Locational Data Policy Sample Clauses

Locational Data Policy. The Contractor shall comply with all requirements related to the EPA Locational Data Policy (LDP) as described in EPA Publication 220 B-92-008 (March 1992 or latest revision) entitled, Locational Data Policy Implementation Guidance: Guide to the Policy. The LDP assures the collection of accurate, consistently formatted, and fully documented locational coordinates for facilities, sites, monitoring points, and observation points regulated or tracked under federal environmental programs within the Agencies’ jurisdiction. The LDP establishes principles for collecting and documenting geodetic coordinates defined in terms of latitude and longitude (lat/long).
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Locational Data Policy. The contractor shall comply with all requirements related to the United States Environmental Protection Agency's Locational Data Policy (LDP). The EPA LDP ensures the collection of accurate, consistently-formatted, and fully-documented locational coordinates for facilities, sites, monitoring points, and observation points regulated or tracked under federal environmental programs within the jurisdiction of the EPA. The LDP establishes principals for collecting and documenting geodetic coordinates defined in terms of latitude and longitude (lat/long). In addition to these locational data, the LDP requires documentation of specific information regarding the method used to measure lat/long coordinates, the accuracy of the measurement, and a description of the place where the lat/longs were taken. In order to effectively implement the LDP policy, the contractor must collect and document the following information: • Latitude/Longitude Coordinates Latitude and longitude coordinates must be provided in accordance with the Federal Interagency Coordinating Committee for Digital Cartography (FICCDC) recommendations. The coordinates must define a point, line or area, according to the most appropriate data type for the entity being represented (i.e., singly or multiple times). • Methodology Description The specific method used to determine lat/long coordinates shall be described (i.e., remote sensing techniques, map interpolation, cadastral survey). • Textual Description Each item shall also be described in written text to which the lat/long coordinates refer (i.e., north-east corner of the site, entrance to the facility, point of discharge). • Estimation of Accuracy Measurements of accuracy related to lat/long coordinates shall be estimated in terms of the most precise units of measurement used. Accuracy should be 25 meters or better for all new data collected after December 31, 1991 and all existing data by December 31, 1995. Further guidance related to the LDP policy can be found in EPA Publication 220 B- 92-008 (March 1992) entitled, "Locational Data Policy Implementation Guidance: Guide to the Policy" which was developed by the Administration and Resources Management Division (PM-211D). H.52 RETENTION AND AVAILABILITY OF CONTRACTOR FILES (LOCAL LW-04-02) (DEC 2001)
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Related to Locational Data Policy

  • Anti-­‐Abuse Policy i. Registry Operator’s Anti-­‐Abuse Policy will be required under the Registry Registrar Agreement and posted on the Registry Operator’s web site.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Overpayment Policies and Procedures Within 90 days after the Effective Date, Xxxxx shall develop and implement written policies and procedures regarding the identification, quantification and repayment of Overpayments received from any Federal health care program.

  • Payment Policy 11.9.1 A full-time tenure-track teacher, who is a member of the bargaining unit on an annual salary basis and who has served a complete school year as teacher, shall be paid in twelve (12) equal monthly installments.

  • SUBSTANCE ABUSE POLICY 6.6.1. Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.

  • Pet Policy 🞎 Pets are prohibited 🞎 Up to pets are permitted The following pet requirements apply [insert requirements including type, size and quantity,ifapplicable: ] The above-described pet policy is a material provision of this Lease. Violation of the pet policy may lead to damages, deposit, and/or fees or additional rent assessed to Tenant and constitutes a default under this Lease.

  • Schedule of Underlying Insurance Policies If Umbrella or Excess policy is evidenced to comply with minimum limits, a copy of the Underlying Schedule from the Umbrella or Excess insurance policy may be required.

  • SECURITY POLICIES AND NOTIFICATIONS State Security Policies and Procedures The Contractor and its personnel shall review and be familiar with all State security policies, procedures and directives currently existing or implemented during the term of the Contract, including ITS Policy NYS-P03-002 Information Security Policy (or successor policy). Security Incidents Contractor shall address any Security Incidents in the manner prescribed in ITS Policy NYS-P03-002 Information Security Policy (or successor policy), including the New York State Cyber Incident Reporting Procedures incorporated therein or in such successor policy.

  • Safety Policy Each employer is required by law to have a safety policy and program. TIR will ask for and may require a copy of that policy and program.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

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