MIDDLE MANAGERS Sample Clauses

MIDDLE MANAGERS. Section 5.19(c) All Business Employees Section 5.19(i), (ii), (iii), (iv), (v), (vi) and (vii) Employees and Other Representatives – Payment Due to Employees, Collective Bargaining or Unionization Agreements, Severance and Other Payments Due from Noble or Group Members After Transactions, Former Employees Entitled to Re-Employment by Group Members, Employees who have Given Notice of Termination, Strikes or Work Stoppages; Compliance with Labor and Employment Laws Section 5.20(i), (ii), (iv), (v), (vi) and (x) Employee Benefit Plans – Arcelor Group Private Social Plans, Arcelor Group Government Social Plans, Plan Termination Liability With Respect to Arcelor Group Government Social Plans, Accelerated Benefit, Payments due to Transactions, Estimates Section 5.21 Litigation Section 5.22 Events Since the Financial Statement Date Section 5.23 Tax Section 5.24 Accounts Receivable Section 5.25 Products Section 5.26(a) Major Customers and Suppliers – Major Customers Section 5.26(b) Major Customers and Suppliers – Major Suppliers Section 5.26(c) Major Customers and Suppliers – Critical Suppliers
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MIDDLE MANAGERS. 1. This provision covers middle managers who, without being covered by Section 12(2)(C), paragraph 2, of the collective agreement, have a special responsibility at the shop. 2. Middle managers are treated in accordance with Sections 1, 3 and 4 of the Salaried Employees' Collective Agreement for Trade, Knowledge and Service (Funktionæroverenskomsten for Handel, Viden og Service) between Dansk Erhverv Arbejdsgiver and HK HANDEL and ▇▇ ▇▇▇▇▇▇. These provisions can be found in the Agreement on the Understanding of the Agreement on Middle Managers, page 84. 3. Middle managers can be employed according to the following rules: In shops with at least 4 employees covered by the collective agreement, one may be employed as a middle manager. In addition, one more middle manager can be hired in shops with at least 12 employees. One additional middle manager can subsequently be hired for every addi- tional 9 employees at the shop. However, one middle manager can always be hired where there is neither a shop manager who is excluded from the collective agreement nor an owner who works in the shop to a significant extent. The number of employees is calculated corresponding to the number of full- time employees at the shop, calculated according to the basis for supplemen- tary labour market pension contribution applicable as at 1 March 2004: • Employees with at least 117 hours per month are included in full • Employees with less than 117 hours – but at least 78 – per month are included at 2/3 • Employees with less than 78 hours – but at least 39 – per month are included at 1/3 • Employees with less than 39 hours per month are not included 4. Where there are special circumstances, middle managers can be appointed to a greater extent than that stated in subsection 3. This is subject to agree- ment with HK HANDEL. Suc▇ ▇▇▇▇▇▇▇nts can also cover an entire group of companies. 5. An agreement on employment as a middle manager is entered into between the middle manager and the company. 6. Existing employees whose employment conditions change under this pro- vision shall retain their seniority at the shop. The same applies when an em- ployee transitions from middle management to regular terms and conditions. Workers already employed as at 1 March 2004 cannot be required to take on the role of middle manager without an agreement to this effect. 7. The parties recommend that middle managers participate in relevant continuing and further education, e.g. basic or more advanced managem...
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MIDDLE MANAGERS. 1. This provision covers middle managers who have special responsibility in the shop without being covered by section 12(2), point c, paragraph 2 of the collective agreement. 2. Middle managers are dealt with in accordance with sections 1, 3 and 4 of the Salaried Employees’ Collective Agreement for Trade, Knowledge and Service between Dansk Erhverv Arbejdsgiver and ▇▇ ▇▇▇▇▇▇ and HK/Privat. These provisions can be found in the Agreement on the understanding of the Agreement on middle managers, page 67. 3. Middle managers can be hired in accordance with the rules set out below: In shops with at least four employees covered by the collective agreement, one of these can be appointed as a middle manager. In addition to this, a further middle manager may be appointed in shops with at least 12 employees. Another middle manager may subsequently be appointed for each additional nine employees in the shop. However, it is always possible to appoint a middle manager where there is neither a shop manager outside the collective agreement nor an owner who works in the shop to any significant extent. The number of employees is calculated to be equivalent to the number of full-time employees in the shop according to the basic calculation data for ATP pension contributions valid as of 1 March 2004: • Employees working at least 117 hours per month are included in full • Employees working less than 117 hours – but at least 78 – per month are included using a factor of 2/3 • Employees working less than 78 hours – but at least 39 – per month are included using a factor of 1/3 • Employees working less than 39 hours per month are not included 4. Where there are special circumstances, middle managers can be appointed to a greater extent than that stated in subsection 3. This is subject to agreement with ▇▇ ▇▇▇▇▇▇. 5. An agreement on appointment as a middle manager is entered into between the middle manager and the company. 6. Existing employees whose employment conditions change under this provision retain the llength of service that they have accrued at the shop. The same applies where an employee who was employed as a middle manager switches to general conditions. Employees already in place on 1 March 2004 cannot be ordered to take on the role of middle manager without an agreement to this effect. 7. The parties recommend that middle managers participate in relevant continuing vocational training, e.g. basic or advanced management training.
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Related to MIDDLE MANAGERS

  • Alliance Managers Promptly following the Effective Date, each Party will designate an alliance manager to be reasonably available to the other Party to facilitate communication, respond to questions and otherwise oversee that the Parties’ activities hereunder are in line with this Agreement. Such alliance managers will regularly interact with each other on a frequency to be mutually agreed by the Parties and on an ad hoc basis if requested by the Joint Project Team or the Project Leaders. A Party may replace its alliance manager at any time by written notice to the other Party.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour Management Committee Meeting during the term of this Agreement, the following shall apply. (b) An equal number of representatives of each party as mutually agreed shall meet at a time and place mutually satisfactory. A request for a meeting hereunder will be made in writing prior to the date proposed and accompanied by an agenda of matters proposed to be discussed, which shall not include matters that are properly the subject of grievance or negotiations for the amendment or renewal of this agreement. Any representative(s) attending such meetings during their regularly scheduled hours of work shall not lose regular earnings as a result of such attendance. (c) It is agreed that the topic of a rehabilitation program for drug and alcohol abuse is an appropriate topic for the Labour-Management Committee. It is also agreed that the topic of the utilization of full-time and part-time staff is an appropriate topic for the Labour-Management Committee. The committee shall have access to work schedules and job postings upon request. (d) It is understood that joint meetings with other Labour-Management Committees in the Hospital may be scheduled concerning issues of mutual interest if satisfactory to all concerned. (e) Where two or more agreements exist between a Hospital and CUPE the Committee may be a joint one representing employees under both agreements, unless otherwise agreed.

  • Joint Union/Management Committee It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

  • JOINT LABOUR MANAGEMENT COMMITTEE A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • Union/Management Committee There shall be a union/management committee comprised of four (4) employee representatives appointed by the Union and four (4) employer representatives. The Committee's purpose is to provide and promote effective and meaningful communication of information and ideas and to make joint recommendations on matters of concern. Matters that are properly the subject of an individual grievance will not be discussed at this committee. The Committee will meet quarterly, unless agreed otherwise, at a time and place mutually agreed to provided there is business for their joint consideration. The parties will exchange agenda items at least one (1) week prior to the meeting. The parties further agree the Committee may meet at any time its members mutually agree a meeting should be held. The duties of the Chairperson will be shared by the parties. Copies of the minutes shall be provided to Committee members. The employer agrees to pay for time spent during regular working hours for representatives of the union attending such meetings. The parties may utilize video or teleconferencing services for the purposes of committee members attending committee meetings, where appropriate and available. Neither party can unreasonably deny an initiative to utilize video or teleconferencing services.