HIV/AIDS Model Workplace Guidelines A. Grantee shall implement DSHS’s HIV-STD Policy No. 090.021, HIV/AIDS Model Workplace Guidelines for Businesses, State Agencies, and State Contractors, accessible at xxxx://xxx.xxxx.xxxxx.xx.xx/hivstd/policy/policies.shtm.
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 If Customer develops or has developed advertising, marketing, or promotional materials related to Products that uses Neuronetics trademarks, service marks, trade dress, other proprietary elements, or other indicia of origin controlled by Neuronetics, including logos and designs, then, before using or disseminating any such materials: (i) Customer will comply with the then-current Neuronetics branding and style guidelines and the then-current Neuronetics quality control requirements; and (ii) provide copies of such materials to Neuronetics. Neuronetics reserves the right, at any time, to: (ix) require Customer to change or discontinue Customer’s use of the Neuronetics Marks or the Marketing Material if Neuronetics, in its sole discretion, believes that such use is detrimental to Products, the Neuronetics Marks, the Marketing Material, or Neuronetics’ business interests.; and (x) inspect to ascertain that the Neuronetics Marks and the Marketing Collateral are used only for services performed using Products. Customer will promptly comply with Neuronetics’ requests regarding the use of the Neuronetics Marks and the Marketing Collateral. Customer will not adopt, use, or seek to register any trademarks, service marks, trade dress, other proprietary elements, or other indicia of origin, including logos and designs, that are confusingly similar to any of the Neuronetics Marks, and Customer will not combine any of the Neuronetics Marks with any other trademark, service mark, other mark, trade dress, other proprietary element, other indicia of origin, logo, design, word, term, device, logo or other matter. Customer will not adopt, use, or register any domain name that incorporates any of the Neuronetics Marks. Customer will not in any way use the Neuronetics Marks in a manner that could cause any confusion with, diminution in value of, or other adverse effect to the Neuronetics Marks. All goodwill derived from the use of the Neuronetics Marks will inure solely to the benefit of Neuronetics.
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.
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:
