Informal Advice Sample Clauses

Informal Advice. 125.1 At the point where individual employees can be identified, the Chief Executive will advise the officer(s) that a position(s) is likely to become excess and that the employee may be affected. In that advice the officer(s) will also be advised that the officer may be represented by an employee representative at subsequent discussions. The Chief Executive will discuss with the officer(s) and, where chosen, the employee representative(s) the issues dealt with in sub-clauses 124.1(a) through (i) (as appropriate in each case).
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Informal Advice. The TDA may request from Monitor informal advice on the competition issues that may arise with respect to a merger between NHS trusts. Informal advice will allow decision makers to make a more informed assessment of the competition risks associated with different options which can inform the decision on whether to devote time and resource to developing a proposal further. Monitor and the TDA expect that informal advice will be requested at a stage where a limited number of merger options are emerging as viable options. The value of the advice is much reduced if there only remains a single viable merger partner and no other options under consideration although it can still be used to help identify the key issues that are likely to be analysed as part of the substantive competitive assessment and therefore enable the merger parties to plan resource accordingly. When making a request for informal advice, the TDA will provide Monitor with the following information:  Identity of the merging parties;  High level description of services provided by each of the merger parties and where they currently provide these services from; and  Details of any plans to reconfigure existing services in area. Monitor’s informal advice will consist of an email setting out the key issues that have been identified based on the information provided. The content will be tailored to the issues being considered and range of potential merger options upon which advice is being sought. Informal advice is not determinative or binding on Monitor. For practical reasons the advice will not be subject to review and/or approval by the Monitor board or the members of Monitor’s co- operation and competition panel. Monitor expects that in the majority of cases it will be able to provide informal advice within 10 working days of receiving the information it requires. However, the exact timing will depend on, amongst other things, the available resources within Monitor at the time, the number of potential merger options on which advice is being sought and whether any of the options raise new or novel issues which Monitor has not considered in detail in previous reviews. Advice based on substantive assessment The TDA will notify Monitor when a merger between NHS trusts has been identified as the preferred option for those trusts. Monitor will provide the TDA with advice based on a substantive assessment of the merger. This advice will be provided for mergers between all types of NHS trusts, inclu...
Sample 1
Informal Advice. Informal advice which may involve the offer of counselling is an integral part of the activity of staff management; it should be carried out in an open and honest manner and recorded on the pro forma at Annex A for future reference. This informal advice does not form part of the following procedures and should be recognised as being quite separate from them. Notwithstanding the informality of the advice, the employee being counselled has the right to be accompanied and/or represented by a Trade Union or Professional Association official or any other person of their choice. Where an individual expresses the desire to be accompanied, this request will be granted. Procedures These procedures will have the following application and scope: These procedures apply to all employees of Argyll and Bute Council; Nothing in these procedures affects the rights of an employee under the National Agreements set out in the terms and conditions handbook of the appropriate Scottish National Council, or an employee’s rights under any relevant legislation; No disciplinary action, as specified in these procedures, will be taken against an accredited Trade Union or Professional Association official until the circumstances of the case have been discussed, after obtaining their permission, with the appropriate full-time officer of the organisation concerned. Under the Equalities Legislation employees should advise if any special arrangements are required.
Sample 1
Informal Advice. When the Com- mission, at its discretion, determines that it will not issue an opinion letter as defined in § 1626.18, the Commission may provide informal advice or guid- ance to the requestor. An informal let- ter of advice does not represent the for- mal position of the Commission and does not commit the Commission to the views expressed therein. Any letter other than those defined in § 1626.18(a)(1) will be considered a letter of advice and may not be relied upon by any employer within the meaning of section 10 of the Portal to Portal Act of 1947, incorporated into the Age Dis- crimination in Employment Act of 1967 through section 7(e)(1) of the Act. [48 FR 140, Jan. 3, 1983, as amended at 54 FR 32063, Aug. 4, 1989. Redesignated at 68 FR 70152, Dec. 17, 2003; 74 FR 3430, Jan. 21, 2009] § 1626.21 Effect of opinions and inter- pretations of the Commission.
Sample 1

Related to Informal Advice

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Discussions The employee's concerns will be presented orally by the employee to the appropriate supervisor. Every effort shall be made by all concerned in an informal manner to develop an understanding of the facts and the issues in order to create a climate which will lead to resolution of the problem. If the employee is not satisfied with the informal discussion(s) relative to the matter in question, he/she may proceed to the formal grievance procedure.

  • Informal Discussion If an employee has a problem relating to a work situation, the employee is encouraged to request a meeting with his or her immediate supervisor to discuss the problem in an effort to clarify the issue and to work cooperatively towards settlement.

  • Informal Conference Prior to the filing of a grievance, in an effort to resolve the issue(s), the grievant shall make reasonable attempts to initiate / discuss or an attempt to initiate / discuss the issue(s) informally with the grievant’s Principal or Supervisor.

  • Informal Stage An employee, with the concurrence of the Bargaining Unit, may initiate a complaint with the immediate supervisor within twenty-five (25) days from the day the cause of the grievance became known, or reasonably ought to have been known. The immediate supervisor shall answer the complaint in writing within five (5) days after the receipt of the complaint.

  • Informal Resolution To expedite resolution and control the cost of any dispute, controversy or claim related to this Agreement ("Dispute"), you and Company agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating any arbitration or court proceeding. Such informal negotiations commence upon written notice from one person to the other.

  • Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:

  • Informal Observation Additional evaluation of employees may occur through informal observations by the Employer. It may not be necessary to reduce such evaluations to writing, and a verbal discussion between the Employer and the employee concerning the informal observations may suffice. If a written evaluation is deemed necessary, Procedures C and D as outlined above shall be followed.

  • Informal Grievance The aggrieved employee or group of employees or a representative of the Union shall orally present the grievance to the employee's Supervisor or his/her designated representative within five (5) standard working days following the occurrence of events on which the grievance is based. The Supervisor shall give his/her answer within five (5) standard working days of the date of presentation of the grievance. Grievance settlements at the informal level shall set no precedents in any future MOU interpretation.

  • Informal Observations 1. An informal observation is a documented observation that is not required to be pre-scheduled. Additional informal observations may be necessary to collect additional evidence.

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