Employment Model Sample Clauses

Employment Model. For the purposes of the diagram included in Schedule 1, the colour coding shall be interpreted as follows: Green – ROCU Host Force/Metropolitan Police Service or seconded to ROCU Host Force/Metropolitan Police Service – funded by the programme; Blue - Lead Force (Devon and Cornwall Police) – funded by the programme; Pink - West Yorkshire Police – funded by the programme; and Red – Part funded by the Lead Force and the programme. SCHEDULE 2 Outline of Groups The Modern Slavery Teams shall be set up as follows: The following three teams will work together to improve the golden thread of intelligence and to develop the consistency of the police intelligence & investigative response: The Insight Team who will develop disruption and performance information, develop coordinated intelligence collection strategies in response to the NSIRs and improve the sharing of intelligence and assessed information between police regions. The Regional Analytical Function, embedded within the 9 ROCUs and MPS, delivering a stronger flow of information from local to national; debriefing investigations, embedding the National Strategic Intelligence Requirements and delivering thematic assessments in response to hypothesis posed by the centre. The Regional Coordinator Function, embedded within the 9 ROCUs and MPS, providing specialist investigative advice and support, debriefing investigations, and embedding the national modern slavery action plan across all Forces. The following teams will improve police practice, investigations and activity: The establishment of a 4P Delivery Team of subject matter experts to build an evidence base, policy and guidance surrounding complex elements of Modern Slavery investigations, including but not limited to financial, cyber, ports, disruption, victim advocacy. This team will operate across the UK actively debriefing and evaluating good practice, supporting the development of disruption, prevention and training activity and informing intelligence collection strategies including engagement with key sectors. The establishment of processes to improve access for investigators to expert prosecution (civil and criminal) advice, to escalate challenges where advice is disputed and to track lessons learnt about Modern Slavery cases across the criminal justice system as further described in the 4P & NRM Terms of Reference in Schedule 5 (Terms of Reference). A National Training Coordination Function to develop, roll out and track delivery of training packa...
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Employment Model. Each ROCU Host Force will procure that job descriptions for the Regional Strategic Analysts roles are created in each ROCU Host Force and will be evaluated by each ROCU Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by each of the host forces for the 9 ROCUs and the MPS as per their local policies / agreements. ROCUs local S22a collaboration agreements will apply. Police staff will be posted (if from same host force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the ROCU Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness / absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty (40) non-contiguous Business Days for a related condition. Promptly after completion of the assessment, the ROCU Host Force will inform the Lead Force of the outcome. The Host Force will consider and implement any reasonable adjustments which are required in order for the seconded person to return to this role. In the circumstances that the nominated person will be unable to return to work within the defined period, the ROCU Host Force will be required to back fill the position with a suitably qualified alternative individual. If the ROCU Host Force is unable to back fill this position, the funding for this service will cease forty (40) Business Days after the first day of sickness / absence of the nominated person. Should a post become vacant due to long term sickness the ROCU Modern Slavery Project Lead and the Police Transformation Unit Commander will be jointly responsible for deciding whether a replacement post holder should be recruited.
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Employment Model. The MSPTU team is directly employed by the Lead Force. Roles will be advertised and the recruitment and vetting process will be managed by the Lead Force as per their local policies/agreements. Police Officers will be posted (if from the Lead Force), or seconded (from a different force). The Police Officers remain in the service of their home force whilst seconded. Police staff will be posted (if from Lead Force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”).
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Employment Model. Each ROCU Host Force will procure that job descriptions for the Regional Coordinators are created in each ROCU Host Force and will be evaluated by each ROCU Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by each of the ROCU Host Forces for the 9 ROCUs and the MPS as per their local policies/agreements. ROCUs local S22a collaboration agreements will apply. Police Officers will be posted (if from same ROCU Host Force), or seconded (from a different force). The Police Officers remain in the service of their home force whilst seconded. Police staff will be posted (if from same ROCU Host Force), seconded (from a different force) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the ROCU Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness/absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty
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Employment Model. West Yorkshire OPCC shall procure that a job description for the NATMSN Coordinator is created locally and evaluated by the NATMSN Host Force using local processes. The role will be advertised and the recruitment and vetting process will be managed by the host forces as per their local policies/agreements. Police staff will be posted (if from same host force), seconded (from a different force or organisation) or directly employed on a fixed term contract if externally employed (hereinafter referred to as “the nominated person”). In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the NATMSN Host Force will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness/absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty
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Employment Model. The National Insight Team is directly employed by the Lead Force. Police Staff are seconded (from external forces) or posted (from within Devon & Cornwall) or are recruited on a fixed term contract.
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Employment Model. NCA will identify / recruit / post both the SNE and the ENUUK researcher for the Term to the Europol function, ring-fenced for work within this project (hereinafter referred to as “the nominated person” . The costs will be charged to the Lead Force in accordance with clause 16. In the event of the long-term sickness of a nominated person within one of the roles, after twenty (20) Business Days the NCA will be required to make an assessment of whether the employee will be able to return to work within forty (40) Business Days of the first day of sickness / absence (hereinafter referred to as “the defined period”) based on relevant medical assessment and evidence. The defined period may comprise of forty (40) contiguous Business Days or forty (40) non-contiguous Business Days for a related condition. Promptly after completion of the assessment, the NCA will inform the Lead Force of the outcome. The NCA will consider and implement any reasonable adjustments which are required in order for the seconded person to return to this role. In the circumstances that the nominated person will be unable to return to work within the defined period, the NCA will be required to back fill the position with a suitably qualified alternative individual. If the NCA is unable to back fill this position, the funding for this service will cease forty (40) Business Days after the first day of sickness / absence of the nominated person.
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Related to Employment Model

  • Employment Pool a. All certificated employees who are not recommended for retention in accordance with these procedures shall be terminated from employment and placed in an employment pool for possible re-employment for a period of up to two (2) years. Employment pool personnel will be given the opportunity to fill open positions within the categories or specialties identified in Section 2.A.3. for which they are qualified under Section 2.A.5. If more than one such employee is qualified for an open position, the criteria set forth in Section 2.A.6. shall be applied to determine who shall be offered such position.

  • Supported Employment Supported employment is provided to an individual who has paid, individualized, competitive employment in the community (i.e., a setting that includes non- disabled workers) to help the individual sustain that employment. It includes individualized support services consistent with the individual’s plan of services and supports as well as supervision, self-employment, and training. Optional*† E. Behavioral Support: Specialized interventions by professionals with required credentials to assist an individual to increase adaptive behaviors and to replace or modify maladaptive behavior that prevent or interfere with the individual’s inclusion in home and family life or community life. Support includes: ▪ assessing and analyzing assessment findings so that an appropriate behavior support plan may be designed; ▪ developing an individualized behavior support plan consistent with the outcomes identified in the individual’s plan of services and supports; ▪ training and consulting with family members or other providers and, as appropriate, the individual; ▪ and monitoring and evaluating the success of the behavioral support plan and modifying the plan as necessary. Optional*† F. Nursing: Treatment and monitoring of health care procedures prescribed by physician or medical practitioner or required by standards of professional practice or state law to be performed by licensed nursing personnel. Optional

  • TTOC Employment Melding Exercise 145 LETTER OF UNDERSTANDING NO. 16(B) 146

  • Employment Option If the State determines that it would be in the State’s best interest to hire an employee of the Contractor, the Contractor will release the selected employee from any non-competition agreements that may be in effect. This release will be at no cost to the State or the employee.

  • Terms of Employment This Section 2 sets forth the terms and conditions on which the Company agrees to employ Executive during the period (the “Protected Period”) beginning on the first day during the Term of this Agreement on which a Change of Control occurs and ending on the second anniversary of that date, or such earlier date as Executive’s employment terminates as contemplated by Section 3.

  • Re-employment Rights (1) Re-employment of Faculty Members on layoff status will be administered by the College in accordance with the then-applicable provisions of the Education Code.

  • Employee Termination A) Regular employees other than those serving a probationary period, shall give twenty-eight (28) calendar days written notice of termination to a representative designated by the Employer with the authority to accept such written notice.

  • Employment Benefits In addition to the Salary payable to the Executive hereunder, the Executive shall be entitled to the following benefits:

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Cyclic Employment Leave Leave without pay will be granted to cyclic year employees during their off season.

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