Management Committee's Response Sample Clauses

Management Committee's Response. The Management Committee is to acknowledge the application within three weeks of its receipt and make a preliminary response to it within a target of three months. The preliminary response should indicate the acceptability of the application assuming that technical examination of the documentation and the shadow certification are successful. When the Management Committee concurs that the information supplied by the applicant is satisfactory and that no clarification or supplementary information is required, the applicant will be asked to nominate as candidates for Shadow Certification at least two products for which a EAL3 or EAL4 (CC level) resp. E2 or E3 (ITSEC level) evaluation level as a minimum is claimed. At least one of these must be an EAL4 (CC) resp. E3 (ITSEC) evaluation. The applicant shall supply an outline summary of each product and details of the arrangements for its evaluation and certification. The Management Committee will, within a target of one month of receipt of the nomination, select two of the products for shadow certification and notify the applicant accordingly. The Management Committee is to select two or more Qualified Participants (other than the CB's Authorizing Participant) to carry out the shadow certification. The Participants selected are to make nominations for a primary assessment team to consist of two experts. Any Participant (including the Authorizing Participant) may provide an additional expert at its own expense. Other Participants (qualified or not) can propose to attend as observers to the assessment. The Management Committee could define a limit in the number of them, but a minimum of two observers should be allowed. The Management Committee is to inform the applicant of the names and parent organisations of the experts. Where the CB applicant has already been granted a Qualifying status through a similar procedure within the framework of another international Mutual Recognition Agreement, the Management Committee may decide to exempt partly the applicant from the procedures there laid down.
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Management Committee's Response. The experts are to report their findings on the Shadow procedures, the audits and the vulnerability analysis assessments in writing to the Management Committee within one month of the completion of their work, together with a recommendation on whether the candidate's application should be accepted or rejected. The Management Committee is to make its decision based on these reports and recommendations. This decision may be either to reject the application, or to accept it possibly with limitations regarding the level of Recognition or regarding the IT technical domains covered. The Management Committee is then to convey its decision to the applicant in writing within a target of two months following receipt of the experts’ reports. In the case of rejection, the Committee should provide a summary of the reasons for the decision and of the principal evidence on which it is based. In the case of acceptance, the Committee shall record the decision by updating Annex K accordingly.
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Management Committee's Response. 29 The Management Committee is to acknowledge the application within three weeks of its receipt and shall make a preliminary response to it within a target of three months.
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Related to Management Committee's Response

  • 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.

  • 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.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Union-Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.

  • Management Committee The Members shall act collectively through meetings as a "committee of the whole," which is hereby named the "Management Committee." The Management Committee shall conduct its affairs in accordance with the following provisions and the other provisions of this Agreement:

  • Purpose of the Committee In order to xxxxxx better relations between the parties, the purpose of the Committee shall be to discuss matters of mutual concern including matters pertaining to the improvement of quality health care and safe nursing practice. The Committee shall have the power to make recommendations to the Union and to the Employer.

  • Timing of Plan Administrator Response The Plan Administrator shall respond in writing to such claimant within 60 days after receiving the request for review. If the Plan Administrator determines that special circumstances require additional time for processing the claim, the Plan Administrator can extend the response period by an additional 60 days by notifying the claimant in writing, prior to the end of the initial 60-day period, that an additional period is required. The notice of extension must set forth the special circumstances and the date by which the Plan Administrator expects to render its decision.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • Advisory Committees The Board may appoint Advisory Committees to review design review applications, or provide input on other issues of concern to the Board or the Commission. These Advisory Committees include, but are not necessarily limited to, the following:

  • 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.

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