PEST AND DISEASE CONTROL Sample Clauses

PEST AND DISEASE CONTROL. The Contractor shall maintain a program for controlling pests and plant disease so as to maintain flowers, shrubs, vines, trees and other planted areas in a healthy and vigorous condition. The Contractor shall obtain approval of the COR for all pesticides. C.12.1. The Contractor shall present a plan for pest and disease control as a part of its Grounds Maintenance Plan.
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PEST AND DISEASE CONTROL. TREES, SHRUBS, VINES AND GROUNDCOVER PRUNING 7
Sample 1
PEST AND DISEASE CONTROL. 37.1 The Contractor shall inform the Supervising Officer within 24 hours of the discovery of any pest, noxious weed, disease or infestation in bedding plants, xxxxxx, shrubs, trees or any other Feature. 37.2 The Contractor shall in the storage, application and disposal of pesticides follow the HSE Publication 'Approved Code of Practice for Safe Use of Pesticides for Non- Agricultural Purposes' and The Control of Substances Hazardous to Health Regulations 1988 and any other relevant legislation. 37.3 The Contractor shall in the storage, application and disposal of pesticides comply with the Bristol City Council Pesticide Policy. 37.4 The Contractor shall devise and submit to the Supervising Officer for his approval prior to the Commencement Date a contingency plan detailing the procedures that will be followed in the event of an emergency such as fire or spillage whilst using pesticides. The Contractor shall ensure that his staff are familiar with and capable of implementing the plan if necessary. 37.5 Pesticides must not be left unattended at Locations at any time and shall be stored in a safe secure place when not in use. A competent trained person must be in attendance at all times during the transportation of pesticides. 37.6 The Contractor shall post warning notices for all chemical use. 37.7 The Contractor shall inform the Supervising Officer 48 hours in advance of the use of any pesticide, giving details of the date the chemical to be used, the volume and the reason for use. Immediately following the use of pesticides the Contractor shall submit detailed records of Work completed to the Supervising Officer. 37.8 The Contractor shall not use pesticides in or around Housing Areas or Sheltered Housing unless specifically instructed by the Supervising Officer. Where any doubt exists as to the proximity of housing to areas of proposed pesticide use, the Contractor shall seek and adhere to the advice of the Supervising Officer. 37.9 Prior to the use of pesticides the Contractor shall ensure sufficient warning notices are erected informing Users that pesticides are being applied. The type of notice must be agreed with the Supervising Officer prior to erection.
Sample 1
PEST AND DISEASE CONTROL. All turf areas, shrub beds, flowers beds, ground cover beds and trees shall be kept pest and disease free so as to promote healthy growth.
Sample 1
PEST AND DISEASE CONTROL. Apply all chemical controls as required to control or prevent pests and disease.
Sample 1
PEST AND DISEASE CONTROL. C.12.1. The Contractor shall maintain a program for controlling pests and plant disease so as to maintain flowers, shrubs, vines, trees and other planted areas in a healthy and vigorous condition. The Contractor shall submit MSDS of all the pesticides which will be approved by the COR prior to application of pesticides. C.12.2. The Contractor shall present a plan for pest and disease control as a part of its Grounds Maintenance Plan and provide weekly updates. The contractor’s plan shall establish the strategy and methods for conducting a safe, effective, and environmentally sound pest management program. The materials shall be stored safely at site.
Sample 1
PEST AND DISEASE CONTROL. In nearly all parts of the world, pest and disease control in grapevines is generally achieved by widespread application of fungicides and pesticides, which results in high costs and a negative environmental impact. Scientists have been working hard to obtain grapevine varieties with an increased resistance against pathogens (Peixe et al. 2004). A great effort has been made to obtain improved grapevines through controlled cross- breeding between American and Asian cultivars and the resulting plants have been selected and their resistance evaluated (This et al. 2006). While this method presents unquestionable advantages, it is a slow process which also contributes in the reduction of genetic variability and loss of important quality of wine. Therefore, the use of biotechnological methods for this purpose is gaining much attention now. Plants like other organisms have developed different mechanisms to respond to different stresses such as unfavorable environmental conditions, nutrition deficiency and pathogen attack (Xxxxxx et al. 2004; Xxxxxxxxx et al. 2004). Plant defense system (resistance) against pathogens comprises a number of mechanisms, the most significant of which is the biosynthesis of secondary metabolites. A certain group of compounds have been found to be involved or associated with plant defense mechanisms. These compounds, known as phytoalexins, are low molecular weight, antimicrobial secondary metabolites (Harborne 1999; Xxx 1995; Xxxxxxxxxxx 1995). In grapevine, the most frequently observed and best characterized defense reactions to fungal infection are the accumulation of phytoalexins as well as Pathogen Related (PR) proteins (Xxxxxxx et al. 1999). Figure 4 shows some of the phytoalexins isolated from grapevine. Phytoalexins from the Vitaceae in general, have been the subject of numerous studies as these compounds are thought to have implications in both phytopathology and human health. Upon infection, grapevines rely upon preformed and inducible resistance mechanisms for defense (Xxxxxx et al. 2003; Xxxxxx et al. 2003). The cuticle layer and cell wall physically resist the penetration of hyphae while tannins and phenolics inhibit fungal enzymes involved in pathogenesis (Xxxxx et al. 1999; Xxxxx et al. 1998). Early inducible responses include the deposition of new cell wall material, the release of reactive oxygen species (ROS) and hypersensitive cell death (HR) at the infection site (Xxxxxxxxxxxxx and Xxxxx-Xxxxxx 1999). It has been demo...
Sample 1
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PEST AND DISEASE CONTROL. Inspect for soil and foliar insect pests, diseases and other such infestations. Take action and treat before there is any sign of damage. Treat all plants for fungus gnats with both a systemic and contact pesticide to prevent outbreaks as required. Upon request, the Contractor shall furnish the Project Manager with documentation of such compliance.
Sample 1

Related to PEST AND DISEASE CONTROL

  • FEES AND DISBURSEMENTS (a) The fees for Services shall be in accordance with the fee schedule as agreed upon between the Client and the Customs Broker as amended from time to time. (b) The Client shall pay to the Customs Broker all fees charged for the Services rendered by the Customs Broker to the Client. (c) Disbursements incurred by the Customs Broker on behalf of the Client shall be reimbursed to the Customs Broker by the Client.

  • DISCHARGE, SUSPENSION AND DISCIPLINE 10:01 A claim by an employee who has completed probation that he or she has been unjustly discharged shall be treated as a grievance if a written statement of such discharge is lodged by the employee with the Administrator or designate within five (5) days after the employee has received his/her discharge notice. Such grievance will be taken up by the Union at a special meeting with the Administrator. 10:02 It is agreed that the Chairperson of the Union Committee will be notified immediately on the dismissal of an employee in the bargaining unit. Should the Chairperson not be available at the time, a copy of the letter or notice shall be given to a Committeeperson who is available. 10:03 In the event the Employer initiates a disciplinary action against an employee that results in the suspension or discharge of the employee, the following procedure shall be followed: (a) The employee shall be notified in writing, of the action and/or penalty with a copy given to the Chairperson, if the penalty is a suspension. If the penalty is discharge then only the Union (President or his/her designate) need be notified in addition to the employee. (b) In the event the Employer is dissatisfied with the work of an employee and correction discussion has not resolved the problem, the Employer shall notify the employee in writing of the dissatisfaction concerning his/her work within five (5) working days when becoming aware of the incident giving rise to the complaint. This notice shall include particulars of the work performance which led to the complaint. (c) The letter or form given to the employee shall state the complaint or appraisal of results and contain on the bottom thereof a statement to the effect that the employee acknowledges having read the letter or form acknowledging receipt of a copy of the same, and a place for the employee to sign. The employee shall sign the letter or form and a copy shall be given to her. Prior to signing, the employee shall have the opportunity to write her comments. (d) The employee has the right to Union Representation in any proceedings under (a), (b) or (c) above. 10:04 Such grievance shall proceed directly to Step 2 of the grievance procedure and must be presented in writing, dated, and signed within five (5) working days after notice of the discharge was given. 10:05 Only those disciplinary notices that result in a suspension will remain on an employees personnel file for a period of fifteen (15) months. All other disciplinary notices, warnings or statements will be removed and given to the employee after a period of twelve (12) months from the date of the infraction. 10:06 An employee shall, upon written request, be granted the opportunity to view his/her personnel file. It is understood that such request will be granted within seven (7) days or at a time mutually agreed to by the parties. The employee may have a Committeeperson present while viewing their file, if requested. 10:07 The Union Chairperson or a Committeeperson will be present during all warnings, or counselling sessions regarding disciplinary actions of a seniority employee. When an employee is called to an interview and the subject of the interview is discipline, the employee will be so informed by the Employer’s representative when given notice of the interview, and will be advised to have her Union representative present. The interview will not begin or proceed without Union representation. A copy of any warning to be placed in an employee’s file must be copied to the Union Chairperson. Discipline is defined as a written warning, reprimand, suspension, dismissal or other disciplinary action to an employee.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the Xxxx (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.

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