The Claimant’s Position Sample Clauses

The Claimant’s Position. The Claimant contends that Clause 20.6 only makes arbitration mandatory if there is a Dispute Adjudication Board (“DAB”) who has been unable to amicably settle a dispute between the parties and has made some decision that has not been made final. However, no DAB was ever appointed. The Claimant contends that clause 20.8 of FIDIC applies. Clause 20.8(b) in turn does not compel or obligate the parties to arbitrate.
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The Claimant’s Position. The claimants invited us to reconsider the applicability of the approach taken in Ko Aotearoa Tēnei (Wai 262). They did so by adopting Xxxxxxxxx Xxxx Xxxxxx’s analysis of Tiriti/Treaty jurisprudence, which argues that the Court of Appeal’s decision in New Zealand Maori Council v Attorney-General (the Lands case) interpreted the ‘principles’ of te Tiriti/the Treaty to mean that the Crown acquired sovereignty, with the right to govern and make law and policy, and in doing accepted a responsibility actively to protect Māori interests so far as rea- sonably practicable, make informed decisions about the implications for Māori and consult with Māori when it required further information, and to provide a process to remedy past breaches.17 Xxxxxxxxx Xxxxxx argued that, following the Lands case, the Waitangi Tribunal ‘accommodated itself ’ to this interpretation of the Tiriti/Treaty principles and, in so doing: ‘reconstructed the constitutional relationship between the Crown and Iwi and Hapu under Te Tiriti through the construct of “principles” that over- state the authority conferred through kawanatanga and deny the essence of tino rangatiratanga’.18 For the claimants, the conclusion of the Stage One Te Raki report represents an important departure from this jurisprudence. They submitted that the Tribunal set out the ‘challenge of re-conceptualising the Tiriti principles’ in the following terms: ‘Given we conclude that Māori did not cede their sovereignty through te Tiriti, what implications arise for the principles of the treaty identified over the years by both this Tribunal and the courts?’19
The Claimant’s Position. The claimants say that the first step in addressing their concerns with the tppa / cptpp e-commerce provisions is ‘to understand the conceptualisation of the digi- tal ecosystem, including data, in te ao Māori according to tikanga Māori’.25 They argue that within te ao Māori, data is a taonga and is therefore subject to active protection under article 2 of te Tiriti/the Treaty. The claimants also acknowledge that there are ongoing debates within te ao Māori, as well as discussions with vari- ous Crown agencies, about the boundaries of what counts as ‘Māori data’ and how it should be governed.26 The claimants brought evidence from four witnesses to demonstrate the Māori conceptualisation of data and the digital ecosystem: ӹ Xxxx Xxxxxx, a named claimant and member of Te Taumata;27 ӹ Xxxxxxxxxx Xxxxxx, a doctoral student at Te Whare Wānanga o Awanuiārangi studying data and tikanga;28 ӹ Potaua Biasiny-Tule, member of the Digital Economy and Digital Inclusion Ministerial Taskforce, co-founder of education initiatives Digital Natives Academy and Digital Basecamp, and chief executive of Māori news website XxxxxxxXxxxxx.xxx;29 and 25. Submission 3.3.57, p 2 at [3] 26. Submission 3.3.61, p 11 at [26.2]; submission 3.3.60, p 26 at [6.6]; submission 3.3.63, pp 26–27 at [1.62]–[1.64] 27. Document b24

Related to The Claimant’s Position

  • Contractor Hearing Board 1. If there is evidence that the Contractor may be subject to debarment, the Department will notify the Contractor in writing of the evidence which is the basis for the proposed debarment and will advise the Contractor of the scheduled date for a debarment hearing before the Contractor Hearing Board. 2. The Contractor Hearing Board will conduct a hearing where evidence on the proposed debarment is presented. The Contractor and/or the Contractor’s representative shall be given an opportunity to submit evidence at that hearing. After the hearing, the Contractor Hearing Board shall prepare a tentative proposed decision, which shall contain a recommendation regarding whether the Contractor should be debarred, and, if so, the appropriate length of time of the debarment. The Contractor and the Department shall be provided an opportunity to object to the tentative proposed decision prior to its presentation to the Board of Supervisors. 3. After consideration of any objections, or if no objections are submitted, a record of the hearing, the proposed decision, and any other recommendation of the Contractor Hearing Board shall be presented to the Board of Supervisors. The Board of Supervisors shall have the right to modify, deny, or adopt the proposed decision and recommendation of the Contractor Hearing Board. 4. If a Contractor has been debarred for a period longer than five (5) years, that Contractor may after the debarment has been in effect for at least five (5) years, submit a written request for review of the debarment determination to reduce the period of debarment or terminate the debarment. The County may, in its discretion, reduce the period of debarment or terminate the debarment if it finds that the Contractor has adequately demonstrated one or more of the following: (1) elimination of the grounds for which the debarment was imposed; (2) a bona fide change in ownership or management; (3) material evidence discovered after debarment was imposed; or (4) any other reason that is in the best interests of the County. 5. The Contractor Hearing Board will consider a request for review of a debarment determination only where (1) the Contractor has been debarred for a period longer than five (5) years; (2) the debarment has been in effect for at least five (5) years; and (3) the request is in writing, states one or more of the grounds for reduction of the debarment period or termination of the debarment, and includes supporting documentation. Upon receiving an appropriate request, the Contractor Hearing Board will provide notice of the hearing on the request. At the hearing, the Contractor Hearing Board shall conduct a hearing where evidence on the proposed reduction of debarment period or termination of debarment is presented. This hearing shall be conducted and the request for review decided by the Contractor Hearing Board pursuant to the same procedures as for a debarment hearing. 6. The Contractor Hearing Board’s proposed decision shall contain a recommendation on the request to reduce the period of debarment or terminate the debarment. The Contractor Hearing Board shall present its proposed decision and recommendation to the Board of Supervisors. The Board of Supervisors shall have the right to modify, deny, or adopt the proposed decision and recommendation of the Contractor Hearing Board.

  • Hearing Aids Any active employee who is insured under any one of the 9 District sponsored medical plans may request reimbursement for the costs of 10 hearing aids. The maximum amount of reimbursement shall not exceed one 11 thousand dollars ($1,000) within any three (3) year period. The cost of 12 hardware, fitting tests, and other tests related to the hearing aids purchased 13 shall be included for reimbursement purposes. 14

  • Interviewing Opportunity A representative of the Union or Xxxxxxx shall be given an opportunity to interview each new Employee within regular working hours, without loss of pay, for a maximum of thirty (30) minutes during the first month of employment for the purpose of acquainting the new Employee with the benefits and duties of Union membership and its responsibilities and obligations to the Employer and the Union.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • 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.

  • Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the City and the Association in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Association and as a condition of continued employment.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Hearing Tests Audiometric tests should be conducted within two months of a person commencing employment, and thereafter at intervals of two years.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Technical Objections to Grievances It is the intent of both Parties of this Agreement that no grievance shall be defeated merely because of a technical error, other than time limitations in processing the grievance through the grievance procedure. To this end, an arbitration board shall have the power to allow all necessary amendments to the grievance and the power to waive formal procedural irregularities in the processing of a grievance, in order to determine the real matter in dispute and to render a decision according to equitable principles and the justice of the case.

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