Monitoring Procedure Sample Clauses

Monitoring Procedure. (a) The sound level meter was set on a tripod at a height of 1.2 m above the ground for free-field measurements at NMS2. A correction of +3 dB(A) shall be made to the free field measurements. (b) All measurement at NMS3B were free field measurements in the reporting month at NMS3B. A correction of +3 dB(A) shall be made to the free field measurements. (c) The battery condition was checked to ensure the correct functioning of the meter. (d) Parameters such as frequency weighting, the time weighting and the measurement time were set as follows:- (i) frequency weighting: A (ii) time weighting: Fast (iii) time measurement: Leq(30-minutes) during non-restricted hours i.e. 07:00 – 1900 on normal weekdays. (e) Prior to and after each noise measurement, the meter was calibrated using the acoustic calibrator for 94dB(A) at 1000 Hz. If the difference in the calibration level before and after measurement was more than 1 dB(A), the measurement would be considered invalid and repeat of noise measurement would be required after re-calibration or repair of the equipment. (f) During the monitoring period, the Leq, L10 and L90 were recorded. In addition, site conditions and noise sources were recorded on a standard record sheet. (g) Noise measurement was paused during periods of high intrusive noise (e.g. dog barking, helicopter noise) if possible. Observations were recorded when intrusive noise was unavoidable. (h) Noise monitoring was cancelled in the presence of fog, rain, wind with a steady speed exceeding 5m/s, or wind with gusts exceeding 10m/s. The wind speed shall be checked with a portable wind speed meter capable of measuring the wind speed in m/s.
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Monitoring Procedure. 1. The evaluator shall monitor such activities of the employee as the evaluator deems necessary to evaluate the employee's progress toward meeting the established CSTP Standards. 2. Each employee being evaluated shall be observed by the evaluator at least once during the evaluation period. a. The employee being evaluated shall receive advance notice of the date and time of the evaluator's first observation. The observation shall be for a period of at least thirty (30) minutes. b. For any subsequent observations, the evaluator shall not be required to give the employee being evaluated any advance notice. c. The evaluator shall hold an observation conference with the employee after each formal observation of that employee. A "formal observation" refers to an observation about which a formal observation report is filled out and filed. The conference shall be held and the report provided to the employee within a reasonable time after the observation. 3. If, at any time during the evaluation period, the evaluator determines that the employee needs to show improvement to meet the stated standards or other areas of evaluation, he/she shall within a reasonable time notify the employee. a. The evaluator shall also provide the employee at that time with the following in writing: 1. Areas where improvement is needed; 2. Specific suggestions for improvement; 3. Techniques and standards that will be utilized in assessing improvement; 4. The time schedule to be utilized for monitoring progress; and 5. A list of any resources which the evaluator decides to be made available to the evaluatee to assist with improvement. b. Unless a change in grade or subject area is necessary because it is in the best interest of the students, or if a class is closed or reorganized during the time a unit member is working under a remediation plan, his or her assignment will not be changed. 4. The evaluation shall be reduced to writing, and a copy of it shall be given to the employee being evaluated not less than thirty (30) calendar days before the end of the employee's school year. 5. The evaluation report shall relate to the CSTP Standards determined in accordance with Section F above, and the other areas defined in Section E.1. a. e. above. It shall summarize the data collected during the evaluation period and shall also include the evaluator's judgment of the effectiveness of the employee's performance along with the necessary recommendations. When the employee is presently performing ...
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Monitoring Procedure. 7.1 The Insured shall diligently implement the Monitoring Procedure in a manner that is consistent with care and skill that can be expected from a person in this position and shall use reasonable endeavours to obtain information as to enable it to comply with its obligations in terms of this Policy, including without limitation the obligation to inform the Insurer timeously of such events as dealt with herein. 7.2 The Insured shall be required to produce evidence to the Insurer when lodging a Claim that the Monitoring Procedure as stipulated in clause 7.3 below has been reasonably implemented. 7.3 In implementing the Monitoring Procedure, the Insured shall provide the Insurer with quarterly (31 March, 30 June, 30 September and 31 December of each year) reports within 30 (thirty) days after expiry of the relevant quarter, during the Availability Period and annually thereafter (provided that interim financial statements shall be provided as and when being made available) relating to the progress, the implementation of the Insured Contract and related information so as to enable the Insurer to determine the extent of the risks covered by this Policy and any change in the extent thereof. Such report shall, amongst others, include the following information to the extent applicable – 7.3.1 executive summary of the Project; 7.3.2 financial analysis of the Project; 7.3.3 management of the Project; 7.3.4 exceptional occurrences relating to the Project; 7.3.5 construction report; 7.3.6 operational report; and 7.3.7 environmental management reports. 7.4 The above rights of the Insurer are without prejudice to the right of the Insurer to call for any additional information which may be reasonable in the circumstances and it shall not detract from the obligations of the Insured in terms of this Policy to notify the Insurer promptly of any event or circumstance that may reasonably be expected to lead to an event of default in terms of the Insured Contract or any event that may reasonably be expected to lead to a Claim being instituted under this Policy. 7.5 Receipt of any information provided to the Insurer by the Insured in terms of this clause 7 shall not be deemed to be a consent of the Insurer in relation to the Project or any waiver or consent in respect of the Insured's rights or obligations in terms of the Finance Documents or the Project Documents.
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Monitoring Procedure. The following procedures serve as a means to monitor and comply with this agreement (see annex 2).  Disclosure of personal data Each company, all suppliers and licence partners shall fill out a "questionnaire on disclosure of personal data of suppliers" which covers all the points of this agreement. This disclosure of personal data of the suppliers shall be repeated at least once every three years.  Internal audits Compliance with this agreement shall be controlled every three years through internal audits of Wilkhahn companies. The result shall be reported to the company's management representative.  External audits A monitoring committee equally made up of representatives from the management of Wilkhahn, Xxxxxxxxx und Xxxxx GmbH + Co. KG, the works council and IG Metall and BWI shall monitor the implementation of this agreement. The committee shall meet annually and include the local partners. An audit shall be carried out every three years at a Wilkhahn company, a licence partner or a supplier. BWI may make it possible for the unions at the respective location to participate in the meetings of the monitoring committee. The participants shall receive all the necessary information in order to carry out their mandate. Wilkhahn shall bear the costs of the external audit.
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Monitoring Procedure. 6.1 Service level items must be identified/recorded by the concerned party (e-mail, excel- sheet, trouble ticket system) using standard INA SLA Records (Table 2).
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Monitoring Procedure. The Fire Chief or his/her designate will review the sick leave utilization of all employees covered by this policy at the times and for the periods described above. Each individual’s sick leave utilization shall be compared to the following criteria to determine if there is probable cause to suspect sick leave abuse: 1. Employee has had more than four (4) occurrences of sick leave in the period. 2. Employee has had two (2) or more occurrences of sick leave on the day immediately before or immediately after a work reduction day (See Section 8.01). 3. Employee has had two (2) or more occurrences of sick leave after exhausting all work reduction days and vacation days. 4. Employee is known to engage in off-duty activities inconsistent with that which would be engaged in by a reasonably prudent, similarly situated ill or injured person. 5. Two (2) occurrences of sick leave with less than twenty-four (24) hours of actual work between them. 6. Employees having the greatest 5 number of sick leave occurrences among Kensoha Fire Department line personnel during a base period which is identified as the previous calendar year.
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Monitoring Procedure 
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Related to Monitoring Procedure

  • ORDERING PROCEDURE Orders placed against this contract may be in the form of an agency issued purchase order on an as-required basis. Or an agency may also use the Arkansas State Purchasing Card (P- Card) to purchase furniture.

  • Testing Procedures Testing will be conducted by an outside certified Agency in such a way to ensure maximum accuracy and reliability by using the techniques, chain of custody procedures, equipment and laboratory facilities which have been approved by the U.S. Department of Health and Human Services. All employees notified of a positive controlled substance or alcohol test result may request an independent test of their split sample at the employee’s expense. If the test result is negative the Employer will reimburse the employee for the cost of the split sample test.

  • ORDERING PROCEDURES All task orders under OASIS SB must: 1. Be awarded by an OCO with a Delegation of Procurement Authority (DPA) or by a Contractor authorized to use the OASIS SB Contracts as a Government Source of Supply 2. Be within the scope of Section C and all other terms and conditions of the OASIS SBcontract 3. Be solicited and awarded under the proper NAICS Code and corresponding OASIS SB MA-IDIQ Contract Number (See Section H.4.) 4. Identify the proper Product Service Code (See Section H.5.) and, 5. Comply with the OASIS SB Contract, OASIS SB DPA Training, OASIS SB Ordering Guide, the Ordering Procedures in FAR Subpart 16.505, Ordering, and other applicable agency specific regulatorysupplements

  • HIRING PROCEDURE 5.1 At the Pre-job Conference the Employer may request and the Local Union shall clear: 5.1.1 Up to ten percent (10%) of the Principal Operators excluding mechanics, required for the job from other Locals of the Union and each such Principal Operator shall be entitled to perform only the work for which he is cleared. Up to one- half (½) of those Principal Operators cleared under this provision may commence employment at the start of the Right-of-Way operations and the balance of those Principal Operators cleared under this provision may commence employment not prior to the start of the Pipe Gang operations. 5.1.2 Up to fifty percent (50%) of the mechanics, utility welders and lubrication and service unit operators required for the job who are members of another Local of the Union. This ratio shall be maintained on a "one-to-one" basis for the duration of the job. The first employee shall be a member of the Local Union having geographic jurisdiction for the job. 5.1.3 The Employer shall have the right to name request by classification up to fifty percent (50%) of the required employees who are members of the Local Union. Those employees hired under the provisions of Article 5.1.1 and 5.1.2 above shall be included in the fifty percent (50%). This ratio shall be maintained on a one-to-one basis for the duration of the job. Thereafter the Employer shall notify the Local Union of all his employee requirements and shall only hire those who have been cleared for work by the Local Union having jurisdiction. 5.2 The Local Union shall be given forty-eight (48) hours exclusive of Saturdays, Sundays, and holidays to supply the required employees but shall advise the Employer of expected delays in dispatching any employees within forty- eight (48) hours. Employees shall be entitled to Waiting Time or Reporting Time upon arrival at the jobsite on the day designated by the Employer for arrival, if no work is provided. 5.3 All employees shall be in possession of a referral slip from the Local Union for identification purposes unless the Local Union otherwise clears an employee for hire by telegram, telex, facsimile transmission or other means of written communication. All out-of-province employees must provide the Local Union having jurisdiction with a copy of a duly authorized Travel Card issued by his/her home Local prior to being issued a referral slip and cleared to work. 5.4 Subject to the terms and conditions of this Agreement, the Employer shall have the right to refuse any referral provided the cause for such refusal is stated and shall not be unreasonable. 5.5 If the Local Union is unable to supply the required employees in accordance with Article 5.2, the Employer may obtain employees elsewhere, subject to the provisions of Article 3.3. 5.6 In the event the Local Union is unable to supply the required qualified employees, the Employer will provide every opportunity to any employee who has successfully completed a pipeline Operating Engineers training course, and is approved by a joint training committee, and the employee will be admitted to membership in the Local Union in accordance with Article

  • Bumping Procedure In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work shall have the right to displace a permanent part-time employee with lesser GO seniority, within their section. Such bumping within the section may only be in a downward or lateral direction provided they are qualified, willing and able to do the work (refer to Schedule “E-I” and “E-I OFPT”). Downward shall be defined as lesser pay per hour and/or lesser hours per week (permanent full-time vs. permanent part-time). Lateral shall be defined as same pay per hour. In the application of this Article, permanent part-time employees cannot displace permanent full-time employees or vice versa provided that permanent full-time employees who have exhausted their bumping rights hereunder and are to be laid off from work, shall have the right to displace any permanent part-time employee with lesser GO Transit seniority, within their section provided they are able, willing and qualified. Due to the nature of the bumping procedure and the unpredictability of the direction and results of that bumping, the layoff must take precedent over all other normal movement of employees (i.e., standing applications). During layoffs an employee may choose to accept an open position for which he/she is qualified rather than bumping within their classification or section and should he/she elect this option, they shall retain recall rights to the original classification without loss of seniority. Where an OFPT employee who has been notified or is on layoff and currently possesses the qualifications and skills of a position they have held previously, then the employee may bump laterally or downward within their section or another section where the previously held position is identified. At the time of layoff the employee must satisfy the criteria identified in the current job description, and the employee must have satisfied the performance standards of that classification. Should the parties agree that the bumping procedure will likely cause significant movement within a classification or section, then the parties may agree to have a “master” sign-up take place which will be the sole responsibility of the Union to administer.

  • Hiring Procedures Nothing contained in this Article 4 shall impair any of the rights of the Employer to hire new or additional employees to meet the employment needs of the Employer, in accordance with the terms and provisions of this collective bargaining Agreement or to meet the obligations of the Employer under Article 2, Section H of this Agreement or to take affirmative steps to comply with any requirements under any applicable Federal or State law prohibiting discrimination in employment.

  • Hearing Procedures The hearing shall be held at the earliest convenient date, taking into consideration the established schedule of the Board or hearing officer and the availability of the CSEA representative, counsel and witnesses. The parties shall be notified of the time and place of the hearing after ensuring availability of all necessary parties. The employee shall be entitled to appear personally, produce evidence, and have CSEA representation. The employee shall be entitled to a public hearing if he/she demands it when the Board is hearing the appeal. 18.12.1 The complainant may also be represented by counsel. The procedure entitled "Administrative Adjudication" commencing with Government Code 11500 shall not apply to any such hearing before the Board or a hearing officer. Neither the Board nor a hearing officer shall be bound by rules of evidence used in California courts. Informality in any such hearing shall not invalidate any order or decision made or approved by the hearing officer or the Board. 18.12.2 All hearings shall be heard by a hearing officer (who shall be an attorney licensed in the State of California) except in those cases where the Board determines to hear the appeal itself. In any case in which the Board hears the appeal, the Board may use the services of its counsel or a hearing officer in ruling upon procedural questions, objections to evidence, and issues of law. However, the Board must employ separate counsel from the one presenting the case for the complainant. 18.12.3 If the appeal is heard by the Board, the Board shall affirm, modify or revoke the recommended personnel action. 18.12.4 If the appeal is heard by a hearing officer, he/she shall prepare a proposed decision in a form that may be adopted by the Board as the decision in the case. A copy of the proposed decision shall be received and filed by the Board and furnished to each party within ten days after the proposed decision is filed by the Board. After furnishing the proposed decision to each party, the Board may: 18.1.4.1 Adopt the proposed decision in its entirety. 18.1.4.2 Reduce the personnel action set forth in the proposed decision and adopt the balance of the proposed decision. 18.1.4.3 Reject a proposed reduction in personnel action, approve the disciplinary action sought by the complainant or any lesser penalty, and adopt the balance of the proposed decision. 18.1.4.4 Reject the proposed decision in its entirety. 18.12.5 If the Board rejects the proposed decision in its entirety, each party shall be notified of such action and the Board may decide the case upon the record including the transcript, with or without the taking of additional evidence, or may refer the case to the same or another hearing officer to take additional evidence. If the case is so assigned to a hearing officer, he/she shall prepare a proposed decision, as provided in item Section 18.12.4 above, upon the additional evidence and the transcript and other papers which are part of the record of the prior hearing. A copy of this proposed decision shall be furnished to each party within 10 days after the proposed decision is filed by the Board. 18.12.6 In arriving at a decision or a proposed decision on the propriety of the proposed disciplinary action, the Board or the hearing officer may consider the records of any prior disciplinary action proceedings against the employee in which a disciplinary action was ultimately sustained and any records that were contained in the employee's personnel files and introduced into evidence at the hearing.

  • BILLING PROCEDURE a. The Contractor shall submit, not more than semi-monthly, properly completed A-19 vouchers (the "voucher") to one of the following: The Department of Children, Youth, and Families Attn: Xxxxx Xxxxxxxx PO Box 40970 Olympia WA 98504-0970 Or, email a scan of an original, signed A-19 voucher directly to the DCYF Contract Manager at xxxxx.xxxxxxxx@xxxx.xx.xxx b. Payment to the Contractor for approved and completed work shall be made by warrant or Electronic Funds Transfer by DCYF and considered timely if made within 30 days of receipt of a properly completed voucher. Payment shall be sent to the address designated by the Contractor and set forth in this Contract. c. Each voucher must clearly reference the DCYF Contract Number and the Contractor's Statewide Payee Registration number assigned by the Office of Financial Management (OFM). d. Properly completed vouchers and attachments completed by the Contractor must contain the information described in Exhibit A under the Section titled "Compensation and Voucher Payment".

  • Hearing Procedure 5.1. At hearings, the following procedures will be followed, subject to the discretion of the Chair to modify these procedures as circumstances require to ensure a fair hearing: (a) The Chair will open the hearing, introduce the Members of the Panel, and outline how the hearing will proceed. (b) The Clerk will introduce the appeal and confirm that notice of appeal has been provided to all parties in accordance with the Act. (c) The Chair will ask if anyone objects to any Member of the Panel hearing the appeal and any objections may be addressed as a preliminary matter, if necessary. (d) The Chair shall then call upon Administration to outline the matter under appeal and make submissions, if any. (e) The Chair shall then call upon the Applicant if different from the Appellant, to make submissions, if any. (f) The Chair shall then call upon the Appellant to make submissions, if any. (g) The Chair shall then call upon any individuals in favour of the appeal and who are entitled to be heard by the Board in accordance with the Act to speak. (h) The Chair shall then call upon any persons opposed to the appeal and who are entitled to be heard by the Board in accordance with the Act to speak. (i) The Chair will then call upon the Applicant to provide closing comments, if any. (j) The Chair will then call upon Administration to provide closing comments, if any. (k) The Chair will then call upon the Appellant to provide closing comments, if any. (l) Members may ask any presenter questions through the Chair at any time, although questions will generally be asked after the presenter has completed their submissions. (m) Once Members have asked all their questions, the Chair will close the hearing. (n) The Board shall deliberate and make its decision in private in accordance with the Act. 5.2. Submissions to the Board may be made by individuals, their agents, their consultants and their legal counsel. 5.3. All individuals who want to address the Board shall provide their full name, location of residence and indicate whether they are speaking on their own behalf, for another person, or for a group. 5.4. An individual who does not provide their identity will not be given the opportunity to address the Board. 5.5. The Chair may limit repetitious oral submissions.

  • Posting Procedure (a) Except as otherwise provided, all positions shall be posted as they arise and shall be posted using the standard posting format (see Appendix C). (b) All postings shall include the following: (1) the Bargaining Unit to which the posting applies; (2) the type of position (i.e. GTA, GSA-­‐1, UTA); (3) if possible, the number of position(s) available; (4) the course name and number; (5) the start and termination dates for the appointment; (6) the level of appointment (i.e. full, or portion of); (7) assigned responsibilities; (8) required and preferred qualifications (academic and/or professional); (9) application deadline; (10) wages; (11) any applicable equity provisions; and (12) the current University of Guelph’s employment equity statement, which may be amended from time to time through discussion with stakeholder groups through the Employment Equity Committee. (c) Where a course has both In-­‐Class and DE section(s), the DE sections(s) shall be posted separately from the In-­‐Class section(s). In situations where the University anticipates that the position may be available for two (2) or three (3) semesters, the posting shall clearly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discretion of the University (see also 11.04 (d)). (d) Positions shall be posted by the Department electronically on the Central Job Posting Website for TAs, GSA-­‐1s, & Sessional Lecturers, within the time frames provided for in this Article. At the time of posting the Union shall receive electronic notification. (e) The University shall respond to inquiries from the Union with regard to posting criteria as specified in (a), (b) and (c). The Union shall notify FASR in writing of postings which in the Union’s view do not comply with the requirements of (a), (b) and (c). The University shall consult with the appropriate Union designate(s) within two (2) days of receipt of such notice, and where the Parties agree the posting did not meet the posting criteria as specified in (a),