The Steps Sample Clauses

The Steps. ⬝ The Industrial Authority meets with the Company many times before the Company commits ⬝ Company commits to Investment & Job Creation ⬝ The Authority, Company, Attorneys, & all interested Parties negotiate the Agreement, then sign ⬝ The Agreement Exemption have to be approved by the Board of Assessors ⬝ The Announcement is made Public The Cycle The Agreement is approved by the BOA XXX courts the Company THE PILOT MOU & Bond Agreement is signed Company commits to Investment & Jobs Investment Pilot/Bond Jobs Inventory Project Fixed Assets CIP Suppliers PILOT PUZZLE ⬝ How the Project Investment and Jobs data fit together with Property Taxes and the Citizens of the Xxxxx Community? COMPLIANCE: WHO’S LOOKING OUT FOR US? ⬝ The Industrial Development Authority ⬝ The County’s Governing Authority ⬝ The City’s Governing Authority ⬝ The last but not the least, the Tax Assessors is the Compliance Board WHY IS IT SO HARD TO ENSURE COMPLIANCE WITH PILOTS ⬝ Multiple players involved ⬝ Lack of understanding ⬝ Lack of Communication ⬝ The folks who negotiate the agreements are gone! ⬝ Can’t find the right folk to communicate with…. ⬝ We take it personal! KEY TEAM MEMBERS ⬝ Facilitator: coordinates and produce the report ⬝ Human Resources: gathers the jobs data ⬝ Accounting: produces the fixed assets, inventory and vendor data ⬝ Legal: requisition, advance, draws and bills of sales ⬝ CFO: the start and end of company’s compliance FIXED ASSETS ARE THE INVESTMENTS PERSONAL AND REAL PROPERTY ⬝ Building ⬝ Building Improvements ⬝ Land ⬝ Land Improvements ⬝ Machinery ⬝ Equipment ⬝ Furniture ⬝ Fixtures JOB ACHIEVEMENT ⬝ Number of full-time employees with benefits as required by the State of Georgia ⬝ Zip codes of employees ⬝ Presented in a report, employment shall be verified with the State’s job reports submitted to Georgia Department of Labor INVESTMENT AND JOBS QUOTA ⬝ BOA Pilot Policy will determine 3 Year Achievement test for the Company’s Commitment ⬝ The Investment Goals ⬝ Job Achievement Goal ⬝ Claw-backs (the Ugly side of Pilots) ⬝ Who loses? THE COMPANY’S REPORT: THE ACCOUNTING TEAM IS RESPONSIBLE FOR MOST OF THE DATA ⬝ Control the cost, finance, payroll and taxes ⬝ Produces data for all Financial data ⬝ Tracks all company’s spending and expenses ⬝ Maintains all financial data ⬝ Balance the company’s financial records VENDORS/SUPPLIERS ⬝ Vendors should be listed and submitted with names, addresses and contact information. ⬝ Suppliers of inventory and other services ⬝ Sub...
Sample 1
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The Steps. Step 1: If you anticipate or are experiencing a job-related problem, you should in the first instance discuss it with your immediate supervisor or manager. Managers are required to set aside the time necessary for a fair and open discussion. Under no circumstances will you be disadvantaged if you raise an issue for discussion on a genuine basis. When appropriate, managers should investigate the facts, consider any policies and practices that may be applicable and may consult with a People and Culture representative for advice as required. Your manager should give you a response within a reasonable period of time.
Sample 1
The Steps. Recipient acknowledges and agrees that its use of the Software Products may contain components manufactured or owned by companies and/or individuals (“Suppliers”) other than HWG (“Third Party Software”). Such Third Party Software shall be governed by the applicable end user license terms of the Third Party Software and the STEPS Recipient hereby agrees to be bound by such terms.
Sample 1
The Steps 
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Related to The Steps

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Maintain strong, trusting, and mutually beneficial relationships with patients, doctors, and other providers and encourage those individuals to promote pharmacists’ patient care services. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Further steps Each party agrees, at its own expense, to do anything the other party asks (such as obtaining consents, signing and producing documents and getting documents completed and signed):

  • Formal Steps 1. Step One A grievant or the Union shall initiate their grievance in writing and present it formally to the College/University President or his or her designee. Such statement of grievance should include specific reference to the following:

  • Steps STEP 1: The designated Union Representative(s), with or without the employee, shall attempt to resolve the matter with the employee's immediate supervisor within twenty-one (21) calendar days after the employee, through the use of reasonable diligence, should have had knowledge of the first occurrence of the event giving rise to the grievance. The supervisor shall then attempt to resolve the matter and shall respond to the Union Representative within seven (7) calendar days.

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