Agreement Sponsorship Policy Sample Clauses

Agreement Sponsorship Policy. 5.3.1 The Executive Secretary presented a draft policy on the process to be followed for the sponsorship of delegates (AC7 Doc 18) for the consideration and advice of the Advisory Committee. It was noted that at MoP4 several delegations expressed a desire to have a policy developed to provide transparent guidance on the sponsorship of delegates and experts to meetings. The Secretariat was requested by MoP4 to develop a draft policy in the intersessional period for its consideration at MoP5. 5.3.2 Argentina noted that the proposed criteria for Parties to pay the per diem costs for sponsored delegates presented difficulties under their administrative requirements and they stated that sponsorship should cover all costs. Under criterion 5, Argentina would prefer some flexibility in the case that there were exceptional circumstances. Under the proposed application criteria it was considered that the requirement to advise the name of the sponsored delegate 90 days in advance was excessive and that 60 days would be preferable. A number of delegations supported this suggestion. Under the proposed selection process, where funding is insufficient to meet all requests, Argentina did not support providing funding on a chronological basis. 5.3.3 Australia suggested that selection of sponsored delegates/experts should be based on the benefit that this individual’s participation would make to the matters under consideration. Australia also proposed that cost-effectivess should be one factor when considering selecting experts, e.g. taking advantage of local expertise. Under the proposed selection process, it was suggested that the Executive Secretary and the Chair of the Advisory Committee undertake assessments jointly. 5.3.4 France suggested that the selection criteria should be more clearly defined and that it should use the UN scale. France agreed with the proposal that the sponsored delegate’s per diem be paid by their Party. It was suggested that selection criteria 1.2.5 be reworded more precisely to read, “If the Party has used properly the funds provided previously.” 5.3.5 Peru agreed with Argentina that partial funding was not preferred and that 90 days advice of the sponsored delegates name was too early. Peru also agreed that the Secretariat should announce at the start of the process how many delegates would be supported and that the selection process should be undertaken jointly with the Chair of Advisory Committee. 5.3.6 Uruguay agreed with the suggestions ma...
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Agreement Sponsorship Policy. 5.4.1 At MoP4, several Parties expressed a desire to have a policy developed to provide transparent guidance on the sponsorship of delegates and experts to meetings, together with an application procedure and criteria for qualification and selection. The Secretariat was requested to develop a policy in the intersessional period for consideration at MoP5. 5.4.2 At AC7 the Secretariat presented a draft policy for consideration, which included selection criteria, an application procedure, and a process for assessment (AC7 Doc 18). A number of amendments were proposed at AC7, which have been incorporated into the document presented for consideration at AC8. 5.4.3 The Executive Secretary introduced a paper on the development of a policy on the sponsorship of delegates (AC8 Doc 22). 5.4.4 Argentina, Australia, Brazil, New Zealand, United Kingdom and Uruguay worked on further amendments to the draft policy in the margins of the meeting (ANNEX 6). It was agreed that this policy should not include the consideration of non-Party Ranges States, as this is addressed separately under the Advisory Committee’s Work Programme. 5.4.5 A number of aspects of the draft policy required further discussion and it was agreed that intersessional consultations would be held with the intention of presenting a document with a refined sponsorship policy for the consideration of MoP5.
Agreement Sponsorship Policy. 7.17.1 The Executive Secretary introduced MoP5 Doc 27 concerning the development of a sponsorship policy for delegates and experts. MoP4 had requested the Secretariat to develop a draft policy on this issue in the intersessional period for consideration at MoP5. 7.17.2 The Secretariat presented an initial draft of this policy for the input of the Advisory Committee, which included selection criteria, an application procedure and a process for assessment (AC7 Doc 18 and AC8 Doc 22). A number of amendments were proposed at both AC7 and AC8, which have been incorporated into MoP5 Doc 27. Some issues remain unresolved and were submitted for the consideration of MoP5. 7.17.3 Australia considered that the overarching criteria for the sponsorship of experts is provided at item 3.1.1, which indicates the importance of considering whether the person’s expertise would best aid the work of the meeting in achieving a successful outcome. 7.17.4 Australia suggested, consistent with building regional capacity, that the policy on sponsorship of experts would benefit from a criterion that preferred sponsorship of experts with relevant expertise who are available regionally, where the meeting under the Agreement is held. 7.17.5 MoP5 agreed to adopt the sponsorship policy following the incorporation of a number of amendments. The adopted policy is shown in MoP5 Doc 27 Rev 1.

Related to Agreement Sponsorship Policy

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • EMPLOYMENT POLICY 5.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of manpower requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees so listed or from other sources. 5.02 The Employer has the right to hire new employees as needed, provided that no new employee(s) will be hired while there are qualified, available employees who are laid off due to lack of work. An employee hired for a specific project outside the free travel zone shall be deemed as a local hire and will not be entitled to paid travel time or related expenses while working on that project. 5.03 To assist in the efficient placement of appropriately skilled members it is agreed that the Employer will inform the Union Office of members who are laid off and when employees are hired whether from the Union list or from another source. Laid off members are also required to notify the Union of their status. 5.04 New employees shall serve a probationary period of ninety (90) calendar days (3 months). During the probationary period, the Employer may terminate a probationary employee at its sole discretion provided it is not motivated by bad faith. Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. During probation, all terms and conditions of the Collective Agreement apply amended as follows: a. A probationary employee who is a licensed journeyman may be paid one dollar and fifty cents ($1.50) less than the journeyman rate during the probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. b. Probationary apprentices shall be paid a percentage of the journeyman probationary rate during probation unless the parties agree otherwise or where the employee is hired through the Union’s Employment Assistance Service. 5.05 The Employer may contract out electrical work provided it does not result in the layoff of electricians in the bargaining unit.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • Recoupment Policy Executive agrees that Executive will be subject to any compensation clawback or recoupment policies that may be applicable to Executive as an employee of the Company, as in effect from time to time and as approved by the Board or a duly authorized committee thereof, to comply with the Xxxx-Xxxxx Xxxx Street Reform and Consumer Protection Act.

  • Compensation; Employment Agreements; Etc Enter into or amend or renew any employment, consulting, severance or similar agreements or arrangements with any director, officer or employee of Metropolitan or its Subsidiaries, or grant any salary or wage increase or increase any employee benefit (including incentive or bonus payments), except (i) for normal individual increases in compensation to employees in the ordinary course of business consistent with past practice, (ii) for other changes that are required by applicable law, and (iii) to satisfy Previously Disclosed contractual obligations existing as of the date hereof.

  • R&W Policy (a) Purchaser has conditionally bound a representations and warranties insurance policy (the “R&W Policy”) pursuant to the binder agreement which was provided to Seller for review in advance of the Execution Date and which is attached hereto as Exhibit H (the “R&W Conditional Binder”). From and after the Execution Date, each Party shall use its commercially reasonable efforts to satisfy the conditions set forth in the R&W Conditional Binder as of the Closing Date. The R&W Policy shall contain: (i) a waiver of subrogation, contribution, or otherwise by the insurer in favor of the Seller Indemnified Parties, except against Seller or any “Seller” under the Other PSAs or with respect to such Seller’s or “Seller’s” (as applicable) actual and intentional fraud in the making of the representations and warranties set forth in Article 3 of this Agreement (or the corresponding article setting forth any “Seller’s” representations and warranties in any Other PSA, as applicable), it being understood that the fraud of one Seller or “Seller” (as applicable) shall not be imputed to any other Seller or “Seller” (as applicable); and (ii) a statement that each Seller Indemnified Party is an intended third party beneficiary of the foregoing subrogation limitation. (b) Seller and Purchaser shall each pay fifty percent (50%) of all costs of obtaining the R&W Policy, specifically the premium, surplus lines Taxes and fees, and any related broker compensation and underwriting fees; provided that Seller’s share of such costs shall be paid by Seller via the adjustment of the Cash Purchase Price pursuant to Section 2.3(n). (c) Purchaser agrees that after the Closing it will not agree to any amendment of the R&W Policy that would be expected to cause actual and material prejudice to Seller without Seller’s prior written consent. (d) Notwithstanding anything to the contrary in this Agreement, none of the Seller Indemnified Parties shall be entitled to any proceeds from the R&W Policy. Notwithstanding anything in this Section 5.18 or otherwise to the contrary, nothing herein shall be interpreted to limit Purchaser’s rights to make or pursue claims, or secure recovery under the R&W Policy, as Purchaser believes, in its sole discretion, to be in Purchaser’s interests.

  • Payment Policy All Meal Plan charges are billed to the student’s OPUS account each semester. Meal plan costs for the Fall Semester are submitted to the Student Financial Services during August; Spring Semester meal plan costs are submitted during December. The Meal Plan contract remains in effect for the entire academic year and cancellation is not permitted. Departure from Emory: Unspent Xxxxxx Dollars will be credited back to the student’s OPUS account for all meal plans. Adjustments for the meals portion of meal plans is based on the duration or total weeks enrolled on the meal plan, not the actual meal plan usage. The credit for the meals portion of all meal plans will be calculated by first subtracting the value of the Xxxxxx Dollars originally included in the meal plan from the original cost of the meal plan to determine the value of the meals portion of the meal plan. Next, the value of the meals portion of the meal plan will be credited back to the student’s account based on the Adjustment Schedule. No credit will be issued after the tenth week of each semester. No credit will be issued to students suspended or dismissed for disciplinary reasons. If a student’s academic status changes, the student is responsible for notifying Campus Dining in Xxx Xxxx at 000-000-0000 or email xxxxxx@xxxxx.xxx. This policy shall be subject to amendment by the University during the term of this agreement without notice.

  • Quality Assurance Program An employee shall be entitled to leave of absence without loss of earnings from her or his regularly scheduled working hours for the purpose of writing examinations required by the College of Nurses of Ontario arising out of the Quality Assurance Program.

  • Investment Policy Investment objectives, policies and other restrictions for the management of the Investment Assets, including requirements as to diversification, are set forth in Exhibit A to this Agreement. The Sub-Advisor must discharge its duties hereunder in accordance with Exhibit A as revised or supplemented in separate written instructions provided from time to time by the Advisor or the Fund’s Board of Directors.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

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