The Next Steps Clause Samples

The "Next Steps" clause outlines the specific actions or procedures that parties must follow after the agreement is signed or upon completion of a particular milestone. It typically details responsibilities, deadlines, or deliverables that need to be addressed to move the project or relationship forward, such as submitting additional documents, scheduling meetings, or initiating subsequent phases of work. This clause ensures that all parties are clear on their immediate obligations, helping to maintain momentum and prevent misunderstandings about what should happen next.
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: 11.5.1.1 Either party can contact the Ministry of Business, Innovation and Employment (MBIE), who can provide information and/or refer the parties to mediation. 11.5.1.2 Either party can take part in mediation provided by MBIE (or the parties can agree to get an independent mediator). 11.5.1.3 If the parties reach agreement, a mediator provided by the MBIE can sign the agreed settlement, which will then be binding on the parties. 11.5.1.4 The parties can both agree to have the mediator provided by the MBIE decide the problem, in which case that decision will be binding; 11.5.1.5 If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation. 11.5.1.6 The Employment Relations Authority can direct the parties to mediation, or can investigate the problem and issue a determination. 11.5.1.7 If one or other of the parties is not happy with the Employment Relations Authority's determination, they can refer the problem to the Employment Court. 11.5.2 In limited cases, there is a right to appeal a decision of the Employment Court to the Court of Appeal.
View SourceView Similar (11)
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.
View SourceView Similar (3)
The Next Steps. If a potential ambassador has reviewed this agreement and would like to proceed, they should complete the following steps: 1. Carefully review and electronically sign the Terms and Conditions document & signature request that was sent alongside the invitation email received from Zoom Tan. 2. Complete the New Ambassador Survey (if they have not already done so) so that their ambassador profile & membership can be created. 3. Follow/like Zoom ▇▇▇’s social media pages on Instagram, Facebook & Tik Tok: • Tik Tok page can be found here: ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇.▇▇▇/@▇▇▇▇.▇▇▇ • Facebook page can be found here: ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇.▇▇▇/zoomtan • Instagram page can be found here: ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇▇.▇▇▇/zoomtan/ 4. Respond to invitation email and confirm completion of these steps.
View SourceView Similar (2)
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 ▇▇▇▇▇ and ▇▇▇▇▇ attended a training course for Forest School Instructors during the Summer of 2018. Officer – ▇▇▇ ▇▇▇▇▇▇ ▇▇▇.▇▇▇▇▇▇@▇▇▇▇.▇▇▇.▇▇ Contact – ▇▇▇▇▇▇▇ 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. 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 the Council on asset transfer. Officer – ▇▇▇ ▇▇▇▇▇▇ ▇▇▇.▇▇▇▇▇▇@▇...
View Source
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
View Source
The Next Steps. Get on with Completing the Unfinished Business
View Source
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.
View Source

Related to The Next Steps

  • NEXT STEPS If you disagree with my findings you may request a hearing to appeal the decision by contacting me using the details provided.

  • Omitting Steps a. Nothing in this Collective Agreement shall prevent the parties from mutually agreeing to refer a grievance to a higher step in the grievance procedure. b. Grievances of general application may be referred by the local, BCTF, the employer or BCPSEA directly to Step Three of the grievance procedure.

  • Longevity Steps STEP 19 = 11 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 22 = 14 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 25 = 17 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.” STEP 28 = 20 years of, full-time service in the Murrieta Valley Unified School District with the exception of broken service caused by an allowable necessity in accordance with the definition of “Allowable Necessity” contained in Appendix F “Definition of Terms.”

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.

  • Steps STEP 1: The designated Union Representative(s), with or without the employee, shall attempt to resolve the matter with the employee's immediate supervisor within twenty-one (21) calendar days after the employee, through the use of reasonable diligence, should have had knowledge of the first occurrence of the event giving rise to the grievance. The supervisor shall then attempt to resolve the matter and shall respond to the Union Representative within seven (7) calendar days. STEP 2: If the grievance has not been resolved to the satisfaction of the Local Union within seven (7) calendar days after the immediate supervisor's response is due, it may be presented in writing by the designated Union Representative to the next level of supervision which has been designated by the Appointing Authority to process grievances. The written grievances shall state the nature of the grievance, the facts upon which it is based, the provision(s) of the Agreement allegedly violated, and the relief requested. The designated Appointing Authority Representative shall arrange a meeting with the Union Representative(s) to discuss the grievance within seven (7) calendar days. A written response shall be forwarded to the Union Representative within seven (7) calendar days of the meeting. STEP 3: If the grievance still remains unresolved, it may be presented to the Appointing Authority or designated representative by the designated Union Representative within seven (7) calendar days after the Step 2 response is due. The Appointing Authority or designee shall arrange a meeting with the designated Union Representative(s) within seven (7) calendar days. The Appointing Authority or designee shall respond to the Union Representative and the Union staff representative in writing within seven (7) calendar days. STEP 4: If the grievance remains unresolved after the response of the Appointing Authority is due, the Union shall have sixty (60) calendar days in which to submit a letter to the State Negotiator and the Appointing Authority stating its desire to proceed to arbitration. Within five (5) calendar days after the Union has notified the State Negotiator that it desires to proceed with the arbitration of the grievance the parties shall determine the arbitrator to hear the arbitration by the method provided for in Section 3 of this Article. Except as provided in the procedures for Section 4, expenses for the arbitrator's services and the proceedings shall be borne by the losing party, however, each party shall be responsible for compensating its own representatives and witnesses. If either party cancels an arbitration hearing or asks for a last minute postponement that leads to the arbitrator's making a charge, the canceling party or the party asking for the postponement shall pay this charge. The decision of the arbitrator shall be final and binding upon the parties. Except as provided in the procedures for Section 4, the arbitrator shall be requested to issue his/her decision within thirty (30) calendar days after the conclusion of testimony and argument. If either party desires a verbatim record of the arbitration proceedings, it may cause such a record to be made, providing it pays for the record and makes a copy available without charge to the other party and the arbitrator.