VOLUNTEERING TO BE IN THE STUDY Sample Clauses

VOLUNTEERING TO BE IN THE STUDY. It is your choice if you want to be in the study. No one can force you to be in the study. You may not want to be in this study or you may leave the study at any time without penalty or loss of benefits to which you are otherwise entitled. You can still get healthcare in the future. Employees of Texan Allergy & Sinus Center: Employees of Texan Allergy & Sinus Center are allowed to participate in this study. If you are an employee: • The decision to participate or not will not affect your performance evaluation. • The decision to participate or not will not affect possible promotions. • The decision to participate or not will not affect your pay. The sponsor-investigator, IntegReview, or the FDA may take you out of the study without your permission, at any time, for the following reasons: • If you do not follow the investigator’s instructions • If we find out you should not be in the study • If the study is stopped • If it becomes harmful to your health • If you become pregnant • If you do not complete the study treatments • If you do not routinely complete the patient diary • If you are going to leave central Texas for a large part of the allergy season If you leave the study or if you are taken out of the study, you may be asked to return for a final visit to have some end of study evaluations or tests. If information generated from this study is published or presented, your identity will not be revealed. If you leave the study, no more information about you will be collected for this study. However, all of the information you gave us before you left the study will still be used. NEW FINDINGS If there is new information or any significant new findings that could relate to your willingness to continue participation we will tell you. You can then decide if you still want to be in the study.
Sample 1
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VOLUNTEERING TO BE IN THE STUDY. It is your choice if you want to be in the study. No one can force you to be in the study. You may not want to be in this study or you may leave the study at any time without penalty or loss of benefits to which you are otherwise entitled. You can still get healthcare in the future. You may want to inform your personal doctor of your choice to participate in this study. The Study Doctor, the sponsor company, IntegReview, or the FDA may take you out of the study without your permission, at any time, for the following reasons: • If you do not follow the Study Doctor’s instructions • If we find out you should not be in the study • If the study is stopped • If it becomes harmful to your health If you leave the study or if you are taken out of the study, you may be asked to return for a final visit to have some end of study evaluations or tests. If information generated from this study is published or presented, your identity will not be revealed. If you leave the study, no more information about you will be collected for this study. However, all the information you gave us before you left the study will still be used. NEW FINDINGS If there is new information or any significant new findings that could relate to your willingness to continue participation we will tell you. You can then decide if you still want to be in the study.
Sample 1
VOLUNTEERING TO BE IN THE STUDY. It is your choice if you want to be in the study. No one can force you to be in the study. You may not want to be in this study or you may leave the study at any time without penalty or loss of benefits to which you are otherwise entitled. The investigator, or the sponsor company, may take you out of the study without your permission, at any time, for the following reasons: • If you do not follow the investigator’s instructions • If we find out you should not be in the study • If the study is stopped • If it becomes harmful to your health If information generated from this study is published or presented, your identity will not be revealed. If you leave the study, no more information about you will be collected for this study. However, all of the information you gave us before you left the study can still be used. NEW FINDINGS If there is new information or any significant new findings that could relate to your willingness to continue participation, we will tell you. You can then decide if you still want to be in the study.
Sample 1
VOLUNTEERING TO BE IN THE STUDY. The investigator, the sponsor company, or IntegReview, may take you out of the study without your permission, at any time, for the following reasons: ! If you do not follow the investigator’s instructions ! If we find out you should not be in the study ! If the study is stopped ! If it becomes harmful to your health If you leave the study, no more information about you will be collected for this study. However, all of the information you gave us before you left the study will still be used. NEW FINDINGS If there is new information or any significant new findings that could relate to your willingness to continue participation we will tell you. You can then decide if you still want to be in the study.
Sample 1
VOLUNTEERING TO BE IN THE STUDY. The investigator(s) may take you out of the study without your permission, at any time, for the following reasons: ● If you do not follow the investigator’s instructions ● If we find out you should not be in the study ● If the study is stopped ● If it becomes harmful to your health If you leave the study, no additional personal information will be collected, however, information collected prior to your removal will still be used. NEW FINDINGS If there is new information or any significant findings that could relate to your willingness to continue participation, we will inform you. You can then decide if you still want to be in the study. Subject Name: Address: Date: Witness:
Sample 1

Related to VOLUNTEERING TO BE IN THE STUDY

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

  • Filing a Grievance Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. If the Union does so, it will set forth the name of the employee or the names of the group of employees.

  • Statement of Grievance The grievance shall contain a statement of:

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. Individual Provider grievances shall be submitted by email to xxxxx.xxxxxxxxx@xxx.xx.xxx. Grievances as a result of employment or actions with the Consumer Directed Employer will be processed with the contact information provided in Step 1. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. Step 3. (Optional) Mediation As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

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