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 disadvan- tages of the various products offered by the companies. The written material should be supplemented with the offer of a staff meeting where the information is provided and there is the opportunity to ask questions. Aperiodofatleast14daysshouldbegivento employees to get advice and guid- ance,before the ballot ona possible change of pension provider takes place. 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 the calculation of the deposit, the company or the new pension provider must bear this cost. Insurance brokers Insurance brokers are independent individuals or companies whose job it is to ensure customers get the best insurance terms. The insurance broker is the company's advisor. If an insurance broker is involved in the change of pension provider, it is recom- mended that the company informs employees about how the insurance broker is remunerated. The information can be provided together with the other informa- tion that employees receive in connection with the change of pension provider. The ballot itself No rules have been agreed in the collective agreement on how the ballot should be conducted. The voting can therefore be performed in the way the company deems most appropriate. If a secret ballot is requested, the company must consider whether to honour such a request. If doubts are subsequently raised about the correctness of the ballot, it is the company that must be able to document this. The parties therefore recommend that the ballot be in writing. The company may establish a ballot committee with one representative from management and one rep...
Information material industrial and intellectual property protection All material entering the user’s possession under the terms and conditions of this license agreement is protected by copyright and the authorship laws in act. All registered trademarks, unregistered trademarks and logos appearing on the paper documentation and in the software package, which are provided for or connected to the program, remain the ownership of Progea srl and not the user. The user does not own nor hereby acquire any claim or right of ownership to the software or to any related patents, copyrights, trademarks or other intellectual property in any way whatsoever, with this user license agreement.
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.
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. 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. 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. 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. No costs to employees 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 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.
