Acceptance Records Sample Clauses

Acceptance Records. You must maintain a record (including date and time) of each Connected Account’s acceptance of the Stripe Issuing Accountholder Terms in a retrievable and examinable format. At Stripe’s request, you must provide Stripe with access to your proof of acceptance records. If Stripe believes that your existing acceptance process does not create a binding agreement between Stripe and each Connected Account, upon Stripe’s request, you must modify that process as Stripe requires.
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Acceptance Records. Each manufac- turer shall document acceptance ac- tivities required by this part. These records shall include: (1) The acceptance activities per- formed; (2) the dates acceptance activities are performed; (3) the results; (4) the signature of the individual(s) conducting the acceptance activities; and (5) where appropriate the equipment used. These records shall be part of the DHR.
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Acceptance Records. These records will demonstrate Product was manufactured in accordance with DMR (see DMR point 4). This will include documentation of any non-conformances to the DMR.
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Acceptance Records. You must maintain a record and description of the user interfaces that you use to collect acceptance of the Stripe Issuing Accountholder Terms in a retrievable and examinable format and at Stripe’s request, provide them to Stripe. If Stripe believes that your existing acceptance process does not (A) create a binding agreement between Stripe or the Issuing Bank, as applicable, and each Connected Account; or (B) comply with the applicable Issuing Bank’s requirements, then, upon Stripe’s request, you must modify that process as Stripe or the Issuing Bank requires.
Sample 1
Acceptance Records. You must maintain a record of each Connected Account’s acceptance of the Stripe Issuing Accountholder Terms in a retrievable and examinable format. At Stripe’s request, you must provide proof as Stripe requires that these terms have been entered into by the Connected Accounts. If Stripe believes that your existing acceptance process does not (i) create a binding agreement between Stripe or the Issuing Bank, as applicable, and each Connected Account; or (ii) comply with the applicable Issuing Bank’s requirements, then, upon Stripe’s request, you must modify that process as Stripe and the Issuing Bank (as applicable) require.
Sample 1

Related to Acceptance Records

  • Client Records 25.2.1 CONTRACTOR shall prepare and maintain accurate and 26 complete records of clients served and dates and type of services provided 27 under the terms of this Agreement in a form acceptable to ADMINISTRATOR.

  • Account Records Permanent Mortgage Loan account records must be maintained by the Servicer for each Mortgage Loan. Each account record must be identifiable by the Servicer Loan Number.

  • Personnel Records Section 1. Each Agency shall maintain one (1) official personnel file for each employee, located at the primary Human Resources office for the Agency. For purposes of this Article, “Agency” shall include health-related licensing boards and institutions that maintain the official personnel files for their employees. Where the personnel records are maintained on microfiche/microfilm, the personnel file will include both microfiche/microfilm and any material not yet copied. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official Agency personnel file or supervisory working file; provided that, if the official personnel file or supervisory working file is kept at a separate facility, the employee shall, at the Agency’s discretion, either be allowed to go where the file is kept or the file will be brought to the employee for review within five (5) days of his/her request. With the employee’s written authorization, his/her Union Xxxxxxx may inspect the employee’s official personnel file, and supervisory working file, consistent with the time requirements provided herein. If the supervisory working file cannot be made available due to the absence of a supervisor, extensions of up to ten (10) days will be granted. No grievance material shall be kept in an employee’s official personnel file. Section 2. No information reflecting critically upon an employee except notices of discharge shall be placed in the employee’s official personnel file that does not bear the signature of the employee. The employee shall be required to sign material to be placed in his/her official personnel file provided the following disclaimer is attached: “Employee’s signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee’s signature does not indicate agreement or disagreement with the contents of this material.” If an employee is not available within five (5) working days or refuses to sign the material, the Agency may place the material in the file, provided a statement has been signed by two (2) management representatives and a copy of the document was mailed certified to the employee at his/her address of record or hand delivered to the employee. Section 3. Employees shall be entitled to prepare and provide copies of any written explanation(s) or opinion(s) regarding any critical material placed in his/her official personnel file or supervisory working file. The employee’s explanation or opinion shall be attached to the critical material and shall be included as part of the employee’s official personnel record or supervisory working file so long as the critical materials remain in the file. Where the personnel records are maintained on microfiche/microfilm, the explanation or opinion will be placed next to or in closest possible proximity to the critical material. Section 4. An employee may include in his/her official personnel file a reasonable amount of relevant material such as letters of commendation, licenses, certificates, college course credits, and other material which relates creditably on the employee. This material shall be retained for a minimum of three (3) years except that licenses, certificates, or college credit information may be retained so long as they remain valid and relevant to the employee’s work. Section 5. Material reflecting caution, consultation, warning, admonishment, and reprimand shall be retained for a maximum of three (3) years. Such material will, at the employee’s request, be removed after twenty-four (24) months, provided there has been no recurrence of the problem or a related problem in that time. Earlier removal will be permitted when requested by an employee and if approved by the Appointing Authority. Material relating to disciplinary action recommended, but not taken, or disciplinary action which has been overturned and ordered removed from the official personnel file(s) on final appeal, shall be removed. Incorrect material will be removed, upon request, from an employee’s personnel file. (See Article 85--Position Descriptions and Performance Evaluation.) Section 6. Upon written request by the employee, the Agency will make a good faith effort to return material removed from the official personnel file to the employee. A copy of the request will be maintained in the official personnel file.

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