The Steps Sample Clauses

The "The Steps" clause outlines a specific sequence of actions or procedures that parties must follow to achieve a particular objective or resolve an issue within the agreement. Typically, this clause details each required step, such as providing notice, engaging in discussions, or escalating matters to higher authorities, ensuring that all parties are aware of the process to be followed. By clearly defining the order and nature of these actions, the clause helps prevent misunderstandings and disputes, ensuring that issues are addressed systematically and efficiently.
The Steps. Recipient acknowledges and agrees that its use of the Software Products may contain components manufactured or owned by companies and/or individuals (“Suppliers”) other than HWG (“Third Party Software”). Such Third Party Software shall be governed by the applicable end user license terms of the Third Party Software and the STEPS Recipient hereby agrees to be bound by such terms.
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The Steps. The employee who refuses to perform a particular work according to article 14.11 must advise his immediate supervisor without delay. The supervisor examines the problem with the employee and the shop ▇▇▇▇▇▇▇. Should there be no agreement, the pro blem is immediately submitted to the two (2) designated members of the Health and Safety Committee. If there is still no agreement, the problem is immediately submitted to the C.S.S.T. Work Inspector.
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The Steps. Step 1: If you anticipate or are experiencing a job-related problem, you should in the first instance discuss it with your immediate supervisor or manager. Step 2: If the problem is not resolved after taking the steps set out at Step 1, or if there is some reason why the problem cannot be discussed with your immediate supervisor, you may take it to the next level manager or to your People and Culture representative or both. Step 3: If there is still an unsatisfactory resolution to the matter after taking the steps set out at Step 1 and Step 2, you can raise the matter with the next level leader (Area Manager/ State Manager/ VP Branded Retail) and/or the relevant Director of People and Culture. Step 4: Should the above steps fail to resolve the issue, you (or your representative) can escalate the matter to the Employee Relations team. Step 5: If these discussions are unsuccessful you or Optus Retail can refer the matter to the Fair Work Commission for conciliation. The Fair Work Commission’s role is limited to providing assistance in an attempt to resolve the dispute. Step 6: If conciliation does not resolve the issue, you and Optus Retail may agree to ask the Fair Work Commission to arbitrate the dispute.
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The Steps.  The Industrial Authority meets with the Company many times before the Company commits  Company commits to Investment & Job CreationThe Authority, Company, Attorneys, & all interested Parties negotiate the Agreement, then sign  The Agreement Exemption have to be approved by the Board of Assessors  The Announcement is made Public  How the Project Investment and Jobs data fit together with Property Taxes and the Citizens of the ▇▇▇▇▇ Community?  The Industrial Development AuthorityThe County’s Governing AuthorityThe City’s Governing Authority  The last but not the least, the Tax Assessors is the Compliance Board  Multiple players involved  Lack of understanding  Lack of Communication  The folks who negotiate the agreements are gone!  Can’t find the right folk to communicate with….  We take it personal!  Facilitator: coordinates and produce the reportHuman Resources: gathers the jobs data  Accounting: produces the fixed assets, inventory and vendor data  Legal: requisition, advance, draws and bills of sales  CFO: the start and end of company’s compliance  Building  Building Improvements  Land  Land Improvements  Machinery  Equipment  Furniture  Fixtures  Number of full-time employees with benefits as required by the State of Georgia  Zip codes of employees  Presented in a report, employment shall be verified with the State’s job reports submitted to Georgia Department of Labor  BOA Pilot Policy will determine 3 Year Achievement test for the Company’s Commitment  The Investment Goals  Job Achievement Goal  Claw-backs (the Ugly side of Pilots)  Who loses?  Control the cost, finance, payroll and taxes  Produces data for all Financial data  Tracks all company’s spending and expenses  Maintains all financial data  Balance the company’s financial records  Vendors should be listed and submitted with names, addresses and contact information.  Suppliers of inventory and other services  Sub-Suppliers should be encouraged to file returns with the county  All cost of inventory located at the company’s facility designated as consigned goods should be submitted as an attachment and listed on the PT-50 schedule  All leased equipment information should be submitted as attachment and listed on the PT-50 schedule  The Tax Abatement program is an incentive for a company to invest in a project which can include real and personal property  The Authority, Taxing Entities and citizens exchange the tax savings for jobs and oth...
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The Steps 
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Related to The 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.

  • 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.

  • 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.”

  • Procedural Steps A. Level I (Initial Discussion) If a member believes there is a basis for a grievance, he/she must first discuss the matter with his/her Principal or Immediate Supervisor in an effort to resolve the problem. During the meeting, the member will advise the Immediate Supervisor that the discussion is intended to be a Level I grievance meeting. B. Level II (Business Manager) 1. If the grievant is not satisfied with the results of Level I, or is unable for cause beyond his/her control to discuss the matter with his/her Principal or Immediate Supervisor within thirty (30) days as prescribed in Section 4.04 (B), above, he/she may begin the procedure by submitting the written grievance on the form attached hereto, (Appendix A-1), to the Business Manager with a copy to the Association President. 2. Within seven (7) days of receipt of the form, the Business Manager shall render a written decision (Appendix A-2). The decision reached at this time will be recorded in Level II of the Grievance Report Form (Appendix A-2) and a copy will be sent to the grievant and the Association President. C. Level III (Superintendent) 1. If the grievant is not satisfied with the results of Level II, he/she may, within seven (7) days of receipt of the Level II decision, continue the procedure by submitting the written grievance to the Superintendent/designee with a copy to the Association President. 2. Within fourteen (14) days of receipt of the form, the Superintendent/designee shall render a written decision. The decision reached at this meeting will be recorded in Level III of the Grievance Report Form (Appendix A-2) and a copy will be sent to the grievant and the Association President. D. Level IV (Arbitration) 1. If the grievant is not satisfied with the Level III decision, the Association ONLY, acting on the grievant’s request, may demand a hearing by an arbitrator by filing a written demand for arbitration with the Treasurer not later than fourteen (14) days after receipt of the Level III decision. 2. Within seven (7) days of the filing of the arbitration demand, the Board and the Association shall either select an arbitrator by mutual agreement or the Association will petition the American Arbitration Association (AAA) to provide a list of names from which an arbitrator shall be selected. The fees of the AAA, the cost of the arbitrator, and cancellation fees, shall be shared equally by the Board and the Association. 3. The decision of the arbitrator shall be binding on both parties. The arbitrator shall have no power to add to, subtract from, or in any way modify the provisions of this Agreement, and the arbitrator is prohibited from making a decision contrary to law as determined by a Court of competent jurisdiction. The Voluntary Labor Arbitration Rules of the AAA shall govern the arbitration process.

  • Further steps Each Party must promptly do whatever any other Party reasonably requires of it to give effect to the Agreement and to perform its obligations under it.