Placement Policy Sample Clauses

Placement Policy. It is not possible to guarantee partnership schools making placement offers for any given academic year that they will, as a result, definitely be allocated students. In the event of the partnership having more offers of placements than are able to be taken up, the following criteria will be applied by the Head of School Partnership in deciding which partnership schools are allocated students:  commitment to work with student teachers - both current and historic;  past experience and effectiveness of work with student teachers, as well as present effectiveness;  availability of a trained mentor in the school or a suitable member of staff prepared, able and allowed to attend mentor training prior to the possible arrival of a student teacher in the school;  accessibility of the school to student teachers requiring placements, taking into account available transport and geographical factors;  suitability of the (school) placement in relation to specific student teacher needs (e.g. the specific key stage needed)
Sample 1
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Placement Policy. An IBP is solely responsible for allocating the priority of new Independent ATTEVA Distributors that they sell in the chain of distributorship. The distributor management tool is available in each IBP personalized Online Office. It is critical that the placement of a new IBP is correct at the time of the sale. THE ORDER IN WHICH YOU RECORD THE IBP YOU SELL IS FINAL. THEY WILL NOT BE CHANGED. ALL IBP PLACEMENTS ARE FINAL. THEY WILL NOT BE CHANGED.
Sample 1
Placement Policy. Inquiry about administrative transfers of students to the XXX 53 Safe School follows this protocol:
Sample 1
Placement Policy. It is not possible to guarantee partnership schools making placement offers for any given academic year that they will, as a result, definitely be allocated student teachers. In the event of the partnership having more offers of placements than are able to be taken up, the following criteria will be applied by the Head of School Partnership/Co-ordinator for School Partnership in deciding which partnership schools are allocated student teachers: • commitment to work with student teachers - both current and historic; • past experience and effectiveness of work with student teachers, as well as present effectiveness; • availability of a trained mentor in the school or a suitable member of staff prepared, able and allowed to attend mentor training prior to the possible arrival of a student teacher in the school; • accessibility of the school to student teachers requiring placements, taking into account available transport and geographical factors; • suitability of the (school) placement in relation to specific student teacher needs (e.g. the specific subject area and key stage needed)
Sample 1
Placement Policy. The General Partner represents and warrants that this Agreement, the Investment Advisory Agreement and the Subscription Agreement set forth all arrangements with respect to fees and compensation which the Investment Advisor, the General Partner, and their affiliates are entitled to receive in connection with their services to the Partnership and the basis for reimbursement of all expenses incurred by the Investment Advisor, the General Partner, and their affiliates. Notwithstanding anything to the contrary contained in this Agreement, the Investment Advisory Agreement or the Subscription Agreement, neither the Partnership nor FCERA shall pay or otherwise bear, directly or indirectly, any placement fees or similar expenses with respect to FCERA’s Interests. The General Partner confirms that no placement fees have been paid by the Investment Advisor, the General Partner, the Partnership or any of their affiliates in connection with FCERA’s purchase of Interests. The General Partner acknowledges receipt of and agrees to comply with FCERA’s Placement Agent Policy attached hereto as Exhibit 10.18, as amended from time to time.
Sample 1

Related to Placement Policy

  • Investment Policy Investment objectives, policies and other restrictions for the management of the Investment Assets, including requirements as to diversification, are set forth in Exhibit A to this Agreement. The Sub-Advisor must discharge its duties hereunder in accordance with Exhibit A as revised or supplemented in separate written instructions provided from time to time by the Advisor or the Fund’s Board of Directors.

  • Payment Policy 11.9.1 A full-time tenure-track teacher, who is a member of the bargaining unit on an annual salary basis and who has served a complete school year as teacher, shall be paid in twelve (12) equal monthly installments.

  • Pet Policy 🞎 Pets are prohibited 🞎 Up to pets are permitted The following pet requirements apply [insert requirements including type, size and quantity,ifapplicable: ] The above-described pet policy is a material provision of this Lease. Violation of the pet policy may lead to damages, deposit, and/or fees or additional rent assessed to Tenant and constitutes a default under this Lease.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Guest Policy All guests must abide by the rules and policies outlined in the Residence Handbook and University protocols in place. In shared units, guests (especially overnight guests) must be discussed and approved by all roommates and suitemates in advanced. All guests must be signed into the building, and resident host will be held responsible for their behaviour and actions during their stay. NOISE: Residents are required to adhere to quiet-hours policy within their building. Excessive noise, which disturbs the comfort of other residents, is prohibited. INTERNET SERVICE: InRes Services provides Internet service (wired or wireless) to all undergraduate residence buildings. Students should report maintenance issues or service interruptions directly through their office. STORAGE: The University does not provide storage facilities for student’s personal belongings or furnishings. It is the resident’s responsibility to arrange for one if they require so. ROOM DECORATIONS: Students are not permitted to paint, or make alterations in their room, suite and/or common areas. Room decorations must also comply with the University’s building code and standards. FURNITURE: Students are not permitted to bring large pieces of furniture, including beds/waterbeds, desks and dressers, into residence. Furniture cannot be removed from residence rooms, common areas or buildings. Furniture from other areas of the University cannot be relocated to a student’s room. ANIMALS/PETS: Pets are not permitted in any of the residence buildings. Students with registered service animals should contact Housing & Conference Services to make appropriate arrangements. CLEANLINESS: Students are responsible to maintain a standard of cleanliness that creates a hospitable environment and always adhere to Health and Safety regulations. They are accountable to always keep their room/suite in a clean and orderly condition. Residence rooms/suites are inspected at least once per term. Residents share the responsibility for cleanliness in the common rooms, kitchens, washrooms, and other shared space within the room/suite and building. Failure to comply with cleaning standards may result in sanctions and additional cleaning fees. KITCHENS: Kitchen appliances are not permitted in residence rooms. Students are only allowed to keep a small compact refrigerator in their spaces. Kitchen appliances, provided in suites and common areas, must be used in a safe, responsible manner. SMOKING: York University Residence is a smoke-free environment. Smoking (including e-cigarettes) is strictly prohibited inside or within nine meters of the buildings. This includes balconies, building entrances, windows, and ventilation system air intakes. Policy on cannabis smoking, possession and cultivation are available in the Residence Community Standards.

  • Assignment Policy The University agrees to assign space only after the applicant has submitted the University Deposit and housing application. Priority of assignment for all students is based on the date the signed Residence Hall Occupancy Contract is received. Requests for specific roommates will be honored based on priority date and availability of space.

  • EMPLOYMENT POLICY 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer will notify the Union of labour requirements giving as much prior notice as possible. The Union will provide a list of manpower available. The Employer at its discretion may hire employees listed or from other sources.

  • PROMPT PAYMENT POLICY In accordance with Chapter 2251, V.T.C.A., Texas Government Code, payment to Engineer will be made within thirty (30) days of the day on which the performance of services was complete, or within thirty (30) days of the day on which the County Auditor receives a correct invoice for services, whichever is later. Engineer may charge a late fee (fee shall not be greater than that which is permitted by Texas law) for payments not made in accordance with this prompt payment policy; however, this policy does not apply in the event:

  • 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.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

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