Social Media Policy Employee understands that no information about his/her location, plans for the day or pictures of family members should be shared on any social media network. Employee will also not tell strangers to the family (i.e. caregiver’s friends) where he/she is spending the day, unless the family has authorized.
SHOP XXXXXXX (a) The Union may elect or appoint a Shop Xxxxxxx or Shop Stewards to represent the employees and the Union shall notify the Company as to the name or names of such Shop Xxxxxxx or Shop Stewards. The Company agrees that no Shop Xxxxxxx shall suffer any discrimination by reason of holding such office.
Vlastnictví Zdravotnické zařízení si ponechá a bude uchovávat Zdravotní záznamy. Zdravotnické zařízení a Zkoušející převedou na Zadavatele veškerá svá práva, nároky a tituly, včetně práv duševního vlastnictví k Důvěrným informacím (ve smyslu níže uvedeném) a k jakýmkoli jiným Studijním datům a údajům.
In-Network Convenience Clinics and Online Care Services received at in-network convenience clinics and online care are not subject to a copayment in each year of the Agreement. First dollar deductibles are waived for convenience clinic and online care visits. (Note that prescriptions received as a result of a visit are subject to the drug copayment and out-of-pocket maximums described above at 6A2(4)e).)
Yeah Xxxxxx: And then I remember Xxxx Xxxxx Childs being in one of those. Zavella: Oh, yeah, Comparative Ethnicities. Xxxxxx: So do you want to speak about the Chicana Feminisms Cluster and the producing of that amazing edited collection? Zavella: It took a long time. And it started off—Xxxx had a course on Chicana feminisms and she organized a colloquium series. The cluster cosponsored that and we had all these speakers come in. And we decided to ask people to write 19 Chicana Feminisms: A Critical Reader, Edited by Xxxxxxxx X. Xxxxxxxxx, Xxxx Xxxxxxx, Xxxxx Xxxxx, Xxxx Xxxxxx-Xxxxxxx, and Xxxxxxxx Xxxxxxx. Xxxx University, 2003. chapters based on their talks and that we would edit the book. And we were just at the point where, I think we had drafts of the papers when we hired Xxxxxxxx Xxxxxxxxx. So she came in and we asked her to join the cluster. So it was a long process of reading the papers and editing them, giving feedback, and having people revise their papers, and brainstorming what would go into the introduction. I wrote the first draft and then passed it on to one of the coeditors and they added something, and so it went around and around. All the logistical details: Xxxx was the contact with Duke University Press and worked on getting us a contract; doing presentations once the book was out. The format was that we would give talks and we would have somebody write a written response to the talk, which sort of paralleled what happened when people literally gave talks—we would have somebody respond. That turned out to be a really fun part because we tried to be very creative in inviting someone to comment on the work, choose someone from a different discipline. So we had dialogues built into the book itself. And the book has done well. Xxxxxx: So going back and continuing our conversation around the Chicano Latino Research Center at UC Santa Xxxx, what would you say, Pat, was the central focus of the CLRC? From your perspective, what was the glue there? Zavella: The glue was the framework of cross-border perspectives linking the Americas and the sense that we wanted to be very interdisciplinary. I remember one of the tensions with CLRC was that the systemwide funding was supposed to be related to policy. So periodically we would have these discussions—how does transnational popular culture relate to policy? Or, how does Chicano literature relate to policy? We had some really good conversations about the way in which policy is about institutions that regulate culture, such as the Federal Communications Commission. Or, it’s about policies around language use—who gets to be bilingual and how languages are valued. We were so strong in the humanities and cultural studies at UCSC and we felt it was important to keep in mind that policy relates to culture as well. Some of the other centers at other universities were very social science-y, very policy-oriented, which is fine. I think that cross-border perspectives, the interdisciplinarity, the valuing of humanities and cultural studies with social sciences, the valuing of creating a culture that was about appreciating scholarship and mentoring graduate students and creating a sense of community that was good for faculty as well as graduate students. I think all of those were central to how CLRC worked. Eventually, when I was director, we designed the Undergraduate Research Apprenticeship Program. And in part, that developed out of a critique of the Faculty Mentorship Program. A bunch of us weren’t happy with how it was running at the time. So we had several Steering Committee meetings where we brainstormed—well, what do we want this to look like? And we had resources and we applied for more resources on campus. So we ran a URAP for a number of years. I think it’s been a really good program. Part of what’s great about it, is it directs mentoring toward undergraduates, and identifies underrepresented students who, maybe are not the stars who you know are going to graduate school, but who have potential. And so, learning how to do the research, and doing the work, and being mentored, and taking them through the process of applying to graduate school can give them a little boost. I think it’s been very successful. We’ve had a number of URAP students actually go on to higher education. So that sense of intellectual community—I think that was the glue that held CLRC together.
JOB XXXXXXX (a) There shall be a Xxxxxxx on each job at all times, who shall be a Union Member in good standing, and shall be appointed by the Business Representative, from amongst the Employees on the job. The Union shall notify the Employer, in writing, who their Xxxxxxx is. If the Employer disapproves of the said appointed Xxxxxxx, they shall immediately notify the Union, in writing, stating the reasons for their disapproval. If their reasons are acceptable to the Union, a new Xxxxxxx will be appointed immediately. If not acceptable, the Union and the Employer will meet to discuss the reasons for disapproval, and if necessary, grievance procedure will be followed. The Xxxxxxx shall keep a record of members hired, laid-off, and discharged, and shall take up all grievances on the job, and try to have same adjusted. In the event he/she cannot adjust them, he/she must promptly report that fact to the Business Representatives of the Union, so STEP 2 of the Grievance Procedure can be followed through. He/She shall see that the provisions of this Agreement are complied with and report the true conditions and facts. It is recognized as the Employer’s responsibility to make whatever provisions are necessary for the care of injured worker. It shall be the duty of the Xxxxxxx to see that the Employer fulfils its obligation. The Employer agrees that when Employees are laid-off, all things being equal, the Xxxxxxx will be one of the last employees laid-off. The Employer further agrees that the Xxxxxxx will not be transferred to another jobsite unless mutually agreed by the Employer Representative and the Union Representative. The Union agrees that the Xxxxxxx shall not be changed without prior notification to the Employer.
