Timesheet Validation Sample Clauses

Timesheet Validation. ‌ A. Employees must validate their timesheet by noon on the Friday, prior to the last day of the pay period. When an employee validates their timesheet, they attest that their timesheet is accurate to the best of their knowledge. The supervisor (or their delegate) must certify the timesheet after it is validated. B. If an employee is unable to validate their timesheet, their designated Timekeeper should complete their timesheet on their behalf. The Pay and Benefits Services (PBS) Branch in the Division of Human Resource Management (HRM) will attempt to verify the hours worked by an employee if no timesheet is submitted by the employee or the Timekeeper by the end of the pay period. If PBS is unsuccessful in verifying the hours, a timesheet will not be submitted. This avoids the potential of an improper payment to the employee.
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  • Description of the procurement The service to include storage, collection, treatment, and return of sharps waste containers designed for the disposal of sharp medical waste, such as needles, syringes, lancets, scalpels, contaminated glass slides and cover slips, razors, and blades. The waste management process is expected to cover the collection, emptying and sanitization of the containers in a controlled environment. The return and replacement of the used containers after being treated, sanitised and reassembled to be re-used. TERMS AND CONDITIONS/ACTIVITY BASED INCOME (ABI) The terms and conditions of this framework agreement and any resulting call-off contract is appended to the ITT. These terms include provisions requiring the payment by the supplier of an ABI management charge in consideration of the award of this framework agreement, The management and administration by HTE of the overall contract structure and associated documentation,as well as the requirement to submit regular management information to HTE. SUBMISSION OF EXPRESSIONS OF INTEREST AND PROCUREMENT INFORMATION This exercise will be conducted on the HTE Bravo portal. Candidates wishing to be considered must register expressions of interest as follows: Register on the HTE portal at ▇▇▇▇▇://▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇.▇▇. Log into the portal with username/password. Click the SQs/ITTs Open to All Suppliers link. These are the SQs/ITTs open to any registered supplier. Click on the relevant SQ/ITT to access the content. Click the Express Interest button at the top of the page. This will move the SQ/ITT into your My SQs/My ITTs page. You can access any attachments by clicking Buyer Attachments in the SQ/ITT Details box. Follow the on screen instructions to complete the SQ/ITT. Submit your reply using the Submit Response button at the top of the page. If you require any further advice, contact the Bravo e-Tendering Help Desk at ▇▇▇▇@▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇.▇▇. HTE utilises the sid4gov supplier information database. Candidates should register on sid4gov at ▇▇▇▇▇://▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇▇▇▇▇▇.▇▇▇.▇▇/organisation/register and submit their sid4gov company profile for publication on the database. Candidates already registered on sid4gov must ensure information is up to date. Where access to sid4gov is unavailable, please contact the sid4gov helpdesk at ▇▇▇▇▇▇▇@▇▇▇.▇▇▇.▇▇▇.▇▇. Please note that sid4gov does not prepopulate any fields on HTE's Bravo portal. Candidates must complete the Qualification & Technical Envelopes in Bravo in full.

  • Deliverables Upon satisfactory completion of the work authorization, the Engineer shall submit the deliverables as specified in the executed work authorization to the State for review and acceptance.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

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  • Grievance Procedure A. A grievance shall be defined as an alleged violation, misinterpretation, or misapplication of this Agreement or written Board policies affecting working conditions of the member. Should a member/Association feel that there has been a violation, he/she will take the following steps: Step 1: The member/Association, with or without a designated representative, shall discuss the grievance with the Supervisor informally within five (5) work days of the alleged violation and, if not resolved, shall file a written grievance with the Supervisor within fifteen (15) work days of the alleged violation and discuss the written grievance with the Supervisor within five (5) work days after the grievance is filed. If no satisfactory conclusion is reached within five (5) work days following the discussion of the written grievance with the Supervisor, the member/Association shall submit the written grievance within five (5) work days of the discussion with the Supervisor to Step 2. A grievance which is not within the scope of a Supervisor's authority may be filed initially at step 2. The written grievance, as required herein, shall contain: a. it shall be signed by the grievant(s)/Association. b. it shall be specific; c. it shall contain a synopsis of the facts giving rise to the alleged violation; d. it shall cite the section or subsections of this contract or written Board policy alleged to have been violated; e. it shall contain the date of the alleged violation; f. it shall specify the relief requested; g. it shall indicate approval or disapproval by the Association. Step 2: The Superintendent or his/her designated agent shall arrange a meeting with the grievant and/or the designated Association representative within ten (10) work days after receipt of the grievance to discuss the grievance. Within ten (10) work days of the discussion, the Superintendent or his/her designated agent shall render his/her decision in writing, transmitting a copy of the same to the grievant, the Association representative, and appropriate Supervisor, and place a copy of same in a permanent file in his/her office. If the decision of the Superintendent is unsatisfactory to the Association, the Association may appeal same to the Board of Education by filing a written grievance, along with the decision of the Superintendent, with the officer of the Board in charge of drawing up the agenda for the Board's meeting, within ten (10) work days of receipt of the Superintendent's decision.