The Next Steps Sample Clauses

The Next Steps. 11.5.1 If the parties are not able to resolve the problem by talking to each other, a number of options exist:
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The Next Steps. If a potential ambassador has reviewed this agreement and would like to proceed, they should complete the following steps:
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The Next Steps. If the parties are not able to resolve the problem by talking to each other, the employee or the employer or both have a number of options:  Contact the Employment Relations Infoline, who can provide information and/or refer the parties to mediation;  Take part in mediation provided by the Employment Relations Service (or the parties can agree to get their own mediator);  If the parties reach agreement, a mediator provided by the Employment Relations Service can sign the agreed settlement, which will be binding on the parties;  Agree to have the mediator provided by the ERS decide the problem for the parties, in which case that decision will be binding on the parties;  If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation;  The Authority can direct the parties to mediation, or can investigate the problem and issue a determination;  If one or other of the parties is not happy with the Authority’s determination, that party can refer the problem to the Employment Court;  In limited cases, there is a right to appeal a decision of the Employment Court to the Court of Appeal.
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The Next Steps. If the parties are not able to resolve the problem by talking to each other, the employee or WelTec or both have a number of options: • Contact the Employment Relations Infoline, who can provide information and/or refer the parties to mediation. • Take part in mediation provided by the Employment Relations Service (or the parties can agree to get our own mediator). • If the parties reach agreement, a mediator provided by the Employment Relations Service can sign the agreed settlement, which will be binding on the parties. • Agree to have the mediator provided by the ERS decide our problem for us, in which case that decision will be binding on the parties; • If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation. • The Authority can direct the parties to mediation, or can investigate the problem and issue a determination. • If one or other of the parties is not happy with the Authority’s determination, that party can refer the problem to the Employment Court. • In limited cases, there is a right to appeal a decision of the Employment Court to the Court of Appeal.
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The Next Steps. If the parties are not able to resolve the problem by talking to each other, a number of options exist: ▪ Either party can contact the Ministry of Business, Innovation and Employment Contact Centre, who can provide information and/or refer the parties to mediation ▪ Depending on the nature of the problem, the issues involved may also be ones that the Labour Inspectors employed by the Ministry of Business Innovation and Employment can assist with, i.e. minimum statutory entitlements such as holiday, leave or wages provision ▪ Either party can take part in mediation provided by the New Zealand at Work Mediation Services (or the parties can agree to get an independent mediator) ▪ If the parties reach agreement, a mediator provided by the New Zealand at Work Mediation Services can sign the agreed settlement, which will then be binding on the parties ▪ The parties can both agree to have the mediator provided by the New Zealand at Work Mediation Services decide the problem, in which case that decision will be binding ▪ If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation ▪ The Authority can direct the parties to mediation, or can investigate the problem and issue a determination ▪ If one or other of the parties is not satisfied with the Authority's determination, they can refer the problem to the Employment Court ▪ In limited cases, there is a right to appeal a decision of the Employment Court to the Court of Appeal
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The Next Steps. Get on with Completing the Unfinished Business The Premiers at their August 1997 conference in St. Xxxxxxx, New Brunswick agreed that a push should be put on to complete the unfinished business under the AIT.6 This includes: the conclusion of a MASH agreement; a reduction in list of excluded entities; the completion of the energy chapter; the compliance of regulatory bodies with labour mobility provisions; and a review of the sco pe and coverage of the Agricult ural Chapter. They also agreed to instruct the CIT to examine as a major prior ity, potent ial clarifications and improvements to t he Agreement’s Code of Conduct on Investment Incentives. The CIT was also asked to conclude a workplan with deadlines for completion of negotiations within six months. Yet months later little work has been done. It is about time that the Premiers got more serious about making the AIT work. This was exactly what we urged in last year’s report - finish the job that was started. The deadlines in the agreement have been allowed to pass too often without the promised action. The political will to turn the AIT into a reality has been sadly lacking for too long. We are very disappointed that a process that was so optimistically launched with so much flourish by the CIT has been allowed to become bogged down in bureaucratic inertia and byzantine federal provincial diplomacy.
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The Next Steps. The Supporting Communities Development Officer is in regular contact with the group and continues to give support. The group are still on track to start the Toddler Forest School in the Spring of 2019, after Xxxxx and Xxxxx attended a training course for Forest School Instructors during the Summer of 2018. Brecon Mind Background Officer – Xxx Xxxxxx xxx.xxxxxx@xxxx.xxx.xx Contact – Xxxxxxx Brecon Mind is an independent registered charity affiliated to Mind, the national mental health charity. Based in Brecon, they welcome and support people affected by mental illness and distress. The centre is open at varying times across the week and offers a wide range of activities designed to support and empower people who experience mental distress to move towards well-being. They provide a wide range of healthy activities, courses and services from their main centre in Brecon although they also provide access points in Crickhowell, Hay-on-Wye, and Talgarth. The service complements those provided by the Community Mental Health Team and other voluntary sector agencies. Brecon Mind is largely funded by Powys Teaching Health Board and Powys Social Services although this funding is supplemented by grants and fund-raising activities. Source: xxx.xxxxxxxxxx.xxx.xx Situation Brecon Mind had the use of a piece of ground near the college which they turned into allotments for their service users to carry out gardening activities which has a proven benefit on mental health. Unfortunately, due to the remote location of the allotments they were subject to vandalism, so Brecon Mind withdrew from using them. One of the aims of the Supporting Communities Project is to identify third sector organisations’ needs, and to find if the council has assets or facilities that can be matched to those needs. Through a conversation with a Support Officer at Brecon Mind, the Supporting Communities Development Officer identified a need that Powys County Council could potentially fill, i.e. land for allotments nearer to the town and Brecon Mind offices. Meetings were set up by the Supporting Communities Officer between Brecon Mind and Powys County Council to establish the needs of the charity and potential availability of Council land. Support to acquire the land was offered by the Supporting Communities Officer. Although initial discussions were positive and suitable land identified Brecon Mind did not secure the land in question due to a combination of capacity issues and a change in policy by t...
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