Position Reviews Sample Clauses

Position Reviews. (a) Where the responsibilities of a position have been significantly changed by Management or the position has changed over time, an employee may submit a request to EPCOR Human Resources for the review of the allocation of their position. The employee will complete a Position Description and submit it to their first-level management supervisor with a copy to Human Resources. (b) Within twenty-one (21) calendar days of receipt, the management supervisor must review, verify and sign off the Position Description as submitted by the employee and forward it to EPCOR Human Resources. EPCOR Human Resources will provide a copy of this completed document to the Union.
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Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to their Manager for the review of the allocation of their position. The employee will consult with their Manager to review their position description. The employee, Manager, and Human Resources will meet to determine review process and timelines which will be established on a case-by-case basis.
Sample 1Sample 2
Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to Human Resources for the review of the allocation of their position. The employee will complete a Position Description, and submit it to their first level Manager with a copy to Human Resources. (a) Within twenty-one (21) calendar days of receipt, the Manager must review and sign off the Position Description and forward it to Human Resources. The Manager sign-off is required to verify the accountabilities of the position which have changed and is for use in the classification. Human Resources will provide a copy of this completed document to the Union. (b) Within ten (10) calendar days of receiving the validated Position Description from the Manager, Human Resources will complete their review of the documentation and issue a decision. This decision will be communicated to the Union prior to both the employee and Manager. (c) Should the position allocation change, the date the signed validated Position Description arrives in Human Resources will be the effective date of any change; in most instances. In extenuating circumstances, where it can be demonstrated that, through no fault of the employee, there was a significant delay in forwarding the Position Description, an alternate date may be considered. Human Resources will review these circumstances with management, and determine if the date should be prior to the date received in their office.
Sample 1Sample 2
Position Reviews. (a) Where the responsibilities of a position have been significantly changed by Management or the position has changed over time, an employee may submit a request to EPCOR Human Resources for the review of the allocation of their position. The employee will complete a Position Description and submit it to their first-level management supervisor with a copy to Human Resources.
Sample 1
Position Reviews. Where the duties of a position have significantly changed, an employee, may submit a request to Human Resources for the review of the allocation of their position. The employee will complete a Position Description, and submit it to their first level Manager with a copy to Human Resources. (a) Within twenty-one (21) calendar days of receipt, the Manager must review and sign off the Position Description and forward it to Human Resources. Human Resources will provide a copy of this completed document to the Union.
Sample 1

Related to Position Reviews

  • Position Review ‌ The Employer may initiate a position review for a position it believes is improperly classified, and will inform the Union in writing when it has initiated a reallocation process for a bargaining unit position. An individual employee who believes that their position is improperly classified may request a review according to the following procedure:

  • Log Reviews All systems processing and/or storing PHI COUNTY discloses to 11 CONTRACTOR or CONTRACTOR creates, receives, maintains, or transmits on behalf of COUNTY 12 must have a routine procedure in place to review system logs for unauthorized access.

  • Validation Review In the event OIG has reason to believe that: (a) Good Shepherd’s Claims Review fails to conform to the requirements of this CIA; or (b) the IRO’s findings or Claims Review results are inaccurate, OIG may, at its sole discretion, conduct its own review to determine whether the Claims Review complied with the requirements of the CIA and/or the findings or Claims Review results are inaccurate (Validation Review). Good Shepherd shall pay for the reasonable cost of any such review performed by OIG or any of its designated agents. Any Validation Review of Reports submitted as part of Good Shepherd’s final Annual Report shall be initiated no later than one year after Good Shepherd’s final submission (as described in Section II) is received by OIG. Prior to initiating a Validation Review, OIG shall notify Good Shepherd of its intent to do so and provide a written explanation of why OIG believes such a review is necessary. To resolve any concerns raised by OIG, Good Shepherd may request a meeting with OIG to: (a) discuss the results of any Claims Review submissions or findings; (b) present any additional information to clarify the results of the Claims Review or to correct the inaccuracy of the Claims Review; and/or (c) propose alternatives to the proposed Validation Review. Good Shepherd agrees to provide any additional information as may be requested by OIG under this Section III.D.3 in an expedited manner. OIG will attempt in good faith to resolve any Claims Review issues with Good Shepherd prior to conducting a Validation Review. However, the final determination as to whether or not to proceed with a Validation Review shall be made at the sole discretion of OIG.

  • Exclusion Review Notwithstanding any provision of Title 42 of the United States Code or Title 42 of the Code of Federal Regulations, the only issues in a proceeding for exclusion based on a material breach of this CIA shall be:

  • Periodic Reviews During January of each year during the term hereof, the Board of Directors of the Company shall review Executive's Annual Salary, bonus, stock options, and additional benefits then being provided to Executive. Following each such review, the Company may in its discretion increase the Annual Salary, bonus, stock options, and benefits; however, the Company shall not decrease such items during the period Executive serves as an employee of the Company. Prior to November 30th of each year during the term hereof, the Board of Directors of the Company shall communicate in writing the results of such review to Executive.

  • Classification Review (a) An Employee who has reason to believe that they are improperly classified due to a substantial change in job duties, may apply to the Department Director, or designate, to have the Employee’s classification reviewed. The Director, or designate, will review the Employee’s application and advise the Employee of the Employer’s decision.

  • Utilization Review We review health services to determine whether the services are or were Medically Necessary or experimental or investigational ("Medically Necessary"). This process is called Utilization Review. Utilization Review includes all review activities, whether they take place prior to the service being performed (Preauthorization); when the service is being performed (concurrent); or after the service is performed (retrospective). If You have any questions about the Utilization Review process, please call the number on Your ID card. The toll-free telephone number is available at least 40 hours a week with an after-hours answering machine. All determinations that services are not Medically Necessary will be made by: 1) licensed Physicians; or 2) licensed, certified, registered or credentialed health care professionals who are in the same profession and same or similar specialty as the Provider who typically manages Your medical condition or disease or provides the health care service under review. We do not compensate or provide financial incentives to Our employees or reviewers for determining that services are not Medically Necessary. We have developed guidelines and protocols to assist Us in this process. Specific guidelines and protocols are available for Your review upon request. For more information, call the number on Your ID card or visit Our website at xxx.xxxxxxx.xxx.

  • Personnel File Review a. A unit member has the right upon his/her own request to review the contents of his/her personnel file. The review will be conducted in the presence of the administrator, or his/her designee, responsible for the safekeeping of such file. The employee may have a committee person assist in said review. Such review shall be conducted at a mutually agreeable time. A copy of requested material will be provided.

  • BUSINESS REVIEWS Supplier must perform a minimum of one business review with Sourcewell per contract year. The business review will cover sales to Participating Entities, pricing and contract terms, administrative fees, sales data reports, performance issues, supply issues, customer issues, and any other necessary information.

  • Performance Reviews The Employee will be provided with a written performance appraisal at least once per year and said appraisal will be reviewed at which time all aspects of the assessment can be fully discussed.

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