Recruitment Methods Sample Clauses

Recruitment Methods. Identify and invite participants: Consent Reimbursements Data Management Plan Data Collection Analysis of Data plan
Sample 1Sample 2Sample 3
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Recruitment Methods i. HOW, WHERE and WHEN will potential subjects be recruited? Potential subjects will be identified through existing genetic research studies at Children’s Hospital Boston, such as Xx. Xxxxx' studies on the molecular basis of neuromuscular disease and the Manton Center for Orphan Disease Research, or directly through one of the investigators. Potential participants will be contacted via phone, email or in person by an approved study staff member from the study in which they are already participating and/or by one of the investigators or research coordinators of this study. The method of contact will be chosen based on the participant’s previous interactions with the staff of the study in which they are already participating. The study staff member will explain the current project and get the family’s permission to be contacted to discuss it in further detail. Participants will then be contacted via phone, email or in person by one of the investigators, Xxxx Xxxxx and Xxxxx Xxxxxx, or research coordinator, Xxxxxx Xxxxx, to discuss the study in further detail. Participants may also self- refer themselves if they learn about the study. Recruitment will occur outside of hospital care. After establishing the potential participant’s interest in enrolling, copies of the consent form along with an informational letter and a medical record release form will be sent to the potential participants. A telephone call or in person interview will be scheduled to review the consent forms with the family and answer any questions. If assent is required, the research coordinator/genetic counselor will also speak with the child/adolescent directly to explain the study and ask questions as to gauge comprehension. This must be done in addition to obtaining parental permission from child/adolescent’s parent/guardian. Once consent is obtained, the study staff will coordinate obtaining a genomic data or a DNA sample from each family member by arranging for data, blood, saliva, or previously obtained tissue/DNA sample to be obtained. If needed, the research coordinator can help potential participants coordinate the blood draw with their local clinician’s office or at a clinically certified facility.
Sample 1
Recruitment Methods. Contractor shall put forth its best recruitment efforts to source potential Professionals, including, but not limited to, using County information, researching Contractor industry sources and confidential referrals, cold calling Professionals in Contractor’s database(s), and possibly direct mailing to potential candidates to find Professionals that, to the best of Contractor’s knowledge upon due diligence, meet County’s qualifications. Contractor agrees to provide reportsconcerning the status of its search activity upon County’s reasonable request.
Sample 1
Recruitment Methods. Identifying potential participants will be through the Electronic Data Warehouse (XXX) and through the use of study flyers and recruitment materials. The XXX at Northwestern is updated daily. An algorithm can be set up based on the eligibility criteria of the trial to identify potential participants that have met enrollment criteria. Data gathered in the XXX request will include Name, contact information (address, email and/or phone), Date of Birth, MRN, hospitalization date(s), and if applicable, date that a HST or PSGG is ordered. The XXX request may exclude people based on the exclusion criteria. The use of the XXX will be used exclusively for recruitment purposes and no data from the warehouse will be added to the study data set for research analysis. The use of study flyers or advertisements will also be shared with potential study subjects who will be given contact information to follow up with the study team.
Sample 1
Recruitment Methods. Recruitment of volunteers will be accomplished by each participating site by face-to-face recruitment by the site research coordinator, or radiologist investigators. Site personnel may use appointment schedules to identify patients who may qualify for this study. Every effort will be made to recruit volunteers of ethnic minorities. Any member of the approved study team will ask the patient if she is interested in hearing about the clinical trial. If the patient is interested, she will be treated as a prospective subject. If the patient meets all the inclusion criteria, none of the exclusion criteria and wishes to continue participating in the study, she will be enrolled into the study. Following this, one of the licensed physicians (MD) or physician assistant (PA) involved in this study will approve and order the contrast-enhanced CBBCT radiographic exam, per NY State laws.
Sample 1

Related to Recruitment Methods

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.

  • Non-Recruitment The Executive agrees that the Company has invested substantial time and effort in assembling its present workforce. Accordingly, the Executive covenants and agrees that during the Term and the Post-Termination Period, he shall not, directly or indirectly through any other person or entity, solicit, induce or influence (other than pursuant to general, non-targeted public media advertisements), or attempt to solicit, induce or influence, any employee of the Company to leave his or her employment.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.

  • Non-Solicitation of Employees and Customers At all times during Employee's employment hereunder, or for such additional periods as may otherwise be set forth in this Agreement in reference to this Paragraph 15, Employee shall not, directly or indirectly, for himself or for any other person, firm, corporation, partnership, association or other entity (a) attempt to employ, employ or enter into any contractual arrangement with any employee or former employee of the Company, its affiliates, subsidiaries or predecessors in interest, unless such employee or former employee has not been employed by the Company, its affiliates, subsidiaries or predecessors in interest during the twelve months prior to Employee's attempt to employ him, or (b) call on or solicit any of the actual or targeted prospective customers of the Company or its affiliates, subsidiaries or predecessors in interest with respect to any matters related to or competitive with the business of the Company.

  • DISCIPLINE PROCEDURES 19.1 The Company shall be free to discharge employees for refusal to obey lawful orders, incompetence, misrepresentation, intoxication, or any just cause. An employee who has not completed his or her probationary period may be disciplined or discharged without just cause and without recourse to the Grievance and Arbitration procedure set forth in Article 20. 19.2 The Company shall be free to discipline any employee who commits an infraction, which, while not being sufficient to constitute just cause for discharge, is sufficient to warrant some lesser disciplinary action. However, no employee who has completed the probationary period will be discharged for offenses, which do not in and of themselves constitute just cause for discharge unless the employee has received two (2) prior written warnings within twelve ( 12) months of the offense. The issuance of two (2) prior warnings within a twelve (12) month period shall constitute just cause. Absent excused or extraordinary circumstances, warning notices shall be issued within ten (10) days after the Company knew or should have known of the offense but not more than thirty (30) days after the event. Each warning notice shall contain a place for the employee to sign to acknowledge receipt without admitting guilt. 19.3 In addition to those circumstances mentioned elsewhere in this Agreement, just cause circumstances for discharge shall include, but not be limited to: insubordination, theft, excessive absenteeism, gross negligence, failure to comply with reasonable rules, policies or directives promulgated by the Company and clearly communicated to the employee, use of unnecessary force or disrespectful treatment of a tenant, visitor or employee and inability or unwillingness to be trained to fulfill existing or modified security needs of the Company, the building owner or its tenants. The Union further understands and agrees that the Company provides an important service to its tenants of a personalized nature to fulfill their security needs, as those needs are perceived by the Company, the building owner and the tenants. Accordingly, the provisions of this Section shall be implemented and interpreted by the parties and by an arbitrator in arbitration proceedings so as to give significant consideration to such needs. 19.4 The Company will discharge any employee who is denied registration or whose registration is canceled by the State of Minnesota Board of Private Detective and Protective Agent Services or any other governmental agency. Discharge under this Article for failure to possess a license shall be without recourse to the Grievance Procedures of Article 20. 19.5 The employee and the Union recognize that the customer is the ultimate consumer and ultimately controls the access of the employee and the business of the Company. When a security-related incident occurs on a job site that is or can reasonably be construed as injurious to that customer, the employee, the Union, and the Company will cooperate in every way in the investigation of the incident until the incident is resolved and/or the customer is satisfied that all reasonable avenues have been pursued to their completion. The Union will not impede any steps which may assist the Company in convincing the customer of the thoroughness and/or reliability of its investigation, consistent with the Union's duty to provide fair and effective representation to its membership.

  • Medical Appointment for Pregnant Employees 35.9.1 Up to three decimal seven five (3.75) hours of reasonable time off with pay for each appointment will be granted to pregnant employees for the purpose of attending routine medical appointments.

  • Employee Conduct Employee covenants, warrants and represents that during the period of Employee’s employment with the Company, Employee shall at all times comply with the Company’s written policy as in effect from time to time on the acceptance of gifts and gratuities from customers, vendors, suppliers, or other persons doing business with the Company. Employee represents and understands that acceptance or encouragement of any gift or gratuity not in compliance with such policy may create a perceived financial obligation and/or conflict of interest for the Company and shall not be permitted as a means to influence business decisions, transactions or service. In this situation, as in all other areas of employment, Employee is expected to conduct himself or herself using the highest ethical standard.

  • Non-Solicitation of Employees and Consultants During the Period of Employment and for a period of twenty-four (24) months after the Severance Date, the Executive will not directly or indirectly through any other Person (i) induce or attempt to induce any employee or independent contractor of the Company or any Affiliate of the Company to leave the employ or service, as applicable, of the Company or such Affiliate, or in any way interfere with the relationship between the Company or any such Affiliate, on the one hand, and any employee or independent contractor thereof, on the other hand, or (ii) hire any person who was an employee of the Company or any Affiliate of the Company until twelve (12) months after such individual’s employment relationship with the Company or such Affiliate has been terminated.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

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