Significant Challenges Sample Clauses

Significant Challenges. Despite the economic improvements sustained over the past ten years, the Liverpool City Region continues to face a number of economic challenges associated with significant levels of worklessness and concentrations of deprivation in particular neighbourhoods. There is a long-term widening in the productivity gap (measured as GVA per job-filled) between the City Region and the UK. In 2000 the productivity gap stood at 11%. In 2005, the gap had grown to around 16%. Forecasts show that even with the range of programmes in the pipeline over the next 15 years, this productivity gap will not close. Entrepreneurial activity in the City Region is demonstrably lower than elsewhere. The City Region has a self-employment rate of 6.8%, compared to the UK average of 9.4%. In addition, gross VAT-registrations in 2006 stood at only 23 per 10,000 compared to a UK average of 37 per 10,000. At current growth rates, it would take over 30 years to reach current UK business VAT registration rates. Current economic growth will not meet the needs of people within particularly deprived communities. Over 240,000 people in the Liverpool City Region are economically inactive and 24.5% of super output areas in Merseyside appear in the top 5 percent of the IMD 2007 most deprived SOAs. To meet the Government‟s aspiration of an 80% employment rate an additional 108,780 people need to move into employment. Some 20% of working age people in Merseyside have no NVQ qualifications, compared to 13.6% for the UK. The overall skill profile of the city region compared to the UK as a whole shows a propensity towards low-level qualifications with a deficit of higher-level qualifications (NVQ Level 4+) and a particular excess of individuals with no skills, as shown. Across all skills levels the Liverpool City Region is lagging 4 – 6 % behind the UK average. Poor national image and perception – Liverpool city region is still seen as a region that has been defined by its problems rather than its successes. Housing quality, choice and range remain an issue for parts of the city-region – low-quality stock is a major constraint on the regeneration and renewal both of deprived areas and the wider City Region, restricting mobility and constraining the efficient functioning of the labour market. In addition, high concentrations of vacant properties in parts of the city region continue to blight neighbourhoods, restrict housing choice and send out a negative message about the quality of place and quality of...
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Related to Significant Challenges

  • Challenges The Experts may be challenged by either Party if circumstances exist that give rise to justifiable doubts as to any of their impartiality or independence. In such circumstances the challenge shall be brought by written notice to the ICC copied to the other Party within fourteen (14) calendar days of the appointment of the relevant Expert or within fourteen (14) calendar days of the challenging Party becoming aware of the circumstances giving rise to the challenge. Unless the challenged Expert withdraws. or whichever of the Parties that has not brought the challenge agrees to the challenge, within fourteen (14) calendar days of the challenge, the ICC shall decide the challenge and, if appropriate, shall appoint a replacement Expert in accordance with the criteria set out herein.

  • – OWNERSHIP OF THE RESULTS - INTELLECTUAL AND INDUSTRIAL PROPERTY Any results or rights thereon, including copyright and other intellectual or industrial property rights, obtained in performance of the Contract, shall be owned solely by the Community, which may use, publish, assign or transfer them as it sees fit, without geographical or other limitation, except where industrial or intellectual property rights exist prior to the Contract being entered into.

  • Adverse Action The Indenture Trustee need not take an action that it determines might have a material adverse effect on the rights of the Noteholders not consenting to the action.

  • Legal Action If you are dissatisfied with the determination of your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law. Under state law, you may not begin court proceedings prior to the expiration of sixty (60) days after the date you filed your claim. In no event may legal action be taken against us later than three (3) years from the date you were required to file the claim. For members covered by a group (employer sponsored) health plan, your plan may be subject to the Employee Retirement Income Security Act of 1974 (ERISA), as amended. Under federal law, if your plan is subject to ERISA you may have the right to bring legal action under section 502(a) of ERISA after you have exhausted all appeals available under the plan. That means, for both medical and administrative appeals, federal law requires that you pursue a final decision from the plan, prior to filing suit under section 502(a) of ERISA. For a medical appeal, that final decision is the determination of the appeal. You are not required to submit your claim to external review prior to filing a suit under section 502(a) of ERISA. Consult your employer to determine whether this applies to you and what your rights and obligations may be. If you are dissatisfied with the decision on your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Legal Actions A Receiver may bring, prosecute, enforce, defend and abandon any action, suit or proceedings in relation to any Security Asset which he thinks fit.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

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