HIV/AIDS Model Workplace Guidelines Grantee will:
Use Guidelines 3.3.1. The JAGGAER Applications are provided to Client for use only as expressly set forth in the Agreement, and Client will not use the JAGGAER Applications in whole or in part for any other use or purpose. In particular, Client will not, and will not allow any third party to: (i) decompile, disassemble, reverse engineer or attempt to reconstruct, identify or discover any source code, underlying ideas, underlying user interface techniques or algorithms of the JAGGAER Applications by any means, or disclose any of the foregoing; (ii) except as expressly set forth in the Agreement, provide, rent, lease, lend, or use the JAGGAER Applications for timesharing, subscription, or service bureau purposes; (iii) sublicense, transfer or assign the JAGGAER Applications or any of the rights or licenses granted under the Agreement; or remove or obscure any trademark, product identification, proprietary marking, copyright or other notices provided with the JAGGAER Applications or related documentation.
Usage Guidelines A) Any public use of the Sprint Marks ("Use") must be follow Sprint's guidelines. Use of the Marks includes the following: . Broadcast (TV and Radio) . Print . Direct Mail . New Media (on-line, CD ROM, Internet, etc.) . Collateral Materials . Endorsements/Sponsorships . Use of Celebrities and/or Public Figures . Retail Packaging/Use with Third Parties
Flexible Work Schedule A flexible work schedule is any schedule that is not a regular, alternate, 9/80, or 4/10 work schedule and where the employee is not scheduled to work more than 40 hours in the "workweek" as defined in Subsections F. and H., below.
Anti-‐Abuse Policy i. Registry Operator’s Anti-‐Abuse Policy will be required under the Registry Registrar Agreement and posted on the Registry Operator’s web site.
Overpayment Policies and Procedures Within 90 days after the Effective Date, Xxxxx shall develop and implement written policies and procedures regarding the identification, quantification and repayment of Overpayments received from any Federal health care program.
Part-time Scheduling Subject to Section B of this Article, the Employer and the Association endorse the principle that less than full time equivalent ("FTE") positions shall, within reason, be expected to work a biweekly work period that equates to an eighty (80) hour work period multiplied by the position's FTE. (e.g., 80 hours @ .75 = 60 hours). It is further understood by both parties that ASF Members assigned to less than a FTE position may be required, during the peak work periods, to exceed their normal biweekly work period. FLSA non-exempt ASF Members who work a part-time schedule will earn overtime for hours worked in excess of forty (40) in a work week. The Employer agrees to review any ASF position that is less than one (1) FTE if the Association can demonstrate that the position has regularly been required to work a work period that substantially exceeds the normal work period as defined above, and adjust the FTE of the respective position as deemed appropriate by the Employer.
Applicable Guidelines The Sentencing Guidelines to be considered in this case are those in effect at the time of sentencing. The following statements regarding the calculation of the Sentencing Guidelines are based on the Guidelines Manual currently in effect, namely the November 2011 Guidelines Manual.
Part-Time Work An employee who is pregnant or is entitled to parental leave may, by agreement with the employer, reduce the employee’s hours of employment to an agreed extent subject to the following conditions:
Privacy Policies Each party will make available a Privacy Policy that complies with Law. Xxxxxx’s Privacy Policy explains how and for what purposes Stripe collects, uses, retains, discloses and safeguards the Personal Data you provide to Stripe.
