Reduction Process Sample Clauses

Reduction Process. In the event Vendor accepts a proposed New Broadband Backhaul Market Price pursuant to clause (1) of Subsection (ii) of this Subsection (a), then effective as of the later of (a) the New Broadband Backhaul Market Price Effective Date corresponding to such New Broadband Backhaul Market Price Notice, and (b) [*Material Omitted and Separately Filed Under an Application for Confidential Treatment], the Monthly Per Subscriber Line Charge will be reduced to the New Broadband Backhaul Market Price set forth in the corresponding New Broadband Backhaul Market Price Notice, and with respect to such CONFIDENTIAL TREATMENT REQUESTED Broadband Backhaul Services, Vendor will, if requested by Customer, [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] per [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] at [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] or the [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] corresponding to such New Broadband Backhaul Market Price; provided, however, that Vendor shall not be obligated to reduce the Monthly Per Subscriber Line Charge [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] for which Vendor reduced prices pursuant to this Subsection (iii). Notwithstanding the foregoing: (1) Vendor shall not be obligated to reduce the Monthly Per Subscriber Line Charge at a rate that is more rapid than the rate at which the [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] provides Customer with [*Material Omitted and Separately Filed Under an Application for Confidential Treatment] relative to the applicable [*Material Omitted and Separately Filed Under an Application for Confidential Treatment], as measured monthly.
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Reduction Process. The District will determine the Teacher(s) to be reduced within a program area in accordance with the following procedure which recognizes both the quality and length of the Teacher's service to the District. Teacher(s) who are subject to this process will be informed of that fact.
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Reduction Process. The District shall identify hours to be reduced within a building or program by classification in such cases where a program or service must be adjusted due to the normal operation of the District. If the identified staffing reduction is due to budget reduction or financial distress the District shall identify reduction of hours to the least senior employee(s) within the affected classification. If requested, the parties shall meet to discuss the redistribution of workload.
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Reduction Process. On a calendar quarterly basis, beginning after the Effective Date, Cadence shall review invoices paid against items in the Baxter Capex for that quarter and provide Baxter with a letter indicating Cadence’s intention to reduce the face value of the Letter of Credit, by amendment, for the total amount of the invoices paid in the prior periods (and not yet credited). If Baxter agrees with the amount of Cadence’s proposed reduction, Baxter will send a letter to the designated contact of the issuer of the Letter of Credit authorizing the reduction, with a copy to Cadence. The issuance and maintenance of the Letter of Credit and its amendments will be at the sole cost and expense of Cadence. Any Letter of Credit amendments shall be in form and substance satisfactory to Baxter, and shall be implemented with no lapse in coverage.
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Reduction Process. The specific process for reduction with respect to the union bargaining units is set out below. The Unions will seek to facilitate the process within the context of their responsibilities to their members. The parties agree that voluntary solutions are the best ones, and will make every effort to achieve them. The employer together with the unions will canvass the bargaining units by means of a notification process to see the degree to which necessary reductions can be accomplished on a voluntary basis by early retirement, transfer to another employer, and other voluntary options. In the case of voluntary options, where more employees are interested in an available option than are needed for the necessary reductions, the options will be offered to qualified employees on the basis of seniority. The parties at the facility level will cooperate in the spirit of this agreement to facilitate interim job security solutions by means of relief assignments pending more permanent solutions. In the case of voluntary job sharing that assists in the needs of labour adjustment, the labour adjustment program will pay the additional cost of group benefits that result from the job sharing arrangement. Failing voluntary resolution, positions to be reduced will be identified by the employer in accordance with the terms of the respective collective agreements. Employees identified by this process will be laid off only if: ◆ they chose layoff instead of options for continued employment with the same employer in another position, including a temporary position*; or ◆ they refuse placement into a generally comparable position with another employer in the region.
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Reduction Process. ‌ In the event it becomes necessary for the Board to reduce the staff, the following procedures shall be followed: 1. The Board shall prepare a seniority list by either department or section showing professional personnel who are currently working or are qualified to be working in that department/section. 2. The seniority list above shall be made available to the Association by January 31st of the fiscal year. 3. Each professional bargaining unit member shall have five (5) work days to request any appropriate correction in the seniority list should the bargaining unit member believe that information contained therein is inaccurate. The final decision as to accuracy of information contained on the seniority list shall be left to the Superintendent. If no request is made within five (5) workdays, this shall constitute a waiver of a bargaining unit member’s right to a change or correction. 4. In the event it becomes necessary to reduce staff, the Board shall issue layoff notices to those individuals who are lowest on the seniority list for that department/section as defined in E.1. above. In the event that more than one Professional Staff Member in a department/section has the same seniority date, every attempt will be made to determine the order of hire on that date. This order will be used to determine the sequential listing of individuals for purposes of layoff. If no sequence can be determined a lottery agreed to by all affected individuals will be used to determine the layoff order. 5. Persons holding positions in other sections/departments who are on layoff status shall have the option to bump the least senior bargaining unit member in another department/section holding a position for which he/she has more seniority, provided they are not recalled by August 1st of current fiscal year to a position which requires their certification/approval.
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Reduction Process. The Board shall dismiss employees in inverse seniority order in each category of position, when a reduction in force due to economic reasons and/or due to reduction of some particular type of educational support personnel service is deemed to be in the best interest of the District. The sequence of dismissal for bargaining unit members in a reduction in force shall be the following order: 1. All part‐time ESPs shall be dismissed prior to dismissal of full‐time members; 2. The least senior members in each of the remaining categories of positions listed in Section A hereinabove as the Board determines; 3. Any ties in seniority dates shall be broken by a draw of lots; 4. Bumping rights" as a part of reduction in force shall be as follows: a) Part‐time employees shall have no right to "bump" or move into any other category of position because of seniority acquired at JSD #117. b) Bargaining unit members may only "bump" or move into the General Education Paraprofessionals category of position if a member has more seniority in that category than a less senior member assigned to that category and the member is highly qualified under the law. No bargaining unit member may "bump" into any other category of position other than the General Education Paraprofessionals category of position as provided herein above.
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Reduction Process. If reductions are still required after all voluntary processes have occurred, the District will follow the process outlined in Article 14 of the Teacher Contract.
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Reduction Process. 1. The District reserves the right to determine positions to be eliminated. 2. Layoffs within each affected job classification shall be determined by the District on the basis of the operational needs, special occupational skills, specialized training, and employees' seniority within such job classification. 3. Where job classification seniority dates are the same, the employee’s bargaining unit seniority shall apply. 4. A tie in bargaining unit seniority shall be settled by drawing of lots. The Director of Human Resources and the Association President or their designees will witness the drawing. 5. No regular employee shall be laid off within a job classification until all probationary and temporary employees in such classification have been terminated. 6. An employee laid off in a classification may bump into a previously held classification or a lesser classification within a job family, so long as the District determines the employee is qualified and has proven satisfactory performance, based upon the employee’s evaluation in the classification. The District will determine placement of the affected employee.
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Related to Reduction Process

  • Selection Process The Mortgage Loans were selected from among the outstanding one- to four-family mortgage loans in the Seller's portfolio at the related Closing Date as to which the representations and warranties set forth in Subsection 9.02 could be made and such selection was not made in a manner so as to affect adversely the interests of the Purchaser;

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.8 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone. B. If both parties agree, a mediation session conducted by a trained and experienced mediator shall be scheduled at a mutually convenient date and time. Either party may choose to have an attorney represent them during mediation. Persons attending the mediation session shall have the authority to resolve the dispute. If mediation is unsuccessful, the parties may proceed to follow the provisions for Arbitration. Information disclosed during mediation will not be revealed to anyone. C. The parties and, if they desire, their representatives and/or attorneys, are invited to attend a mediation session. No one else may attend without the permission of the parties and the consent of the mediator(s). D. The mediator(s) will not function as the representative of either party. However, the mediator(s) may assist the parties in understanding their rights and the terms of any proposed settlement agreement. Each party acknowledges being advised to seek independent legal review prior to signing any settlement agreement. E. The parties acknowledge that the mediator(s) possesses the discretion to terminate the mediation at any time of any impasse occurs or either party or the mediator deems the case inappropriate for mediation. F. Prior to mediation, both the City and the PBA (or Employee, only in disciplinary matters) shall enter into a confidentiality agreement, as follows: 1. This is an agreement by the parties to participate in a mediation involving the City against the above named employee. The parties understand that mediation is a voluntary process, which may be terminated at any time. 2. The parties agree to participate voluntarily in mediation in an effort to resolve the charge(s) filed by the City. 3. The parties agree that all matters discussed during the mediation are confidential, unless otherwise discoverable, and cannot be used as evidence in any subsequent administrative or judicial proceeding. Confidentiality, however, will not extend to threats of imminent physical harm or incidents of actual violence that occur during the mediation. 4. Any communications between the mediator(s) and/or the parties are considered dispute resolution communications with a neutral and will be kept confidential. 5. The parties agree not to subpoena the mediator(s) or compel the mediator(s) to produce any documents provided by a party in any pending or future administrative or judicial proceeding. The mediator(s) will not voluntarily testify on behalf of a party in any pending or future administrative or judicial proceeding. The parties further agree that the mediator(s) will be held harmless for any claim arising from the mediation process. 6. The parties recognize and agree that the City is subject to Chapter 119, Fla. Stat., relating to public documents. Therefore, all information including all notes, records, or documents generated during the course of the mediation shall be subject to the exemption contained in Section 119.071 (d)(1), Fla. Stats., until the settlement of the matter, or the conclusion of the arbitration, if any, with the exception of the personal notes of the mediator. 7. If a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be binding upon all parties to the agreement, unless the agreement requires City Commission approval, in which case the agreement will not become binding until publicly approved by the City Commission. Said agreement shall be subject to the provisions of Chapter 119, Fla. Stats. If the charge(s) is not resolved through mediation, the parties may proceed to follow the provisions for arbitration.

  • Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.