Work-Site Selection Process Sample Clauses

The Work-Site Selection Process clause defines the procedures and criteria for choosing the physical location where contracted work will be performed. Typically, this clause outlines who has authority to select the site, any requirements or limitations on location, and the steps for approval or notification. For example, it may specify that the client must approve the site or that the contractor must ensure the site meets certain safety standards. The core function of this clause is to ensure that both parties agree on the suitability and appropriateness of the work site, thereby minimizing disputes and ensuring the work can proceed efficiently and safely.
Work-Site Selection Process. Prior to filling a vacant bargaining unit position, regular employees of the 4 bargaining unit in the same classification will be provided with the first opportunity to transfer into 5 the vacancy. The County determines when a position is vacant and when, and if it will be filled. The 6 most senior employee in the classification will receive the first right of refusal for that position, 7 provided the following conditions are met:
View SourceView Similar (6)
Work-Site Selection Process. Prior to filling a vacant bargaining unit position, regular employees of the
View SourceView Similar (4)
Work-Site Selection Process. International Brotherhood of Teamsters Local 117 - Joint Units Agreement January 1, 2018 2021 through December 31, 20202024 28 461MLACLAC012217 1 A. Prior to filling a vacant bargaining unit position, regular employees of the 2 bargaining unit will be provided with the first opportunity to transfer into the vacancy. The County 3 determines when a position is vacant and when, and if it will be filled. The most senior employee in 5 following conditions are met: 6 1. The transfer does not create an actual or potential legal risk to the County, 7 examples of which include: 8 a. There is no legal restraining order requiring separation of the 9 employee requesting the transfer and one or more bargaining unit employees of the planning unit into 10 which the employee wishes to transfer; 11 b. There is no documentation of sexual harassment or other 12 discrimination allegations between the employee requesting the transfer and one or more bargaining 13 unit employees of the planning unit into which the employee wishes to transfer; 14 c. There is no reasonable basis to believe that such a transfer will 15 create a hostile work environment or hostile work relationship; and 16 d. The employee is not currently under investigation or on a corrective 17 action plan as a result of a disciplinary process, unless it is mutually agreed otherwise. 18 B. Employees can submit or withdraw written requests at any time but will only be 19 considered for a transfer if it is on file prior to the transfer review meeting. The County will post a 20 notification at all work units of its intent to review transfer requests ten (10) days prior to doing so as 21 a reminder to employees to submit requests if interested. The advance notification will include the 22 current vacant positions(s). Given that each transfer results in a subsequent vacancy, the current and 23 subsequent vacancies will be addressed simultaneously in the transfer review meeting. All transfers 24 will be reviewed and approved by the maintenance operations manager or designee. Requests on file 25 will be reviewed and approved by the maintenance operations manager or designee. Requests on file 26 will be purged annually. An employee who changes work locations through this process cannot 1 participate again for twelve (12) months following the effective date of the transfer.
View Source
Work-Site Selection Process. 5 A. Prior to filling a vacant bargaining unit position, regular employees of the 7 the vacancy. The County determines when a position is vacant and when, and if it will be filled. The 8 most senior employee in the classification will receive the first right of refusal for that position, 9 provided the following conditions are met: 10 1. The transfer does not create an actual or potential legal risk to the County, 11 examples of which include: 12 a. There is no legal restraining order requiring separation of the 14 planning unit into which the employee wishes to transfer; 15 b. There is no documentation of sexual harassment or other 18 c. There is no reasonable basis to believe that such a transfer will 19 create a hostile work environment or hostile work relationship; and 20 d. The employee is not currently under investigation or on a corrective 21 action plan as a result of a disciplinary process, unless it is mutually agreed otherwise. 26 approve such transfer and may extend the employee’s probationary period.
View Source

Related to Work-Site 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;

  • Site Selection 5.1.1 If the parties have not designated the street address of the Franchised Location on Exhibit A on the Effective Date, Franchisee shall identify, submit and obtain Franchisor’s prior written approval of the Franchised Location meeting the requirements of this Agreement prior to entering a lease or sublease for the Franchised Location. Franchisee shall provide Franchisor all information required by Franchisor, as determined by Franchisor in Franchisor’s sole determination, necessary for Franchisor to evaluate the Franchised Location. Franchisor shall have ten (10) business days to review Franchisee’s written site proposal for the Franchised Location and notify Franchisee of its approval or disapproval in writing. Franchisor’s failure to respond within ten (10) business days shall signify Franchisor’s disapproval of the site. Franchisor shall not unreasonably withhold Franchisor’s approval of a proposed site for the Franchised Location. 5.1.2 Franchisee must have a site for the Franchised Location approved by Franchisor, receive the opening notice from Franchisor described in Section 5.4 below, and open Franchisee’s Franchised Business for business within six (6) months from the Effective Date, except as otherwise provided in Section 5.1.3 All matters related in any way to Franchisee’s site are Franchisee’s sole responsibility, regardless of any assistance Franchisor may choose to provide. Franchisee is responsible for obtaining any architectural and engineering services required for Franchisee’s facility and for ensuring its compliance with local law. Neither Franchisor, nor any other person or company associated with Franchisor shall have any liability for any site‐related matter. ▇▇▇▇▇▇▇▇▇▇ agrees not to make any claims against Franchisor and/or any of Franchisor’s affiliates or associates with regard to such matters. 5.1.4 If Franchisor makes a loan to Franchisee for (i) Franchisee’s purchase of the franchise for the Franchised Business; (ii) the remodeling of the Franchised Location; (iii) the transfer of any interest in this franchise or this Agreement; or (iv) any other purpose; Franchisee shall open (or re‐open, as the case may be), the Franchised Business for business within sixty (60) days from the loan origination date.

  • 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.

  • Escalation Process If Customer believes in good faith that Customer has not received quality or timely assistance in response to a support request or that Customer urgently need to communicate important support related business issues to Service Provider’s management, Customer may escalate the support request by contacting Service Provider and requesting that the support request be escalated to work with Customer to develop an action plan.

  • 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.