dispute, details should be submitted in writing by the Contractor to a Designated Manager of the NSS. The Designated Manager will, within four (4) weeks from receipt of correspondence, review the matter in dispute and issue a response in writing to the Contractor. Where the Designated Manager is unable to complete this review within four (4) weeks, she will, before the end of the specified four (4) weeks, write to the Contractor explaining the reason for the delay and indicating when the review will be completed. Such delays will not be for a period greater than four (4) weeks, save where the Parties agree otherwise.
Sample 1
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Senior Manager Review. Where informal attempts have not resolved the matter in dispute, details should be submitted in writing by the Registered Medical Practitioner to the HSE Senior Manager responsible for the particular area or service. The HSE Senior Manager responsible will, within four (4) weeks from receipt of correspondence, review the matter in dispute and issue a response in writing to the Registered Medical
Sample 1
Senior Manager Review. Where informal attempts have not resolved the matter in dispute, details should be submitted in writing by the Registered Medical Practitioner to the manager nominated specifically under the escalation procedure to manage such matters (hereinafter referred to as the “Designated Manager”) of the relevant CHO. The Designated Manager will, within four (4) weeks from receipt of correspondence, review the matter in dispute and issue a response in writing to the Registered Medical Practitioner. Where the Designated Manager is unable to complete this review within four (4) weeks, they will, before the end of the specified four (4) weeks, write to the Registered Medical Practitioner explaining the reason for the delay and indicating when the review will be completed. Such delays will not be for a period greater than four (4) weeks, save where the Parties agree otherwise.
Sample 1

Related to Senior Manager Review

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 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.

  • 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.

  • Management Team Subject to any approval or consulting rights of the --------------- Joint Operations Committee, Manager shall engage or designate one or more individuals experienced in dental group management and direction, including, but not limited to, an administrator, who will be responsible for the overall administration of the Practice including day-to-day operations and strategic development activities.

  • TRANSITION COMMITTEE 8.1.0 A transition committee comprised of the employee representatives and the employer representatives, including the Crown, will be established by January 31, 2016 to address all matters that may arise in the creation of the Trust.

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Consultative Committee 26.1 The parties agree to establish a consultative committee to assist the parties improve productivity, efficiency and to provide for the effective involvement of employees in decision making processes. The committee will consist of an equal number of company and elected employee representatives.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

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