Examples of the. Emergency" can be categorized as:
Examples of the rights reserved solely to the University administration and its agents and officials include, but are not limited to, the right:
1. to establish the University's missions, programs, objectives, activities, and priorities;
2. to plan, supervise, direct and control the use of resources to achieve the University's missions, programs, objectives, activities, and priorities;
3. to develop, implement and administer affirmative action programs;
4. to establish and administer procedures, rules and regulations and determine the methods and means by which operations are to be carried on;
5. to introduce new or improved methods, programs, equipment, or facilities or change or eliminate existing methods, equipment, or facilities;
6. to determine the location or relocation, reorganization, or discontinuance of operations; to determine where employees shall work; or subcontract all or any portion of any operation;
7. to assign, reassign and schedule work; to determine the need for overtime;
8. to establish the size, composition, and qualifications of the work force;
9. to recruit, hire, develop, train, evaluate, promote, transfer, demote, or layoff limited appointment, career, or probationary employees;
10. to determine the basis for, and to determine the amount granted for merit increases;
11. to establish, xxxxxx, and enforce standards of performance, conduct, and safety for employees; and to determine the process by which employee performance is evaluated;
12. to reprimand, suspend, release, or otherwise discipline or discharge employees for misconduct or failure to perform satisfactorily;
13. to maintain safety standards and programs;
14. to determine and modify job classifications and job descriptions.
Examples of the. Employer's right to manage its business shall include, but not be limited to, the sole and exclusive right to: establish the qualifications for hire, select who to hire, and determine the number of employees to employ; determine the number of employees assigned to any particular job and to increase or decrease that number; assign employees to perform any work, duties, or jobs, and assign employees to a store or other work location, including to third--party venues, and change such assignments; schedule and direct the work force; determine, establish, modify or change schedules, working hours, and overtime; promote, layoff, or recall employees; demote, discipline and discharge employees for just cause; discontinue, enlarge, reduce or revise functions performed by employees; determine and change the methods, procedures, materials, equipment, technology and operations to be utilized by employees; determine the products to sell and the services to provide; determine and change security and surveillance equipment, technology, and personnel to utilize; establish, implement, conduct, modify, terminate and determine the content of training programs; introduce new and improved methods of operations; set standards for job performance; establish, modify, and enforce work, productivity and quality standards; and, evaluate employees' performance and productivity.
Examples of the images appeared on the tablet in the Gesture Study. In all conditions (Iconic Gesture, Deictic Gesture, and Highlight), the child was first shown an image showing two different versions of the same object (e.g., ball, door), and learned the English noun for the object. Then, the objects were presented one by one to introduce the target adjectives (e.g., small, big, wide, narrow). In the two gesture conditions (the left column), the experimenter performed gestures while introducing the adjectives. In the Highlight condition (the right column), no gesture was performed and red rectangles appeared around the object.
4.5 Results For each trial, participants’ pointing responses were coded in terms of whether they pointed to the correct answer or not (1 = correct, 0 = incorrect). The distribution of scores approximately followed the normal distribution within each condition, and thus the data were analyzed using an ANOVA. Two separate two-way mixed ANOVAs with Gesture Type as a between-subject variable (Iconic vs. Deictic) and Modality as a within-subjects variable (Gesture vs. Highlight) was used to analyze the responses – one on children’s responses during the main task, and the other on children’s responses for the transfer task. First, ANOVA on children’s responses during the main task revealed a significant effect of Modality (F(1,33) = 4.11, p =.05), where children performed better on the Highlight condition (M = .73, SD = .25), compared to the Gesture condition (M =
Examples of the position of the microphone, depending on the location of the exhaust pipe, are given in Figures 3a-3d in Appendix 1 to Annex 3.
Examples of the differences between using rings and semirings Here we list some issues with the theory and provided examples to illustrate these issues.
Examples of the types of information prohibited by disclosure under Section 1619 include, but are not limited to, the following:
i. State identification and county number (where reported and where located).
ii. Producer or landowner name, business full address, phone number, Social Security Number, and similar personal identifying information.
iii. Farm, tract, field, and contract numbers.
iv. Production shares and share of acres for each Farm Serial Number (FSN) field.
v. Acreage information, including crop codes.
vi. All attributes for Common Land Units (CLUs) in USDA's Geospatial Information System
vii. Any photographic, map, or geospatial data that, when combined with other maps, can be used to identify a landowner.
viii. Location of conservation practices.
Examples of the rights reserved solely to the University administration and its agents and officials include, but are not limited to, the right:
1. To establish the University's missions, programs, objectives, activities and priorities, including Affirmative Action plans and goals;
2. To exercise full and exclusive control of the management of the University and to supervise and direct all operations;
3. To plan, direct, manage and control the use of resources and personnel to achieve the University's missions, programs, objectives, activities and priorities, including Affirmative Action plans and goals;
4. To establish and administer procedures, rules and regulations and determine the methods and means by which operations are to be carried on;
5. To introduce new or improved methods, equipment or facilities, or change or eliminate existing methods, equipment or facilities;
6. To determine the location of operations;
7. To discontinue, relocate or subcontract all or any portion of any operation;
8. To determine, establish, modify, revise or abolish classes, titles, codes, class specifications and job descriptions and to determine the salary of new and revised classes;
9. To determine the work to be done; to assign work; to establish and change daily or weekly work schedules; to schedule hours of work, including overtime; to establish or eliminate shifts; and to determine whether and to what extent work shall be performed by employees;
10. To determine the calendar dates on which employees shall receive pay owing and due them and to determine the intervals between such dates; to determine the beginning and ending dates for which payroll and accrual calculations are made and to determine formulas for such calculations;
11. To establish the size, composition and qualifications of the work force; to determine the nature of positions and whether or not to fill positions; and to use tests, interviews and other selection techniques to hire, promote, transfer and otherwise evaluate employees;
12. To recruit, hire, train, evaluate, promote, transfer, reclassify, demote or layoff employees;
13. To discipline, discharge or release non-career employees without cause;
14. To determine the basis for merit increases, special awards, and payments for meritorious performance and to exercise sole discretion as to the granting, timing, amount, distribution and frequency of such increases whether or not such increases shall accrue to an employee's base salary;
15. To establish, modify and en...
Examples of the analysis under 1.1 appears in the Saskatchewan Court of Appeal’s decision in Evashenko x. Xxxxxxxxx,11 the decision that followed in the Saskatchewan Queen’s Bench by Xxxxxx, J., and the decision of Xx. Xxxxxxx Xxxxxxxx in Xxxxxxx x. Xxxxxxx,12 where he applied and followed Evashenko.
Examples of the kinds of events ------------ that might cause such substantial decreases are:
