Relief Initial Selection Process Sample Clauses

The Relief Initial Selection Process clause defines the procedure for identifying and selecting potential remedies or relief options at the outset of a dispute or issue. Typically, this clause outlines the steps parties must follow to propose, review, and agree upon initial relief measures, such as submitting written requests or holding preliminary meetings. Its core function is to ensure an organized and transparent approach to addressing problems early, helping to streamline dispute resolution and prevent escalation.
Relief Initial Selection Process. ‌ A. Prior to each work period, available job assignments will be emailed to reliefs and the Union prior to dispatch calling reliefs by seniority. Touring watches shall not be broken up for selection purposes. 1. Version One (1) will be emailed on Saturday with a supplemental version emailed on Wednesday. 2. Assignment selections will commence on Wednesday of the week prior to the work period and will be completed by Saturday. 3. Final selections shall be emailed to all reliefs and the Union, prior to the start of the work period or when the initial selection process has been completed.
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Relief Initial Selection Process. A. Prior to each work period, available job assignments will be e-mailed to Reliefs and the Union prior to Dispatch calling Reliefs by seniority. Touring watches shall not be broken up for selection purposes. 1. Version One (1) will be emailed two (2) Saturdays prior to each work period with a supplemental version emailed on Monday before the commencement of the selections of assignments for the upcoming work period. 2. Assignment selections will commence no later than Tuesday of the week prior to the work period and will be completed by Saturday. 3. Final selections shall be emailed to all Reliefs and the Union, prior to the start of the work period or when the initial selection process has been completed.
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Relief Initial Selection Process. A. Prior to each work period, available job assignments will be e-mailed to Reliefs and the Union prior to Dispatch calling Reliefs by seniority. Touring watches shall not be broken up for selection purposes. 1. Version One will be emailed on Saturday with a supplemental version emailed on Wednesday. 2. Assignment selections will commence on Wednesday of the week prior to the work period and will be completed by Saturday. 3. Final selections shall be emailed to all Reliefs and the Union, prior to the start of the work period or when the initial selection process has been completed. B. Selection‌ Job selections will start with the most senior Relief Master, working down the Relief Masters list by seniority until all jobs are taken or everyone has been offered the available choices. C. Reliefs that have selected seventy-six (76) to eighty-four (84) hours of work have fulfilled their obligation to work in that work period and have now established days off. Reliefs will not be offered additional jobs until all Reliefs have met the seventy-six (76) hour threshold. D. Reliefs who have selected between seventy-six (76) and seventy-nine (79) hours have the right to refuse additional jobs. Overtime incurred in the application of this Rule is not in violation of the overtime list in Rule 9, Overtime.
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Relief Initial Selection Process. A. Prior to each work period, available job assignments will be e-mailed to Reliefs and the Union prior to Dispatch calling Reliefs by seniority. Touring watches shall not be broken up for selection purposes.
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Related to Relief Initial Selection 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.

  • 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.