Priority regions and countries for Sample Clauses

Priority regions and countries for the development of periodic offshore aerial or boat surveys Periodic offshore aerial or boat surveys are the recommended monitoring method for 43 populations (Appendix 1). 26 populations are considered as being already well-monitored (Appendix 2) and 17 are listed in the Priority 1-5 categories (Appendix 12). (This method would be not required for any Priority 6 population). Figure 3.12 shows that the highest number of populations whose population size should be monitored through periodic offshore winter surveys are in the Baltic and North Sea region, followed by a smaller number of populations in the Caspian and Black Sea regions. (Like in case of the IWC, Russia has the highest number of populations to be monitored with this method because the country supports different populations of the same species in the Baltic, Black and Caspian Sea regions. For many of the populations to be monitored by offshore surveys, such as the Tufted Duck Aythya fuligula, complementary IWC counts of inland wetlands are also needed. Hence, the offshore surveys are only recommended for the countries with significant numbers wintering in areas that cannot be covered well by land-based surveys and definitely not in the landlocked countries as Figure 3.12 would suggest).
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Priority regions and countries for the development of colonial breeding bird monitoring Colonial breeding bird monitoring is the recommended monitoring method for 201 populations (Appendix 1). 64 populations are considered already being well-monitored (Appendix 2) and 16 belong to a Globally Threatened or Near Threatened species and listed as Priorities 1 or 2 populations and another 40 are listed as Priority 3 populations (Appendices 13 and 16). No Priorities 4 or 5 populations were identified as the consequence of our prioritisation methodology (see Section 3.2.2). However, there are another 64 more widespread populations (mostly in Sub-Saharan Africa) whose monitoring should be also improved (Priority 6).

Related to Priority regions and countries for

  • Seniority Roster The District shall maintain an updated seniority roster, indicating employee's class seniority and hire date seniority. Such rosters shall be available to CSEA.

  • Seniority Rosters Quarterly, the Employer shall prepare a roster of all bargaining unit employees in an institution, geographic jurisdiction or Agency as appropriate. The roster will list employees in descending order of State seniority credits and will contain each employee’s name, State seniority credits, and Institutional seniority credits if applicable. Seniority rosters will be provided to the Chapter President or Assembly President and posted in the work areas of affected employees. Where available, the Employer may provide an electronic posting of the roster in lieu of a paper roster. Each employee’s individual employee seniority credits will be displayed on the employee’s earnings statement.

  • Seniority Dates Upon request, the Employer agrees to make available to the Union the seniority dates of any employees covered by this Agreement. Such seniority dates shall be subject to correction for error on proper representation by the Union.

  • Seniority Frozen When an Agency intends to initiate a layoff, the Agency will notify the Union in writing that all seniority will be frozen from the date of notice for a period not to exceed three (3) months. However, during the period when seniority is frozen, the employee will continue to accumulate time towards seniority for purposes of future computations. The three (3) month freeze may be extended by mutual written agreement of the Union and the Agency.

  • Seniority Rights An employee who returns to employment at the time of or prior to the expiration of military leave shall be given such status in employment as would have been enjoyed if employment had been continuous from the time of entrance into the Armed Forces.

  • Role of Seniority in Promotions and Transfers The parties hereto agree that promotion shall be on the basis of qualification and seniority; in the event that applicants for a given position are similarly qualified, the position shall be awarded to the applicant with the greater seniority in the bargaining unit.

  • Seniority Date Employees shall acquire seniority upon completion of the probationary period as defined in Article XIII and upon acquiring seniority, the seniority date shall relate back to the first date of continuous service in the bargaining unit. If more than one employee commences work on the same date, lot shall determine seniority ranking for such employees. A District-Wide seniority list will be provided for the exclusive representative no later than November 1 of each year.

  • PROMOTIONS AND SENIORITY Promotion in the VFRS shall be based on eligibility and on the candidate having the ability to perform the essential duties of the rank at the time of promotion. In cases where two candidates are relatively equal in their aggregate scores, the more senior member in the division will be ranked higher for the purpose of both promotion and acting assignments.

  • VACANCIES, PROMOTIONS AND TRANSFERS A. The Board recognizes that it is desirable in making assignments to consider the interests and aspirations of its teachers. Requests by a teacher for a transfer to a different class, building, or position shall be made in writing, one copy of which shall be filed with the Superintendent. Such requests shall be renewed once each year to assure active consideration by the Board. The Board will give serious consideration to such requests.

  • Junior Rates (1) The minimum wage to be paid to employees under 21 years of age shall be according to the table below: % of adult minimum rate $ per week Under 17 50 266.13 At 17 60 319.36 At 18 70 372.58 At 19 80 425.81 At 20 90 479.03 (2) The minimum wage to be paid to employees under 21 years of age as specified in this Agreement will increase by the percentage that the Federal Minimum Wage increases on each occasion that it is increased by the Australian Fair Pay Commission.

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