Where Are We Now Sample Clauses

Where Are We Now. All the above mentioned developments in the flows of T&C products have brought us to where we are today almost four years after the conclusion of the Uruguay Round. They reflect numerous influences, that is the impact of − the MFA and tariff barriers on T&C products, − regional trade agreements, − changing locational demands, − normal development trends and − shifting factor intensities of production. Let us start with the impact of the MFA with its tariff and non-tariff barriers.11 10 It can be shown that it is an essential ingredient in a successful T&C export strategy vis-à-vis aiming at IC markets to use machinery which produces output up to world-market standards. To date such machinery stems almost entirely from ICs. To the extent that such textiles are not produced domestically to world market standards at competitive prices, the other option is to import them. This is the path that Bangladesh successfully followed over the last 15 years (see Spinanger, 1987), and basically reflects the philosophy of Hongkong over the course of its development path. 11 The author realizes that completely differentiating between the various factors is not quite possible, but still intends to use this breakdown as an attempt to illustrate the influence of the various factors. As far as analyzing the impact of UR is concerned, there is no product group which produce world welfare increases to the extent that the elimination of MFA is posited as doing (see Table 6). Based on an average of CGE estimates made around the end of the UR, liberalizing the area of T&C products accounted for almost 40% of the welfare gains calculated from liberalization measures agreed-upon in the UR. This is an impressive number and one which could be used as a verification of the importance of such multilateral trade negotiations. Unfortunately, a caveat needs to be injected here, as the CGE models used so far fail to take into account some crucial aspects of the MFA: − First of all, the quota rents applied in the models and accruing to exporting countries,12 reflect the world as it was in the 1980's, in particular the world as it was in Hong Kong. Times have changed and quota rents in Hong Kong – as well as in other countries – have been decreasing sharply and even approaching zero in many cases. In other words, one of the major factors attributed to decreasing the world's welfare seem to be disappearing. One key reason behind this is the shift in demand away from large Asian suppliers to ex...
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Where Are We Now. 1.1 The Bournemouth, Dorset and Poole sub-region has a population of about 700,000 and includes the South East Dorset conurbation, at nearly 450,000 the second largest urban area in the South West. 1.2 There is an outstanding natural environment, including: a World Heritage Coastline; very large areas of national and international heathland designations; Areas of Outstanding Natural Beauty; and significant historic and cultural assets that contribute to the character and distinctiveness of the area. These are great assets but also impose physical constraints. 1.3 The economy has grown significantly in recent years and for the most part unemployment is low and economic activity rates are high. However, this masks a number of challenges. The sub-region is:  Not as productive as it should be, with Bournemouth-Poole having a GVA per head lower than that of England, with Dorset significantly lower than that;  Characterised by a relatively low wage economy which with very high house prices and the relatively large stock of second homes makes the area one of the least affordable in the country;  Experiencing skills gaps at all levels, exacerbated by demographic change with a loss of young people and a higher proportion of retired people than in the South West region and England;  Being challenged to tackle the causes of multiple deprivation in deprived neighbourhoods, particularly in Bournemouth where there are 17 Super Output Areas in the 20% most deprived nationally; and  Coming under pressure from business and local communities to enhance the sub-region’s infrastructure, particularly the need to address increasing congestion in the urban area and inadequate wider connectivity. 1.4 Stakeholders in the sub-region recognise that there is a compelling case for ‘raising the game’ and have formed a partnership to tackle those issues that need to be addressed. The Partnership is managed through a Board that comprises senior local business figures, local authority leaders, the RDA and the higher education and skills sectors. It is chaired by a private sector representative. In addition, there are theme groups that address the key issues affecting the area. The MAA is drawn from the work undertaken by these groups.
Where Are We Now. As of February 9, Minister Xxxx has announced a grant of half the amount that Own the Podium says is needed. The report is still on his desk and not public, so its policy analysis and recommendations are not known. Many critical programmes will need continued funding as we head into the 2010 budget. The desire for gold medals does not rank with climate action or health care funding. But having created a strong programme, knowing these dedicated young athletes struggle against amazing odds and economic hardship, at least the Minister of State for Sport should be willing to release the report’s recommendations. 0
Where Are We Now. The purpose of this phase is to efficiently update the baseline of information about Overland Park’s system of parks, its recreation services, and the overall performance of the system and the organization. This information will be documented in a summary report which will serve as a baseline for the needs assessment. This phase will also include a review of existing park master plans and the City's Comprehensive Plan to identify the full range of policy implications for the Parks Master Plan.
Where Are We Now 

Related to Where Are We Now

  • Investigations 15.1 The Contractor agrees to cooperate fully and faithfully with any investigation, audit or inquiry conducted by a State or City governmental agency or authority that is empowered, directly or by designation, to compel the attendance of witnesses and to examine witnesses under oath, or conducted by the Inspector General of a governmental agency that is a party in interest to the transaction, submitted proposal, contract, lease, permit, or license that is the subject of the investigation, audit or inquiry. 15.2 If:‌ 15.2.1 any person who has been advised that her or his statement, and any information from such statement, will not be used against her or him in any subsequent criminal proceeding refuses to testify before a grand jury or other governmental agency or authority empowered directly or by designation to compel the attendance of witnesses and to examine witnesses under oath concerning the award of, or performance under, any transaction, agreement, lease, permit, contract, or license entered into with the City, the State, or any political subdivision or public authority thereof, or PANYNJ, or the Owner, or any local development Owner within the City, or any public benefit Owner organized under the laws of the State of New York, or 15.2.2 any person refuses to testify for a reason other than the assertion of her or his privilege against self- incrimination in an investigation, audit or inquiry conducted by a City or State governmental agency or authority empowered directly or by designation to compel the attendance of witnesses and to take testimony under oath, or by the Inspector General of the governmental agency that is a party in interest in, and is seeking testimony concerning the award of, or performance under, any transaction, agreement, lease, permit, contract, or license entered into with the City, the State, or any political subdivision thereof, or the Owner, or any local development Owner within the City, then the commissioner or agency head (each of which is hereinafter referred to as the “Commissioner”) whose agency is a party in interest to the transaction, submitted Proposal, submitted proposal, contract, lease, permit, or license involved in such investigation, audit or inquiry shall convene a hearing, upon not less than five (5) days written Notice to the parties involved, to determine if any penalties should attach for the failure of a person to testify. 15.3 If any non-governmental party to the hearing convened in accordance with the final clause of Section 15.2 requests an adjournment, the Commissioner who convened the hearing or the Owner may, upon the Commissioner granting the adjournment, suspend any contract, lease, permit, or license pending the final determination pursuant to Subsection 15.4.3 below without the City or the Owner incurring any penalty or damages for delay or otherwise. 15.4 The Owner or the City may impose the following penalties after a final determination by the Commissioner that penalties should attach for the failure of a person to testify: 15.4.1 the disqualification for a period not to exceed five (5) years from the date of an adverse determination of any person, or any entity of which such person was a member at the time the testimony was sought, from submitting Proposals for, or transacting business with, or entering into or obtaining any contract, lease, permit or license with or from the City or the Owner, as the case may be; and/or 15.4.2 the cancellation or termination of any and all such existing City or Owner contracts, leases, permits or licenses that the refusal to testify concerns and that have not been assigned as permitted under this Contract, nor the proceeds of which pledged, to an unaffiliated and unrelated institutional lender for fair value prior to the issuance of the Notice scheduling the hearing, without the City or the Owner incurring any penalty or damages on account of such cancellation or termination; monies lawfully due for goods delivered, work done, rentals, or fees accrued prior to the cancellation or termination shall be paid by the City or the Owner, as the case may be. 15.4.3 The Commissioner shall consider and address, in reaching her or his determination, and the Owner and the Commissioner shall consider and address, in assessing an appropriate penalty, the factors in Subsections 15.4.3.1 and

  • Complaints and Appeals As a Premera member, you have the right to offer your ideas, ask questions, voice complaints and request a formal appeal to reconsider decisions we have made. Our goal is to listen to your concerns and improve our service to you. If you need an interpreter to help with oral translation, please call us. Customer Service will be able to guide you through the service. We would like to hear from you. If you have an idea, suggestion, or opinion, please let us know. You can contact us at the addresses and telephone numbers found on the back cover. Please call us when you have questions about a benefit or coverage decision, our services, or the quality or availability of a healthcare service. We can quickly and informally correct errors, clarify benefits, or take steps to improve our service. We suggest that you call your provider of care when you have questions about the healthcare they provide.

  • No exceptions Employees who are Participants in the Plan as of the Effective Date.

  • COMPLAINTS AND GRIEVANCES 7.01 If an employee has a complaint concerning the application, interpretation, administration, or alleged violation of any of the provisions of this Agreement, he/she shall take the matter up orally with his/her immediate Supervisor or designate within five (5) business days after the circumstance giving rise to the complaint. The Supervisor or designate will give his/her answer to the 7.02 If such complaint or question is not settled to the satisfaction of the employee, then the following steps of the grievance procedure may be invoked in order. It is understood that a grievance must be lodged within five (5) business days after receiving the Supervisor’s or designate response to the complaint as per article 7.01. STEP 1 Any employee grievance shall be set forth in writing, in duplicate, and shall be presented to the Supervisor. The submissions shall include reference to the specific clause and article of the Agreement allegedly violated or misinterpreted and redress sought. The Supervisor shall review the grievance and reply in writing to the Union within five (5) business days, giving his/her disposition and his/her reason thereof. STEP 2 If a settlement has not been reached under Step 1, the employee may within five (5) business days of the Supervisor's reply, refer the grievance to the Administrator of the Home, at interest, or his/her nominee. The Administrator of the Home or his/her nominee together with the employee and his/her Supervisor, and his/her Xxxxxxx, shall meet within five (5) business days of reference to the Administrator of the Home. The Administrator of the Home shall give his/her reply in writing to the Union within five (5) business days after date of meeting. STEP 3 If settlement has not been reached under Step 2, the employee may refer the grievance to his/her Union Grievance Committee which may within five (5) business days of the Administrator's reply refer the grievance to the Director of Human Resources or his/her designate. Within five (5) business days the Director of Human Resources or his/her designate together with such other representation as may be chosen to represent the Employer shall meet with the Union Grievance Committee to discuss the grievance. At this meeting a full-time representative of the Union may be present, if his/her presence is requested by the Employer or the Union. Written reply to the grievance shall be given to the Union within five (5) business days after such meeting. If a grievance is not settled to the satisfaction of either party to this Agreement by the procedure outlined above, then either party may, within ten (10) working days of the reply of the Director of Human Resources, refer the grievance to arbitration in accordance with the provisions contained in Article 9. 7.03 Any of the time allowances provided in the Article may be extended by mutual agreement in writing between the Union and the Employer. 7.04 Notwithstanding the provisions of the Ontario Labour Relations Act, any grievance not initiated or appealed at any stage of the grievance procedure, including reference to arbitration within the limits stipulated, shall be considered settled on the basis of the last decision and NOT subject to further appeal. 7.05 No employee written reprimand shall be entered in an employee's personnel file unless the employee and Local Recording Secretary or designate are given a copy of such written reprimand. 7.06 Saturdays and Sundays and paid holidays shall not be considered working days within the scope of this Article.

  • Currently Qwest’s BHC Status Tool and amendments to Appointment Scheduler to account for the BHC process are scheduled for deployment on October 18, 2004. Such tools will not be available before that date. The BHC process will not be available as a provisioning option until these tools are deployed.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

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