Tree Bark Sample Clauses

Tree Bark. Tree bark samples will be collected, handled, and documented in general accordance with Site- specific SOP EPA-XXXXX-2012-12, Sampling and Analysis of Tree Bark for Asbestos (see Appendix B), with the following project modifications: ▪ Preference should be given to trees with rough bark over trees with smoother bark, since it is expected that rough bark will tend to capture and retain airborne asbestos fibers more efficiently that trees with smooth bark. All bark samples will be collected from the side of the tree facing toward the mine site, from a height of about 4-5 feet above ground. ▪ Trees selected for sampling will be Xxxxxxx fir with a diameter of at least 8 inches. If these trees are not available near the selected sample location, the sampling team will preferentially select trees in the area with a large diameter and rough bark. ▪ Three different trees should be selected for sampling for each sampling location. A bark sample should be collected from each tree and placed together in a zip-top bag. ▪ It is not anticipated that the same trees will need to be located for future sampling activities, so flagging tape/ID tags will not be left on the trees. GPS coordinates will be collected for each bark sample location. ▪ Bark sample information will be recorded on the soil FSDS (the soil FSDS is designed to accommodate multiple media). ▪ The collection of tree age cores is not necessary for this project. In brief, a hole saw and chisel will be used to collect a circular bark sample from each of three trees, which will be composited into a single sample for analysis of LA by TEM.
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Tree Bark. The Tenant must not arrange for the delivery or accept the delivery of tree bark at the Allotment unless otherwise agreed with the Council in writing.
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Related to Tree Bark

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

  • Collective Bargaining Unit 1.1 The Company recognizes the Union as the sole bargaining agent for all regular, part-time and temporary employees1, including technicians of the construction field forces and security employees but excluding: (a) Employees now represented by other bargaining agents. (b) Persons above the rank of working supervisor. (c) Persons who exercise managerial functions in accordance with the Ontario Labour Relations Act. (d) Persons employed in a confidential capacity in matters relating to labour relations in accordance with the Ontario Labour Relations Act. 1.2 The grievance/arbitration procedure may be used to challenge any unreasonable, arbitrary or bad faith action taken by the Company which results in the exclusion of any employee or position from the bargaining unit. The parties will attempt to resolve disputes expeditiously. 1 "Employees" are employees pursuant to the Labour Relations Act for Ontario SO, 1995, c.1 Schedule A, as amended. 1.3 When an employee is removed from normal duties to act in a vacated position or relieve for an incumbent or perform a temporary assignment, the following shall apply: (a) When the length of time involved is known to be three months or less, the employee will retain his/her present jurisdictional status. (b) When it is expected that the length of time will be longer than three months, the employee will be excluded or included at the commencement of his/her new responsibilities. However, in the event the period is actually less than three months: (1) in exclusion cases, the Union will be reimbursed the dues which would have been paid; (2) in inclusion cases, the Union will reimburse the employee the dues which have been paid. (c) When the length of time is unknown, the employee will retain his/her present jurisdictional status up to the three month period. If the period extends beyond three months, the employee will then be either included or excluded.

  • Coffee Break 23:01 The Employer shall recognize a paid coffee break period of 15 minutes duration in each half of a shift, whether during a normal work day or on shift work.

  • SINGLE BARGAINING UNIT The parties to this Agreement, along with all those employees whose employment is governed by this Agreement, constitute a single bargaining unit for the purposes of negotiating and implementing the terms of this Agreement. The form and operation of this single bargaining unit will be subject to this Agreement.

  • Coffee Breaks The Company will provide two (2) fifteen (15) minute coffee breaks during each work day, one in the morning and one in the afternoon.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • EXCLUSIONS FROM THE BARGAINING UNIT The parties agree that the positions identified as excluded shall be excluded positions for the life of this agreement. Decisions related to additional excluded positions shall be by mutual agreement or shall be resolved by SERB.

  • NATURE OF THE BARGAINING UNIT 1.01 The Employer recognizes the Union as the sole and exclusive bargaining agency for all of its employees working at The Fairmont Winnipeg, in the City of Winnipeg, in the Province of Manitoba, save and except the Administrative/Clerical persons employed in the Sales/Marketing and Catering departments, those persons employed in the Engineering/Maintenance, Accounting and Human Resources departments, Security staff, Supervisors, Managers, those above the rank of Supervisor and/or Manager and those excluded by the Act. 1.02 The Employer agrees not to increase the number of Assistant Banquet Managers excluded from the bargaining unit beyond six (6) except for legitimate business reasons. When doing so, the Employer shall inform the Union. 1.03 The Employer shall provide the Union with a list containing the current names, social insurance numbers, classifications and rates of pay of all bargaining unit employees, whenever a written request to do so is received from the Union. The Union agrees that it will not make such request more often than once in a calendar year. 1.04 The parties recognize that employees of the Employer in supervisory positions, or above the rank of Supervisor, may (when the situation so requires) help employees covered by this collective agreement in order to maintain the quality of service to customers, and in this case may also perform work currently done by current employees of the bargaining unit. Such work must not, however, cause the elimination of any position now covered in the collective agreement. (a) will not apply. Notwithstanding the foregoing, an employee of the Employer working in a position not covered by the collective agreement, may continue work presently being performed but shall not assume additional duties if this would cause the elimination of a position now covered in the collective agreement.

  • Blue-Pencilling If any court construes any of the Restrictive Covenants, or any part thereof, to be unenforceable because of the duration of such provision or the area covered thereby, such court shall have the power to reduce the duration or area of such provision and, in its reduced form, such provision shall then be enforceable and shall be enforced.

  • Collective Bargaining Agreement The term “

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