The Application Process. 3.1 The parties agree that an email notifying all communicators and complaint takers of the posting for job share arrangements and applicable dates thereof shall be provided as follows: (i) Email notification shall be provided by the Employer by approximately November 1 of the applicable year (ii) Written reply/application shall be required within 20 calendar days thereafter (iii) Notification to successful candidates shall be made by the Employer by February 1 of applicable year (iv) Job share arrangements shall commence approximately April 1 of the applicable year 3.2 The Employer shall provide a list of members who have applied for job share positions to the members of the Job Share Committee.

The Application Process. EVALUATION AND ENDORSEMENT 1. An application for sabbatical leave by a faculty member is to be reviewed and endorsed by the candidate's department chair or program director and the xxxx of the candidate's academic unit. The academic xxxx has final approval authority for sabbatical leaves. For library faculty on all campuses, an application is to be reviewed by, and signed by, the candidate’s director and the Vice President for Information Services and University Librarian, who has final approval authority for sabbatical leaves. 2. Each academic officer must indicate on the application whether he or she does or does not endorse a faculty member's application and, in the latter case, the reasons for non- endorsement. A positive endorsement signifies that: (a) the basic staffing needs of the program will be met in the candidate's absence, and (b) that the officer supports the candidate's leave application and proposed project with respect not only to the candidate's own scholarly development, but also with respect to the development of the discipline in the department, college, or faculty. 3. The decision not to endorse an application based on a determination that subparagraphs (2)(a) and/or (2)(b) have not been met are not subject to the grievance procedure. 4. If the applicant has had a previous sabbatical leave, he or she must attach a copy of the report of his or her activities and accomplishments during the previous sabbatical leave period. If the academic year for which a faculty member has applied for a sabbatical leave is a possible terminal or probationary year for the sabbatical applicant, the chair or director is required to note this fact in the space provided on the administrative endorsement form. If a faculty member is eligible for a leave and his or her proposed project meets the aforementioned criteria, but he or she cannot readily be released from University duties in the academic year for which the faculty member has applied for a sabbatical leave, the faculty member is to be given priority consideration in the following academic year. In this situation, the extra year of eligibility is preserved for accrual of years towards the next sabbatical leave. Prospective applicants for sabbatical leave should discuss their interest in such a leave with their department chairs or directors before submitting an application.

The Application Process. 1. In order to make a booking with Us, You must first apply for and be offered a place on one of Our Programs. In Your application, You must specify which of Our six Programs (the details of which are set out on Our website) you wish to undertake (Your “Chosen Program”) and your earliest Program start date. 2. Applying to one of Our Programs does not mean that You will be accepted or offered a place. We will interview all applicants on receiving their application and We retain the right to reject any application We deem unsuitable for the Program, in Our sole discretion and at any stage of the application process. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, age, national origin, citizenship, disability, pregnancy, veteran status, or other any other legally protected characteristic, and We do not reject applications based on any of these criteria.

The Application Process. For RAD PBV assisted units, applicants will be chosen based upon the provisions of the Cabrini-Green Consent Decree and the Cabrini Lottery List. Once the Cabrini Lottery List has been exhausted, families for remaining RAD PBV assisted units will be chosen based upon the remaining priorities under the Cabrini Consent Decree. The CHA will utilize its Housing Offer Process (HOP), and its site- based waiting list to administer the remaining priorities under the Cabrini Consent Decree. Further description of CHA priority groups is located in the Cabrini Consent Decree and the Relocation Rights Contract, as described in Addendum A of this TSP. Non-CHA applicants will be identified through marketing efforts conducted by HMC according to its marketing plan and Affirmative Fair Housing Marketing Plans. Each applicant must meet with HMC staff at a pre-occupancy orientation in order to provide initial information and authorization for information verification, and to complete the pre-application card. When completing application forms, applicants must provide Social Security Numbers (SSN) for all family members (or certification that application has been made for SSN), proof of citizenship or eligible non-citizenship status, and the name, address, and telephone numbers of current and former landlords. Failure to provide this information will result in a delay of application processing and possible rejection of the application. At the orientation session, the topics will include the application process, criminal background check and drug testing requirements, and community building opportunities. Applicants will also have the opportunity to view a model apartment. Applicants will then view their actual unit prior to lease signing.

The Application Process. The student completes the Pre Employment Heavy Equipment Technician Program application form found in this information package.

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Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.
Selection Process The Mortgage Loans were selected from among the outstanding one- to four-family mortgage loans in the Seller's portfolio at the related Closing Date as to which the representations and warranties set forth in Subsection 9.02 could be made and such selection was not made in a manner so as to affect adversely the interests of the Purchaser;
Application Procedure 7.4.1. Application Priority........................................ 7.4.2. [Reserved].................................................. 7.4.3. Advance Payments............................................
Application Procedures i) An employee applies for a listing on the system-wide registry through the employee’s Human Resources Department by completing the form in Appendix A. ii) The institution will immediately forward the completed form to the PSEA who will list eligible employees on the system-wide registry. iii) A registrant is responsible to ensure the information is current and to immediately notify the Employer and the local Union if the registrant is no longer available for employment through the Registry.
Collection Procedure Escrow Agent is hereby authorized to deposit the proceeds of each wire in the Escrow Account.
Escalation Process If Customer believes in good faith that Customer has not received quality or timely assistance in response to a support request or that Customer urgently need to communicate important support related business issues to Service Provider’s management, Customer may escalate the support request by contacting Service Provider and requesting that the support request be escalated to work with Customer to develop an action plan.
Mobile Application If Red Hat offers products and services through applications available on your wireless or other mobile Device (such as a mobile phone) (the "Mobile Application Services"), these Mobile Application Services are governed by the applicable additional terms governing such Mobile Application Service. Red Hat does not charge for these Mobile Application Services unless otherwise provided in the applicable additional terms. However, your wireless carrier's standard messaging rates and other messaging, data and other rates and charges will apply to certain Mobile Application Services. You should check with your carrier to find out what plans your carrier offers and how much the plans cost. In addition, the use or availability of certain Mobile Application Services may be prohibited or restricted by your wireless carrier, and not all Mobile Application Services may work with all wireless carriers or Devices. Therefore, you should check with your wireless carrier to find out if the Mobile Application Services are available for your wireless Device, and what restrictions, if any, may be applicable to your use of such Mobile Application Services.
TRANSACTION PROCESS The RFQ for this Lot will contain a deliverable-based Statement of Work (SOW). The RFQ will include, but is not limited to: Authorized User timeframes; system integration requirements; and other risks that may affect the cost to the Authorized User. All responses to RFQs must include detailed price information, including but not limited to: hours required per title, cost per hour etc. Travel, lodging and per diem costs must be itemized in the total quote and may not exceed the rates in the NYS OSC Travel Policy. More information can be found at xxxx://xxx.xxx.xxxxx.xx.xx/agencies/travel/travel.htm. All costs must be itemized and included in the Contractor’s quote.
Notice, Application In the case of any Loan, the Administrative Agent shall have received a Notice of Borrowing and, in the case of any Issuance of any Letter of Credit, the Issuing Lender and the Administrative Agent shall have received an L/C Application or L/C Amendment Application, as required under Section 3.2.
Evaluation Process ‌ A. The immediate supervisor will meet with an employee at the start of their review period to discuss performance expectations. The employee will receive copies of their performance expectations as well as notification of any modifications made during the review period. Employee work performance will be evaluated during probationary, trial service and transition review periods and at least annually thereafter. Notification will be given to a probationary or trial service employee whose work performance is determined to be unsatisfactory. B. The supervisor will discuss the evaluation with the employee. The employee will have the opportunity to provide feedback on the evaluation. The discussion may include such topics as: 1. Reviewing the employee’s performance; 2. Identifying ways the employee may improve their performance; 3. Updating the employee’s position description, if necessary; 4. Identifying performance goals and expectations for the next appraisal period; and 5. Identifying employee training and development needs. C. The performance evaluation process will include, but not be limited to, a written performance evaluation on forms used by the Employer, the employee’s signature acknowledging receipt of the forms, and any comments by the employee. A copy of the performance evaluation will be provided to the employee at the time of the review. A copy of the final performance evaluation, including any employee or reviewer comments, will be provided to the employee. The original performance evaluation forms, including the employee’s comments, will be maintained in the employee’s personnel file. D. If an employee disagrees with their performance evaluation, the employee has the right to attach a rebuttal. E. The performance evaluation process is subject to the grievance procedure in Article 30. The specific content of a performance evaluation is not subject to the grievance procedure. F. Performance evaluations will not be used to initiate personnel actions such as transfer, promotion, or discipline.

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