Discussion Sample Clauses

Discussion. The parties are agreed that discussion and communication on matters of mutual concern between employees or the Union and Departments of employment shall be encouraged, recognizing that the format of these discussions will vary from Department to Department.

Discussion. For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such discussions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/ or the employee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other information pertaining to such discussion shall be included in the employee’s personnel folder. While such discussions may not be cited as an element of prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to establish that employees have been made aware of their obligations and responsibilities.

Discussion. Staff has reviewed the proposal relative to all relevant policies and advise that it is reasonably consistent with the intent of the MPS. Attachment B provides an evaluation of the proposed development agreement in relation to the relevant MPS policies.

Discussion. 11.1 It is the intent of both parties to maintain an open line of communication for the betterment of employer-employee relations. Any issue not pertaining to grievances or grievable issues may be discussed by AMEA or ANAHEIM at either party’s request. 11.2 A party requesting a discussion may orally or in writing notify the other party of the subject to be discussed. Thereafter, a meeting shall be promptly arranged at which meeting not more than two (2) AMEA members and the business manager or business representative of AMEA may be present. 11.3 If the parties are not able to resolve the issues after three (3) meetings, the issues will be considered dropped, unless both parties agree to meet additional times. 11.4 If the discussion process results in an agreement between the City Management Representative and AMEA to amend this MOU, such agreement shall be incorporated in a written Letter of Understanding (hereinafter “▇▇▇”), signed by the City Management Representative and AMEA representatives. The matters incorporated in the Letter of Understanding shall be presented to the City Council, or its statutory representative, for determination.

Discussion. Staff has reviewed the proposal relative to all relevant policies and advise that the proposed development is consistent with the MPS. Attachment C provides an evaluation of the proposed development agreement in relation to the relevant MPS policies. Given the large size of the site which enables substantial stepbacks of upper floors, and its context to the block and surrounding areas, greater height is generally appropriate subject to detailed design controls; the site presents an opportunity for comprehensive site planning. The proposed building height continues to fall within the medium rise range as required by MPS policy and, as such, can be considered through the development agreement process enabled by Schedule Q. The inclusion of the site within Schedule Q will ensure that Council has control over the design of the project on the site in order to protect the amenity and development potential of abutting properties and the character of the streets. Attachment A contains the proposed amendments for this to occur. The site does represent a substantial opportunity for major infill development that can contribute to the ongoing revitalization of Gottingen Street as a major commercial node, however the proposed additional height must be considered carefully to ensure it is appropriate for the site and surroundings. The following considerations apply: • Unlike most other areas of Gottingen Street, there are no designated low density neighbourhoods (which are most sensitive to taller development) in close proximity; • The entire block is designated and zoned for commercial development, meaning that existing housing on the block can be replaced by as-of-right commercial and high density development with no ability for public input or council control; • Unlike in other portions of Peninsula North, policies 1.4.8 and 2.9 do not prescribe actual height limits, which gives Council discretion in the development agreement process as to what comprises a medium rise form; and • Policies 1.4.8 and 2.9 do not prescribe actual height limits; this provides Council with discretion through the development agreement process to determine an appropriate medium rise form for the project; and • By comparison, the Downtown Halifax LUB considers mid-rise buildings to be up to

Discussion. The Companies mutually desire that friendly collaboration will continue between them. Accordingly, they will try, and they will cause their respective Group members to try, to resolve in an amicable manner all disagreements and misunderstandings connected with their respective rights and obligations under this Agreement, including any amendments hereto. In furtherance thereof, in the event of any dispute or disagreement (a “Dispute”) between any member of the Pfizer Group and any member of the Zoetis Group as to the interpretation of any provision of this Agreement or the performance of obligations hereunder, the Tax departments of the Companies shall negotiate in good faith to resolve the Dispute.

Discussion. If it is necessary to provide for any matter that is not expressly set forth in this Agreement, the determination shall be made through discussion between the Parties.

Discussion. Where the College has notified the Union of the intended technological change, the parties undertake to meet within the next thirty (30) days to discuss potential problems and attempt to reach agreement which will minimize the impact of such technological change on employees affected thereby.

Discussion. 7.5.1 For minor offenses, management has a responsibility to discuss such matters with the employee. Such discussions are not considered discipline and are not subject to the grievance procedure. Such discussions shall not be noted in the employee’s Official Personnel File, and may not be cited as an element of prior adverse record in any subsequent disciplinary action against the employee.