MANAGEMENT OF Sample Clauses

MANAGEMENT OF. REDEPLOYMENT In accordance with this Agreement appropriate consultation will occur prior to the introduction of change. 4.1 When an employee occupies a position which is declared surplus to requirements the appropriate supervisor shall: 4.1.1 Immediately advise the Chief Executive Officer; 4.1.2 Retain responsibility for the welfare of the employee until redeployment;

MANAGEMENT OF. SunValley LLC. Each of the Partners acknowledges that the Partnership is the sole member of SunValley LLC and recognizes that, pursuant to the provisions of the Operating Agreement of SunValley LLC, the Partnership has the right and power to manage the operations and activities of SunValley LLC in its sole discretion, except with respect to certain actions and decisions requiring the affirmative consent of both of SunValley LLC's Independent Managers. The Partners agree that the Partnership shall manage the operations and activities of SunValley LLC in a manner consistent with the management and governance provisions contained in this Agreement, including, by way of example and not of limitation, that the Managing Partner shall only cause the Partnership to take those actions with respect to SunValley LLC which the Managing Partner would be permitted to take without further authorization under this Agreement with respect to the Partnership. All other actions with respect to SunValley LLC shall be taken by the Managing Partner on behalf of the Partnership only upon the consent of the Non-Managing Partners.

MANAGEMENT OF. AUTOMAX On the Closing Date, ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ shall become the President and director of AUTOMAX. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ shall have sole control over the day to day operation of AUTOMAX. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇ shall become Secretary and director of AUTOMAX.

MANAGEMENT OF. UNSATISFACTORY WORK PERFORMANCE‌ 1.38.1 The purpose of this clause is to: 1.38.1.1 provide a procedurally fair framework to identify and address Unsatisfactory Work Performance; 1.38.1.2 support Employees with Unsatisfactory Work Performance to enable them to improve their performance to the required standard; and 1.38.1.3 ensure that Unsatisfactory Work Performance is addressed expeditiously. 1.38.2 An Employee’s work performance is unsatisfactory where the Employee substantively fails to perform duties or deliver outcomes to the standards, responsibilities or reasonable expectations commensurate with the nature, purpose and classification of their position (Unsatisfactory Work Performance). 1.38.3 Where the Unsatisfactory Work Performance falls within the meaning of misconduct in accordance with clause 1.39, any documented processes or action arising from the process under this clause 1.38 may also be considered in the process set out at clause 1.39. 1.38.4 Prior to any formal discussions regarding performance, the University will, where appropriate, endeavour to assist the Employee to improve their performance through one or more of the following interventions as determined by the Manager: 1.38.4.1 increased supervision; 1.38.4.2 changes to work arrangements; 1.38.4.3 mentoring; 1.38.4.4 coaching; 1.38.4.5 training and professional development; 1.38.4.6 increased feedback; or 1.38.4.7 other actions discussed with the Employee. 1.38.5 Before commencing formal Unsatisfactory Work Performance processes, the University will: 1.38.5.1 be satisfied that appropriate informal attempts to address an Employee’s Unsatisfactory Work Performance have been unsuccessful; 1.38.5.2 advise the Employee of the purpose of the meeting; 1.38.5.3 provide the Employee with prior opportunity to seek advice on the Unsatisfactory Work Performance process; 1.38.5.4 allow the Employee the opportunity to provide details of any personal factors pertinent to the matter; 1.38.5.5 consider any organisational or personal factors that contribute to the Employee’s Unsatisfactory Work Performance. and 1.38.5.6 consider alternatives to the Unsatisfactory Work Performance process to address the matter. 1.38.6 Where the University and Employee agree that the Employee is not capable of meeting the required level of performance the University may, at its discretion, transfer the Employee to another position. Base Salary (as defined in clause 0 for Division 2 Employees or clause 0 for Division 3 E...

MANAGEMENT OF processing residual The facility must store, reload and transfer all processing residual on an impervious surface, for example, asphalt or concrete, within a covered building or alternatively, inside covered containers or within covered transport trailers.

MANAGEMENT OF. The Union acknowledges that it is the exclusive function of the Management of the Company to manage the industrial enterprises in which the Company is engaged, and to determine the number and location of Plants, products to be manufactured, methods of manufacturing, schedules of production, methods and patterns of work, kinds and location of machines and tools to be provided as outlined in this Agreement (i.e. Article XXI, Clause processes of manufacturing and assembling, engineering and design of its products, and to control the materials and parts to be incorporated in the products produced. The Union acknowledges that it is the exclusive right of to establish, revise and enforce and regulations to be observed by the employees as outlined in "A" of this and to maintain order, and It is agreed that before altering any rules and regulations, the Company will first discuss same with the Union. to which the elected officer may move, if other than the one in which he is employed: and such permission will not be unreasonably denied. It is understood that no ------ . Union business as defined in this ----- ---

MANAGEMENT OF the School Direct Partnership 4 Troubleshooting School issue relating to programme requirements 1. Failure at review point to have satisfactorily addressed an Action Plan drawn up within the ‘Notice to Improve’ procedure by the Mentor, and/or Link Tutor, and/or Headteacher. Full details on ‘Notification of Concern /Action Plans can be found in the appropriate course documentation. 2. A significant breach of professional conduct, or significant negative impact on pupils’ learning leading to a termination of the school experience by the Headteacher (in consultation with the Head of Partnership/Head of Programme) or by the Head of Partnership (Please see above). Such a termination of a school experience results in an automatic ‘Fail’ grade for the school experience. Where a student is, at the time of termination, following an Action Plan (see 1 above) the Action plan is superseded and the school experience terminated immediately. 3. Failure to meet all the Teachers’ Standards (Part 1 and/or Part 2) as required for the award of Qualified Teacher Status (QTS) at the final summative assessment point. 4. If the student teacher leaves the school during the school day without notifying and obtaining permission from the Mentor, Headteacher or Link Tutor (who will liaise with the school). 5. If the student teacher withdraws him/herself from school experience. Withdrawing from the programme: If a trainee is considering withdrawing from the School Direct Programme an initial discussion should be held between the trainee and a school/alliance representative to discuss the situation. Following this meeting, if the trainee confirms that withdrawing is the desired option a meeting of the trainee, school/alliance representative and university representative should be arranged to formalise the decision.

MANAGEMENT OF education and training Education and training must be planned and managed through transparent processes which show who is responsible at each stage.

MANAGEMENT OF. 11.1 The evaluation of the Employee’s performance will form the basis for Evaluation rewarding outstanding performance or correcting unacceptable Outcomes performance. 11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows: % Rating Over % Bonus Performance 130 - 133.8 5% 133.9 – 137.6 6% 137.7 – 141.4 7% 141.5 - 145.2 8% 145.3 – 149 9% 150 – 153.4 10% 153.5 – 156.8 11% 156.9 – 160.2 12% 160.2 – 163.6 13% 163.7 – 167 14% 11.3 In the case of unacceptable performance, the Employer shall: 11. 3.1 Provide systematic remedial or developmental support to assist the Employee to improve his or her performance.