Member Review Sample Clauses

Member Review. A bargaining unit member shall have the right to examine his/her official personnel files, including the supervisor’s working file and departmental personnel file. The location of all files containing personnel records shall be made known to a bargaining unit member or Union Representative upon request. Reasonable requests for copies of material contained in personnel files will be honored. The parties recognize which it may become necessary to charge for copies provided beyond one (1) copy of each document during any twelve (12) month period at the rate of ten cents ($.10) per page.
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Member Review. Any bargaining unit member shall have the right to examine his/her own personnel file immediately upon request. Reasonable requests for copies of material contained in personnel files will be honored. The parties recognize that it may become necessary to charge for copies provided beyond one copy of each document during any twelve (12) month period at the rate of twenty-five cents ($0.25) per page.
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Member Review. A member shall have the right, by the end of the business day following the day of the request, to review the contents of that member's personnel file and to receive a copy at College expense of any documents contained therein, excluding confidential materials as identified in Section 3.
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Member Review. An Employee shall have access to his or her files at any time upon reasonable notice to the Employer and shall be provided a copy of the files or any parts thereof upon reasonable request.
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Member Review. 11.2.1 A member shall have the opportunity to review recordings from their assigned BWC before: writing a report of any kind (e.g., force, general offense, etc.); conducting an investigation of any kind; or providing testimony in any forum (e.g., force reviews/investigations, criminal investigations, administrative investigations, civil cases).
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Member Review. A Bargaining Unit Member will have the right to examine his or her personnel files. Reasonable requests for copies of material contained in personnel files will be honored. Upon written request to the division Director, derogatory material may be removed after two (2) years. In the event the requested material is not removed, the Bargaining Unit Member will be informed in writing of the reasons why and the conditions necessary for its removal. Denials of requests made pursuant to this Section are not subject to the complaint-grievance-arbitration procedure provided for in Article 10.
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Member Review. This Agreement contemplates that Cisco may, from time to time, disclose to Members, pursuant to Section 2 (Confidentiality), Cisco Technology for review or evaluation (“Member Review”). However, Cisco is under no obligation to make Cisco Technology available to Member or to commercially release Cisco Technology .
Sample 1
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Member Review. If the unit member is making the request, Human Resources will forward a copy of the request to the unit member’s immediate manager within ten (10) working days. The immediate manager shall then return the request form with his or her comments to Human Resources within ten (10) working days. Human Resources will then forward a copy of the request form to the manager’s vice president within ten (10) working days. The vice president shall then return the request form with his or her comments to Human Resources within ten (10) working days. I am submitting this request myself and attest the information provided in this form is complete and accurate to the best of my knowledge. My immediate manager is submitting this request, and I agree disagree this is an accurate and complete description of my duties. If you do not agree with information submitted by your immediate manager on this request, state what you disagree with and explain below why you disagree, including an explanation clarifying the issue(s) of concern if necessary.   Signature (if submitted by unit member):     Unit Member’s Signature Date (Type in your name to acknowledge the information you are providing is true and accurate to the best of your knowledge) ONCE YOUR FORM HAS BEEN SUBMITTED FOR PROCESSING, YOUR REQUEST WILL BE REVIEWED ACCORDING TO THE PROCEDURES IN ARTICLE 17 OF THE BARGAINING AGREEMENT. AFTER A FINAL DETERMINATION IS MADE, YOU WILL RECEIVE AN E-MAIL NOTICE FROM HUMAN RESOURCES EXPLAINING THE DETERMINATION AND YOUR OPTIONS. YOU MAY ALSO CONSUT WITH YOUR CSEA UNION XXXXXXX FOR FURTHER ASSISTANCE. STOP: IF YOU ARE THE UNIT MEMBER, DO NOT PROCEED BEYOND THIS POINT. SUBMIT THIS FORM ALONG WITH ALL SIGNED AND DATED ACCOMPANYING DOCUMENTATION TO HUMAN RESOURCES V IMMEDIATE MANAGER REVIEW If the immediate manager is submitting this request form on behalf of the unit member, the immediate manager must review this request with the unit member and obtain the unit member’s comments and signature in Section IV above prior to forwarding the request to Human Resources. Immediate managers who submit a Reclassification request form on behalf of a unit member shall do so no later than five (5) working days from the date the unit member signed the request form. Review Sections I through III and provide an analysis of this request in the form below (or attach additional pages), including comments about the general work assignments within your unit that pertain to this request as appropria...
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Related to Member Review

  • Peer Review Dental Group, after consultation with the Joint ----------- Operations Committee, shall implement, regularly review, modify as necessary or appropriate and obtain the commitment of Providers to actively participate in peer review procedures for Providers. Dental Group shall assist Manager in the production of periodic reports describing the results of such procedures. Dental Group shall provide Manager with prompt notice of any information that raises a reasonable risk to the health and safety of Group Patients or Beneficiaries. In any event, after consultation with the Joint Operations Committee, Dental Group shall take such action as may be reasonably warranted under the facts and circumstances.

  • Independent Review Contractor shall provide the Secretary of ADS/CIO an independent expert review of any Agency recommendation for any information technology activity when its total cost is $1,000,000.00 or greater or when CIO requires one. The State has identified two sub-categories for Independent Reviews, Standard and Complex. The State will identify in the SOW RFP the sub-category they are seeking. State shall not consider bids greater than the maximum value indicated below for this category. Standard Independent Review $25,000 Maximum Complex Independent Review $50,000 Maximum Per Vermont statute 3 V.S.A. 2222, The Secretary of Administration shall obtain independent expert review of any recommendation for any information technology initiated after July 1, 1996, as information technology activity is defined by subdivision (a) (10), when its total cost is $1,000,000 or greater or when required by the State Chief Information Officer. Documentation of this independent review shall be included when plans are submitted for review pursuant to subdivisions (a)(9) and (10) of this section. The independent review shall include: • An acquisition cost assessment • A technology architecture review • An implementation plan assessment • A cost analysis and model for benefit analysis • A procurement negotiation advisory services contract • An impact analysis on net operating costs for the agency carrying out the activity In addition, from time to time special reviews of the advisability and feasibility of certain types of IT strategies may be required. Following are Requirements and Capabilities for this Service: • Identify acquisition and lifecycle costs; • Assess wide area network (WAN) and/or local area network (LAN) impact; • Assess risks and/or review technical risk assessments of an IT project including security, data classification(s), subsystem designs, architectures, and computer systems in terms of their impact on costs, benefits, schedule and technical performance; • Assess, evaluate and critically review implementation plans, e.g.: • Adequacy of support for conversion and implementation activities • Adequacy of department and partner staff to provide Project Management • Adequacy of planned testing procedures • Acceptance/readiness of staff • Schedule soundness • Adequacy of training pre and post project • Assess proposed technical architecture to validate conformance to the State’s “strategic direction.” • Insure system use toolsets and strategies are consistent with State Chief Information Officer (CIO) policies, including security and digital records management; • Assess the architecture of the proposed hardware and software with regard to security and systems integration with other applications within the Department, and within the Agency, and existing or planned Enterprise Applications; • Perform cost and schedule risk assessments to support various alternatives to meet mission need, recommend alternative courses of action when one or more interdependent segment(s) or phase(s) experience a delay, and recommend opportunities for new technology insertions; • Assess the architecture of the proposed hardware and software with regard to the state of the art in this technology. • Assess a project’s backup/recovery strategy and the project’s disaster recovery plans for adequacy and conformance to State policy. • Evaluate the ability of a proposed solution to meet the needs for which the solution has been proposed, define the ability of the operational and user staff to integrate this solution into their work.

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Joint Job Evaluation Committee The parties entered into agreement December 17, 1992, to ensure the Joint Gender- Neutral Job Evaluation Plan remains current and operational and to that end endorsed the Joint Gender-Neutral Job Evaluation Maintenance Agreement. The parties agree that a guiding principle for the Committee is that there shall be no discrimination between male and female employees wherein a person of one sex is paid more than a person of the other sex for similar or substantially similar work.

  • Technical Advisory Committee (TAC The goal of this subtask is to create an advisory committee for this Agreement. The TAC should be composed of diverse professionals. The composition will vary depending on interest, availability, and need. TAC members will serve at the CAM’s discretion. The purpose of the TAC is to: • Provide guidance in project direction. The guidance may include scope and methodologies, timing, and coordination with other projects. The guidance may be based on: o Technical area expertise; o Knowledge of market applications; or o Linkages between the agreement work and other past, present, or future projects (both public and private sectors) that TAC members are aware of in a particular area. • Review products and provide recommendations for needed product adjustments, refinements, or enhancements. • Evaluate the tangible benefits of the project to the state of California, and provide recommendations as needed to enhance the benefits. • Provide recommendations regarding information dissemination, market pathways, or commercialization strategies relevant to the project products. The TAC may be composed of qualified professionals spanning the following types of disciplines: • Researchers knowledgeable about the project subject matter; • Members of trades that will apply the results of the project (e.g., designers, engineers, architects, contractors, and trade representatives); • Public interest market transformation implementers; • Product developers relevant to the project; • U.S. Department of Energy research managers, or experts from other federal or state agencies relevant to the project; • Public interest environmental groups; • Utility representatives; • Air district staff; and • Members of relevant technical society committees. The Recipient shall: • Prepare a List of Potential TAC Members that includes the names, companies, physical and electronic addresses, and phone numbers of potential members. The list will be discussed at the Kick-off meeting, and a schedule for recruiting members and holding the first TAC meeting will be developed. • Recruit TAC members. Ensure that each individual understands member obligations and the TAC meeting schedule developed in subtask 1.11. • Prepare a List of TAC Members once all TAC members have committed to serving on the TAC. • Submit Documentation of TAC Member Commitment (such as Letters of Acceptance) from each TAC member. Products: • List of Potential TAC Members • List of TAC Members • Documentation of TAC Member Commitment

  • Training Committee The parties to this Agreement may form a Training Committee. The Training Committee will be constituted by equal numbers of Employer nominees and ETU employee representatives and have a charter which clearly states its role and responsibilities. It shall monitor the clauses of this Agreement which relate to training and ensure all employees have equal access to training.

  • Claims Review The IRO shall perform the Claims Review annually to cover each of the five Reporting Periods. The IRO shall perform all components of each Claims Review.

  • Program Review The Contracting Officer or other authorized government representative may hold semi- annual program review meetings. Such meetings will be held via telecom or video teleconferencing. However, the Government reserves the right to request a meeting in person. The meetings will include all BPA holders, representatives from prospective customer agencies, a combination of current and prospective customer agencies, or individual BPA holders. Some Federal Government Agencies and any approved State, Local and Tribal agencies may establish a central program management function. Such users may require their primary suppliers to participate in agency program review meetings on a periodic basis, at no additional cost to the Government.

  • Position Review ‌ The Employer may initiate a position review for a position it believes is improperly classified, and will inform the Union in writing when it has initiated a reallocation process for a bargaining unit position. An individual employee who believes that their position is improperly classified may request a review according to the following procedure:

  • INDEPENDENT ASSESSMENT COMMITTEE CHAIRPERSONS Xx. Xxxxxx Xxxxxxxxx Registered Nurses Association of Ontario 000 Xxxxxxxxxx Xxxxxx, Xxxxx 0000 Xxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000, ext. 216 Fax: (000) 000-0000 E-mail: xxxxxxxxxxxxxx@xxxxxxxxx.xx Ms. Xxxxxxx Plain 0000 Xxxxxx Xxxx Xxxxxxxx, XX X0X 0X0 Telephone: (000) 000-0000 Email: xxxxxxx.xxxxx@xxxxxxxxx.xx LETTER OF UNDERSTANDING BETWEEN: EXTENDICARE SCARBOROUGH (Hereinafter referred to as the "Employer") AND: ONTARIO NURSES' ASSOCIATION (Hereinafter referred to as the "Union")

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