Particular cases. There will be cases where it would be prudent to give permission for a shorter period than 12 months but these would normally be regarded as special cases.

Particular cases. The following situations are of practical relevance in contractual relationships between a principal and its distributors (intermediaries) and are therefore dis- cussed briefly. Commercial agency agreements: In general, commercial agents do not fall un- der the restraints of Article 101 AEUV. They are considered to be the extended arm of the principal and are therefore not acting at a different level of the production or distribution chain. However, this is only true for sales intermediaries actually acting as commercial agents. Where the parties conclude a commercial agency agreement but in fact exercise their contractual relationship as a distributor re- lationship, this contractual relationship is governed by antitrust law.378 Whether an intermediary is actually a commercial agent must be determined according to the types of financial and commercial risks that are material to the definition of an agency agreement.379 With regard to the three criteria described below, the commercial agent must not bear any – or may only bear insignificant – risks in relation to the agreement concluded. Otherwise, Article 101 AEUV applies to the contractual relationship (with regard to restraints, possible exemptions and all legal consequences).380 • Firstly, there are contract-specific risks which are directly related to the con- tracts concluded and/or negotiated by the commercial agent on behalf of the principal, such as financing of stocks, payment risks and risk of loss when transporting or storing the goods. • Secondly, there are risks related to market-specific investments. These are investments specifically required for the type of activity for which the com- mercial agent has been appointed by the principal, that is, which are required to enable the agent to conclude and/or negotiate this type of contract. An ex- ample of such investments is the purchase of specific repair tools or clothing with logos.381 • Thirdly, there are risks related to other activities undertaken on the same product market, to the extent that the principal requires the commercial agent to undertake such activities at his own risk – and not as an agent on behalf of the principal. This criterion might be of relevance where the commercial agent also acts as a distributor for certain types of products in the same market (e.g. fashion, gas, automotive).

Particular cases. The modalities of implementation will be stated explicitly for each particular double degree student. This statement encompasses both the administrative organization and the study programme planned for each student.

Particular cases.  "Teleworking": may be accepted if there is a system that allows the identification of the productive hours worked for the project. 1 Time spent on general training activities and/or general internal meetings can be deducted to arrive at the number of productive hours. Specific training activities and internal meetings which can be directly allocated to the project are part of the productive hours.  Overtime: may be accepted provided that: - the overtime is actually paid, - the overtime is necessary to the project and in conformity with the participant's national legislation, - it is the policy of the participant to pay overtime. Only the hours worked on the project can be charged. The hourly rate applicable to these "overtime" hours has to be taken into account separately from the standard working hours and there must be a system that allows the identification of the productive hours worked for the project.  Sick leave: cannot be included in the working time.  Parental leave of personnel assigned to the action: the amount of this allowance may be an eligible cost, in proportion to the time dedicated to the project, provided that parental leave is mandatory under national law (e.g. statutory maternity pay). Costs for the advertising to recruit a new person are not eligible but, if it is necessary for the project to replace the person, the costs of the new person will be eligible under the normal requirements.

Particular cases. Teleworking": may be accepted provided teleworking is a usual practice of the beneficiary (such an opportunity should be offered to the personnel of the organisation as a whole regardless the employment status -employees and in-house consultants- and clear rules should be available for the purpose of an audit). Further, there must be a system that allows both to identify and to record the productive hours worked for the project.

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Specific Objectives In accordance with Articles 34 and 35 of the Cotonou Agreement, the specific objectives of this Agreement are to:
Religious Objectors Any employee covered hereby who maintains that she/he holds a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general may seek religious objector status by petitioning MSEA-SEIU. Any such employee who is found to hold a sincere and bona fide religious belief that conflicts with an obligation to financially support MSEA-SEIU, public employee organizations or labor organizations in general, shall have the right to refuse to make service fee payments; provided, however, that said right to refuse shall continue only so long as the employee makes contributions at least equal in amount to the service fee to a non-religious charitable organization mutually agreed upon by the employee so refusing and the Union, within ten (10) days after each payday. Part-time employees’ contributions to non-religious charitable organizations shall coincide in amount with the payments of those part-time employees paying the service fee. MSEA-SEIU shall not unreasonably deny the choice of such non-religious charitable organization suggested by the employee. An administrative or legal challenge to a denial of a petition for religious objector status may be filed in an appropriate forum. The State of Maine Office of Employee Relations is not such a forum. Should an employee have a pending written request for religious objector status or a pending administrative or legal challenge regarding their religious objector status, the State will continue to deduct an amount equal to the service fee from the employee’s pay until the request is granted or the challenge is resolved in the employee’s favor, and that amount will be placed by MSEA- SEIU in an interest-bearing escrow account pending resolution of such dispute or request. MSEA-SEIU shall pay for any maintenance fees associated with such escrow accounts. The State shall not be liable for any fees, costs, damages, expenses, or any other form of liability involved with regard to such escrow accounts. If an employee is granted religious objector status, MSEA- SEIU will notify the State of the employee’s religious objector status, and the State will cease automatic service fee deductions. It shall be the sole obligation of MSEA-SEIU to certify to the State the name of any employee who has failed to make timely contributions as a religious objector and has, thus, forfeited religious objector status. Once MSEA-SEIU has certified the employee’s name to the State, the State will commence and continue to automatically deduct the service fee from the employee’s pay as provided in Section 1.
Religious Objections Any employee who is a member of a bonafide religion, body, or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the organization. Such employee shall, in lieu of periodic dues or agency shop fees, pay sums equal to said amounts to a non-religious, non-labor charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code, which has been selected by the employee from a list of such funds designated by the parties hereto in a separate agreement. Such payments shall be made by payroll deduction as a condition of continued exemption from the requirements of financial support to the Union and as a condition of continued employment.
Program Objective The objectives of the Department’s grants are to:
Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.
Professional Development; Adverse Consequences of School Exclusion; Student Behavior The Board President or Superintendent, or their designees, will make reasonable efforts to provide ongoing professional development to Board members about the adverse consequences of school exclusion and justice-system involvement, effective classroom management strategies, culturally responsive discipline, appropriate and available supportive services for the promotion of student attendance and engagement, and developmentally appropriate disciplinary methods that promote positive and healthy school climates, i.e., Senate Bill 100 training topics. Board Self-Evaluation The Board will conduct periodic self-evaluations with the goal of continuous improvement. New Board Member Orientation The orientation process for newly elected or appointed Board members includes:
Emergency Action on Imports of Particular Products Where any product is being imported in such increased quantities and under such conditions as to cause, or threaten to cause:
Program Objectives In performing its responsibilities with respect to the management and administration of the Program, each party shall be guided by the following Program objectives:
Claims Review Objective A clear statement of the objective intended to be achieved by the Claims Review.
Behavioral Objectives In order to attain this competency, the student should be able to:

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