Principles and Requirements Clause Samples
The "Principles and Requirements" clause sets out the fundamental standards and expectations that govern the conduct of the parties under the agreement. It typically outlines the core values, objectives, or minimum criteria that must be adhered to throughout the contractual relationship, such as compliance with laws, ethical behavior, or quality benchmarks. By clearly defining these guiding principles and mandatory requirements, the clause ensures that all parties have a shared understanding of the baseline obligations, reducing ambiguity and helping to prevent disputes over acceptable conduct or performance.
Principles and Requirements. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service.
Principles and Requirements. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the Service. When the reassignment of employee(s) represented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is occurring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full- time and part-time flexible employees who may be involuntarily reassigned. Management shall identify duty assignments within the appropriate
3. The Union shall be notified in advance (as much as six (6) months whenever possible), such notification to be at the regional level, except under A.4 above, which shall be at the local level.
4. Following Regional notification, the parties will meet at the Regional/Area level to discuss the excessing event. At this meeting, the Employer will provide a listing of the residual vacancies for the excessing event. If the radius of the event exceeds 50 miles, the parties will agree on a timeframe for the offering and awarding of the residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 60 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period. If the radius is within 50 miles, the parties will agree on a timeframe for the offering and awarding of residual vacancies. This agreed- upon process is to provide the impacted employee(s) at least 30 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give full consideration to withholding sufficient full- time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. When posi- tions are withheld, management will periodically review the continuing need for withholding such positions and discuss with the NBA the results of such review.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service. When the reassignment of employee(s) represented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is occurring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. Management shall identify duty assignments within the appropriate radius held by PSEs which shall be made available for the reassignment of excess career employees. When positions are withheld, local management will periodically review the continuing need for withholding such positions and discuss with the union the results of such review.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part- time flexible employees shall be kept to the mini- mum consistent with the needs of the service.
2. The Vice Presidents Area Operations shall give full consideration to withholding sufficient full- time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. When posi- tions are withheld, management will periodically review the continuing need for withholding such positions and discuss with the NBA the results of such review.
3. No employee shall be allowed to displace, or “bump” another employee, properly holding a position or duty assignment.
4. Unions affected shall be notified in advance (as much as six (6) months whenever possible), such notification to be at the regional level, except under A.4 above, which shall be at the local level.
5. Full-time and part-time flexible employees involun- tarily detailed or reassigned from one installation to another who qualify for relocation benefits shall be given not less than 60 days advance notice, if possible. They shall receive moving, mileage, per diem and reimbursement for movement of household goods, as appropriate, if legally payable, as governed by the standardized Government travel regulations as set forth in the applicable Handbook.
Principles and Requirements. 1. Dislocation and inconvenience to full-time and part-time flexible employees shall be kept to the minimum consistent with the needs of the service. When the reassignment of employee(s) repre- sented by the APWU is to withheld vacancies outside of the employee’s present installation, the date on which the reassignment will occur will be the same for all impacted employees within the same Postal Area in which the excessing is oc- curring. Excessing of APWU employees within the same Postal Area cannot occur more than once in any three (3) calendar month period, except by mutual agreement of the parties.
2. The Vice-President, Area Operations shall give full consideration to withholding sufficient full-time and part-time flexible positions within the area for full-time and part-time flexible employees who may be involuntarily reassigned. Manage- ment shall identify duty assignments within the appropriate radius held by PSEs which shall be made available for the reassignment of excess career employees. When positions are withheld, local management will periodically review the continuing need for withholding such positions and discuss with the union the results of such review.
3. The Union shall be notified in advance (as much as six (6) months whenever possible), such noti- fication to be at the regional level, except under A.4 above, which shall be at the local level.
4. Following Regional notification, the parties will meet at the Regional/Area level to discuss the excessing event. At this meeting, the Employer will provide a listing of the residual vacancies for the excessing event. If the radius of the event exceeds 50 miles, the parties will agree on a timeframe for the offering and awarding of the residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 60 days written notice of the awarded duty assignment prior to the reporting date, unless the parties agree to a lesser period. If the radius is within 50 miles, the parties will agree on a timeframe for the offering and awarding of residual vacancies. This agreed-upon process is to provide the impacted employee(s) at least 30 days written notice of the awarded duty assign- ment prior to the reporting date, unless the parties agree to a lesser period.
5. Full-time and part-time flexible employees invol- untarily detailed or reassigned from one instal- lation to another shall be given not less than 60 days advance notice, if possible, and shall receive moving, mileage, ...
Principles and Requirements. To achieve these Primary Objectives, the ACO upholds and meets the following principles and requirements:
1. Is a defined network of high-performance primary care and specialty providers, inpatient and outpatient facilities and ancillary providers;
2. Is outcomes-focused and accountable for providing high quality care consistent with evidence-based medicine;
3. Provides patient-centered care for Participants across the continuum of care they need, including intensive care coordination support for high risk individuals;
4. Agrees to operate within a target budget, shared savings and value-oriented payment structure that achieves a x% savings for a defined, prospectively identified Participant population and maintains long-term trend below medical CPI;
5. Agrees to promote value-based payment by increasing the portion of compensation tied to performance-based payments;
6. Maintains a health information technology and administrative infrastructure that supports regular reporting on quality outcomes and cost metrics;
7. Is transparent with respect to provision of claims and clinical information as required to support data reporting requirements of the Company; and,
8. Supports market competition through transparency on quality and cost performance.
Principles and Requirements. The purpose of this article is to provide a mutually acceptable and orderly method for the prompt and equitable resolution of grievances filed by employees, Agency management, or the Union. A grievance is defined, for purposes of this Agreement, with the exceptions enumerated in Section 26.2 as any complaint: • by any employee concerning any matter relating to the employment of that employee; • by the Union concerning any matter relating to the employment of any employees in • the Bargaining Unit; • by any employee, the Union, or the Agencyconcerning: • the effect of interpretation, or claim of breach, of this Agreement; or • any claimed violation, misinterpretation, or misapplication of any law, rule; or • regulation affecting conditions ofemployment. The grievance procedure set forth in this article shall be the sole procedure for processing grievances within its scope. Grievances may be initiated by employees, singularly or jointly; by the Union for itself; by the Union on behalf of one or more employees; or by the Agency. Employees, Agency management, and the Union are encouraged to work together to resolve grievances that have not been formally submitted to avoid having to enter the formal grievance process. By mutual agreement, the parties may opt to attempt to resolve grievances through Alternative Dispute Resolution (ADR) at any stage of the grievance process, including during the employee’s fifteen (15) workday timeframe for formal grievance filing. If the parties mutually agree to attempt to resolve a grievance through ADR, all timelines will be suspended pending the outcome of ADR. If the grievance is not resolved through ADR, the applicable timeline will resume after ADR is completed. It is agreed that the terms and conditions of this Agreement and rules, regulations, policies, and practices will be applied fairly and impartially to all employees within the Bargaining Unit. The Union will encourage reasonable and non-frivolous use of the grievance procedures. The parties agree to respect and maintain the confidentiality of all information involving performance or conduct of individuals.