Application of the Policy. 2.1 Fair and equitable treatment shall apply to all aspects of employment, including but not lim- ited to: placement, training and development, promotion, compensation, benefits, termina- tion and the work environment.
2.2 The workplace covers the offices, buildings, and physical work sites of MPGC. It also in- cludes MPGC washrooms, cafeterias, locker rooms and vehicles and any other location in which employees conduct business. All means of communication are covered, including facetoface encounters, letters, drawings, email transmissions, fax and telephones.
2.3 This policy applies to all fulltime, parttime and seasonal employees.
Application of the Policy. The Policy will apply when your account has been opened and you give us an order to execute on your behalf in respect of financial instruments covered by the Markets in Financial Instruments Directive (“MiFID”). The Policy also applies when we agree to execute an order on your behalf and you legitimately rely on us to protect your interests, in relation to any aspects of the Transaction that might be affected by how we execute your order. The Policy also applies where we receive and transmit client orders to other firms for execution.
Application of the Policy. In every case, employees shall be entitled to and afforded due process under the applicable collective agreements unless and until they agree to waive their rights thereunder, and elect to be governed by the provisions contained in this Policy.
Application of the Policy. 1.3.1 In the Code of Conduct, when we use the word ”you”, we mean, teaching staff including Headteachers, Deputy Headteachers, Assistant Headteachers, support staff, casual workers, agency staff, contractors, volunteers and consultants and self employed people engaged in work for the school.
1.3.2 When we use the word “school”, we mean, maintained community schools, foundation schools, trust schools, voluntary aided schools, voluntary controlled schools, academies.
1.3.3 This Code is not a full list of what you are expected to do or not to do. There may be other things that the school will look at as misconduct or gross misconduct. If there is something that you are unsure about, please ask your Headteacher, line manager or HR provider. Pupils, colleagues, parents/carers and governors expect you to have high standards of behaviour. If someone has suspicions that you could be influenced unfairly, this could damage confidence in the school. You must not put yourself in a position where your honesty or integrity could be called into question.
Application of the Policy. This Policy applies to all members of Team Manitoba, which includes but is not limited to all participating athletes, coaches, team managers, cultural participants and members of mission staff. This Policy applies to conduct of such members at Western Canada Games activities and events.
Application of the Policy. This Policy shall only apply in the event that the Company is required to prepare an accounting restatement due to the material noncompliance of the Company with any financial reporting requirement under the securities laws, including any required accounting restatement to correct an error in previously issued financial statements that is material to the previously issued financial statements, or that would result in a material misstatement if the error were corrected in the current period or left uncorrected in the current period. In the event of such an accounting restatement, the Company will recover reasonably promptly the Erroneously Awarded Compensation Received in accordance with this Policy.
Application of the Policy. The Policy will apply when your account has been opened and you give us an order to execute on your behalf in respect of financial instruments covered by the Markets in Financial Instruments Directive. The Policy also applies when we agree to execute an order on your behalf and you legitimately rely on us to protect your interests, in relation to any aspects of the Transaction that might be affected by how we execute your order. The Policy also applies where we receive and transmit client orders to other firms for execution.
Application of the Policy. This policy shall govern the actions of management in implementing Council’s Dress Code for Field Services Staff and shall apply to all union and non-union outside employees. For the purposes of this policy, Field Services Staff shall include the following classifications: Labourer, Truck Operator, Heavy Equipment Operator, Arena/Parks Operator, Water Maintenance Operator, Plumber, Engineering Technician, Public Works students and part time staff.
Application of the Policy. This policy will be made available to all staff and will apply as follows, to the: Recruitment, selection, treatment, training, promotion, discipline and dismissal of all staff including the appointment of director or directors Employment and directorship, and conditions of service The planning and provision of services for clients The provision and delivery of services to clients Instruction of counsel or other experts, in all professional dealings In all dealings with the other party’s representatives We will implement and integrate this policy into our processes and procedures as follows: Training - The firm will ensure that all directors, managers and other staff are trained to understand and apply our Equality & Diversity Policy. Recruitment - open recruitment methods such as the use of job centres, careers services and press advertisements (as appropriate) and such recruitment notices will, where possible refer to our Equality and Diversity policy Selection – A job description and person specification setting out the skills, knowledge and experience (essential and desirable) will be prepared and all applications for that job will be scored, shortlisted, and interviewed using the same questions based on the job description and person specification Induction – All successful candidates will be given a copy of this policy during their induction to the organisation and its importance emphasised Job Applications – We will monitor job applicants in terms of gender, age, disability, sexual orientation, religion and ethnicity. Monitoring sheet appended at (vii). Monitoring Diversity – the organisation will from time to time carry out an analysis and review of its mix of employees/directors and consider whether this provides evidence of effective implementation of the Equality and Diversity policy or if further action is required e.g. change or procedure or further training of its managers and senior personnel Client Care & Complaints – Our client care letters with contain a statement on our Equality & Diversity statement and inform the client that they can raise any complaints under complaints procedure. o We will review our complaints annually to check if any equality and diversity issues arise e.g. access to our services by someone with a disability. o We will also provide services to clients in a way that respects diversity o We will make reasonable adjustments to ensure that disabled clients, employees or managers are not placed...
Application of the Policy. A. The Empl o ye r’s Eviden c e
