Application Guidelines. Applications must be returned to the MJGA by 5:00 PM on the 3rd Friday of March in the year of the award (receipt date, not postmark date). Typed applications are preferred. Faxed applications will not be accepted. Mail Scholarship Application to: MJGA, X.X. Xxx 000 Xxxxxxx, XX 00000 ● Applicants MUST be high school seniors who have completed (or plan to complete) high-school of the award year and enroll (or plan to enroll) in an accredited college or university in the Fall of the award year. The institution must be located in the United States. ● Applicants MUST be a Hawaii Resident, be a current MJGA member, and have been a member for at least 3 years. ● Along with each application, the applicant must: - Sign and date application - Include a copy of his/her most recent high school transcripts - Contain the one page essay described at the end of the application form - Include a headshot photo of applicant Please direct any questions to Xxxxxx Xxx, MJGA President at xxxxxxxxxxxxxx@xxxxx.xxx
Application Guidelines. The agreement mainly concerns the termination of regular employment contracts for a reason deriving from the employee. In addition to the case specifically mentioned in section 1, the agreement does not concern the following:
Application Guidelines. To determine the appropriate combination of education and job-related experience required by the job, refer to the chart on the previous page and complete the following steps:
Application Guidelines. An employment contract is a fixed-term one when made for a fixed term or when applied to a defined task, or when the fixed-term nature of the employment is otherwise expressed in the contract. Unless agreed otherwise, a fixed-term employment contract will terminate without dismissal at the termination of the defined task or at the end of the agreed working period. Fixed-term employment contracts can be made on grounds of the nature of the work, substitution, traineeship or other such factor stipulating that a fixed-term contract be made, or on the basis of some other justifiable reason relating to the company’s activity or the work that is the subject of the contract. If a fixed-term employment contract has been made in other circumstances than those referred to above or if fixed-term employment contracts have been repeatedly renewed in sequence without good reason, such employment contracts will be construed as being valid until further notice. Duration of employment cannot always be agreed specifically when making fixed-term employment contracts, particularly as regards seasonal work. In these cases, the end date of the employment should be specified as accurately as possible by determining the factors affecting the employment duration.
Application Guidelines. Incapacity for work is primarily confirmed by a doctor's certificate issued for the purpose, unless otherwise provided in these guidelines.
Application Guidelines. The employer meets this requirement by inquiring from the local employment office for any dismissed employees registered there as job seekers. The local unemployment office refers to the employment office in whose area of responsibility the work is on offer. After the employer has turned to the employment office, the employment office will make an order for labour on the basis of this inquiry and determine whether there are any employees intended in section 19 registered as job seekers. In the same context, it should be investigated whether there are still any such employees registered as unemployed job seekers who, after being laid off for more than 200 days, have resigned pursuant to Chapter 5, section 7, subsection 3 of the Employment Contracts Act. These job seekers will be reported to the employer, and former employees will be asked to return to the employer’s service, in accordance with the usual procedure.
Application Guidelines. 3.1. When classifying jobs, the nature of work is compared (on a whole job basis) to the established profiles, and the job is classified to the profile on the basis of best fit.
3.2. Where the nature of work overlaps between two profiles, the application of best fit is used by identifying the regular and ongoing delegated responsibilities of the job, taking into account the overall duties and level of responsibilities performed.
3.3. Without limiting the application of 3.2:
a) Where a job has regular, ongoing delegated responsibility and accountability for work matched to a Supervisory/Leadership profile, the job will be assigned to the appropriate Supervisory/Leadership profile.
b) Where a job has regular, ongoing delegated responsibility and accountability for work matched to an Advanced Working Professional profile, the job will be assigned to the appropriate Advanced Working Professional profile.
Application Guidelines. Applications that you develop, display or distribute that interact with the API must comply with eBay’s Compatible Application Check requirements, incorporated herein by reference.
Application Guidelines. This factor does not consider the formal Education & Training required to perform a job adequately. However, as both factors (Education & Training and Experience) measure the skills set required to perform a job they are often considered in the context of one another. It is not uncommon to find that if there is a higher degree of formal Education & Training, there may be a lesser time required (Experience) for experiential learning, or the Experience factor would concentrate more on the experiential learning that is more typically obtained through practical experience (i.e. supervisory/management skills, negotiating/public relations/media skills, highly specialized equipment operation requiring experience to hone precision, etc.). Experience acquired though an apprenticeship/internship program would be considered under Experience, if relevant to the overall experience requirements of the job. With regard to the “period of adjustment”, it may be helpful to think in terms of daily/weekly/monthly/quarterly/seasonal/annual cycles of work, as, the more frequently a task is performed, the faster the on-the-job learning is acquired and therefore the period of adjustment would be less.
Application Guidelines. When evaluating under this factor, consider the frequency with which tasks are undertaken. Do not focus on extreme examples of activities that are particularly challenging unless they occur regularly. The goal in this factor is to evaluate the overall complexity of the work.
