Information material. The decision to change pension provider may have significant long-term financial consequences for employees’ insurance and pension conditions. Any decision to change pension provider should therefore be taken on a well-informed basis. It is the enterprise’s duty to inform the employees of the details and consequences of any change. It may therefore be relevant to produce an overview of the differences between the relevant pension schemes. The information may be drawn up by the relevant pension providers. The information may be provided in various ways. The parties recommend that the pension providers should draw up an easily understandable and concise set of information material explaining the advantages and drawbacks of the different products offered by the companies. This written material should be supplemented by the provision of a staff meeting at which information is given and employees have the opportunity to ask questions. Employees should be given a period of at least 14 days to seek advice and guidance before the ballot on a possible change of pension provider is held. A change of pension provider must not entail any costs to those insured. This means that a change of pension provider must not involve any deduction from the insured persons’ funds. If the “old” pension provider charges a fee for winding up the deposit, the enterprise or the new pension provider must bear the cost of this. Insurance brokers are independent persons or companies whose role is to obtain the best possible insurance conditions for their customers. Insurance brokers are the enterprise’s advisors. Where an insurance broker is involved in the change of pension provider, it is recommended that the enterprise should inform employees of how the broker is paid. This information can be provided together with the other details given to employees in connection with the change of pension provider. There are no rules laid down in the collective agreement for the way in which the ballot should be conducted. The ballot may therefore be handled in the way the enterprise finds most appropriate. If there is a request for a secret ballot, the enterprise must consider whether to comply with this request. If doubts are subsequently raised as to whether the ballot was conducted correctly, the enterprise needs to be able to document this. The parties therefore recommend that the ballot should be held in writing. The enterprise may establish a ballot committee with one representative from mana...
Information material. The IA may provide OAM/OS promotional material to prospective clients as well as links to OAM’s website. The IA shall not – in any modified form – use the OAM name/logo, advertise OAM services, pass on any written or verbal advice which OAM may give to the IA pursuant to any agreement between them or distribute any analytical or research document without the prior written consent of OAM.
Information material industrial and intellectual property protection
Information material. See §7.4.
Information material. A project logo was created in order to increase the visibility of the project and to facilitate dissemination activities (Figure 3).
Information material. Special Newsletter on lead poisoning in waterbirds (2002), available in English, French and Russian at xxxx://xxx.xxxx-xxxx.xxx/publications/newsletter.htm 20 xxxx://xxx.xxxx-xxxx.xxx/publications/conservation_guidelines/pdf/cg_2.pdf 21 xxxx://xxx.xxxx-xxxx.xxx/publications/conservation_guidelines/pdf/cg_5.pdf • Technical Series No. 3: Non-toxic shot - A path towards sustainable use of the waterbird resource, available in English and French at xxxx://xxx.xxxx-xxxx.xxx/publications/technical_series.htm • Three articles published by the AEWA Secretariat and disseminated to hunting magazines: 1. Planting seeds of awareness; 2. Steel shot – some technical and safety aspects; 3. Non-toxic shot is gaining territory; available at xxxx://xxx.xxxx-xxxx.xxx/publications/index.htm • Detailed information provided on the AEWA website at xxxx://xxx.xxxx-xxxx.xxx/activities/index.htm
Information material. The decision to change pension provider can have significant long-term financial consequences for employees' insurance and pension conditions. Any decision to switch pension providers should therefore be made on a well-informed basis. It is the company's obligation to inform employees about the details and conse- quences of a possible change. It may therefore be relevant to prepare an overview of the differences in the relevant pension schemes. The information can be provided by the relevant pension providers. Information may be provided in many ways. The parties recommend that pension providers prepare easily understandable and concise information material that explains the advantages and disadvantag- es of the various products offered by the companies. The written material should be supplemented with the offer of an employee meeting where the information is provided and there is an opportunity to ask questions. Employees should be given a period of at least 14 days to seek advice and guid- ance before voting on a potential change of pension provider. NO COST TO EMPLOYEES A change of pension provider must be made at no cost to those insured. This means that changing pension provider may involve any deduction from the insured persons’ funds. If the "old" pension provider charges a fee in connection with winding up the funds, the company or the new pension provider must bear this cost.
Information material. The development of specific information material is another essential element of TAMPEP’s methodology. Much of the existing information material for migrant sex workers is produced with a Western mentality, without taking into account the diversity and heterogeneity of the migrant women constituting the target group. In order to be effective, this information must take into account the different cultural and ethnic backgrounds of the women. The materials are created and developed together with the target group during workshops, street work and other kinds of regular meetings. Production and use of information materials are considered as a tool for the work and not an end in itself.
Information material. The decision to change pension providers may have significant long-term financial consequences for employees’ insurance and pension conditions. Any decision to change pension provider should therefore be taken on a well- informed basis. It is the enterprise’s duty to inform the employees of the details and consequences of any change. It may therefore be helpful to produce an overview of the differences between the relevant pension schemes. The information may be drawn up by the relevant pension providers. The information may be provided in various ways. The parties recommend that the pension providers should draw up an easily understandable and concise set of information material explaining the advantages and drawbacks of the different products offered by the enterprises. This written material should be supplemented by the provision of a staff meeting at which information is given and employees have the opportunity to ask questions. Employees should be given a period of at least 14 days to seek advice and guidance before the ballot on a possible change of pension provider is held. A change of pension provider must not entail any costs to those insured. This means that changes of pension provider must not involve any deduction from the insured persons’ funds. If the “old” pension provider changes a fee for winding up the fund, the enterprise or the new pension provider shall bear the cost of this.
Information material. The decision to change pension providers may have significant long-term financial consequences for employees’ insurance and pension conditions. Any decision to change pension provider should therefore be taken on a well- informed basis. It is the enterprise’s duty to inform the employees of the details and consequences of any change. It may therefore be helpful to produce an overview of the differences between the relevant pension schemes. The information may be drawn up by the relevant pension providers. The information may be provided in various ways. The parties recommend that the pension providers should draw up an easily understandable and concise set of information material explaining the advantages and drawbacks of the different products offered by the enterprises. This written material should be supplemented by the provision of a staff meeting at which information is given and employees have the opportunity to ask questions. Employees should be given a period of at least 14 days to seek advice and guidance before the ballot on a possible change of pension provider is held.
