CODA Sample Clauses

CODA. And finally, an extra word or two for when the show is a MUSICAL; additional time, resources and personnel will almost certainly be required • The Director should directly approach their preferred Musical Director (this is not an area that the Technical Team covers) and together they should arrange their own musicians and consider the possible need for a rehearsal pianist. Please note that expenses for musicians can be the biggest single cost in a musical so the Musical Director must be involved in all budget planning for the show. The budget for musicians must always be agreed at an early stage; any future deviation from this needs to be discussed • The Director should also approach their preferred Choreographer (again this is not an area that the Technical Team covers). Choreography rehearsals may need a larger rehearsal space. If so, please liaise well in advance with the Theatre Manager, specifying which are dance rehearsals and therefore need extra space. • Musicals will usually need a longer rehearsal period than other shows. The Director should liaise with the Theatre Manager about rehearsal requirements. • The Director, Set Designer and Musical Director should liaise over the location of the musicians. This will have an impact on the overall sound. A band of two or more is likely to be louder than a singer; in particular wind instruments and drums will be louder than voices. The band can be placed directly behind the set or on the Upper Mezzanine to decrease their volume • The Director/Musical Director should also liaise with the Sound Designer to ensure any amplification is arranged well in advance. The singers can be miked if desired; cabled microphones and radio mics are available. • Where possible actors should be rehearsed together with the musicians. At the least, a sitzprobe, when the singers and musicians work together without the staging, should be organised. The Musical Director should be in overall charge of this rehearsal.
CODA. Decades after Rowson’s death, a nation caught up in the discourse of Manifest Destiny elected President James Polk in 1844 on a platform that Oregon territory would become part of the U.S. In taking up the Oregon Question, politicians took up the question of title to American land, a matter that Rowson and her (intimate) contemporaries in the expanding U.S. had been asking about the nation since its beginnings. In keeping with the terms of the Nootka Convention, the U.S.’s claim to Oregon territory derived from discovery (1792), exploration (1805) and settlement (1811), a series of events that began with figures like Rowson’s brother.43 Echoing Columbus in more than name, this discovery led politicians to justify the Oregon territory’s exploration by Lewis and Clark and its settlement by John Jacob Astor and company. In arguing for the U.S.’s title to Oregon territory in 1846—when a compromise between the British and the U.S. settled the border where it currently exists between the U.S. and Canada—Democratic congressman William Sawyer traced the nation’s right to the land from time immemorial to Columbus in a series of events that mimic much of the action of Reuben and Rachel. Combining the language of the Bible with the language of the Declaration, Sawyer conflates sacred and secular time to naturalize a U.S.-American geography that extends from sea to shining sea:

Related to CODA

  • Cafeteria Plan As of the Benefit Commencement Date, New Parkway or any of its Subsidiaries shall establish a cafeteria plan qualifying under Section 125 of the Code (the “New Parkway Cafeteria Plan”) and health care and dependent care flexible spending reimbursement accounts thereunder in which Transferring Employees who meet the eligibility criteria thereof may be immediately eligible to participate. As soon as practicable following the Benefit Commencement Date, the Cousins Group shall determine the aggregate accumulated contributions to the flexible spending reimbursement accounts under Cousin’s cafeteria plan or Legacy Parkway’s cafeteria plan, as applicable, in which such Transferring Employees participated (the “Cousins Cafeteria Plans”) made during the year in which the Distribution Date occurs by the Transferring Employees less the aggregate reimbursement payouts made for such year up to the day immediately prior to the Benefit Commencement Date from such accounts to such Transferring Employees (the “Net FSA Balance”). If the Net FSA Balance is (a) positive, the Cousins Group shall pay to the New Parkway Group an amount in cash equal to the Net FSA Balance or (b) negative, the New Parkway Group shall pay to the Cousins Group, the absolute value of the Net FSA Balance attributable to Transferring Parkway Employees. New Parkway or its applicable Subsidiary shall cause the balance (whether positive or negative) of each Transferring Employee’s accounts under the Cousins Cafeteria Plans as of the Benefit Commencement Date to be credited to the Transferring Employee’s corresponding accounts under the New Parkway Cafeteria Plan in which such Transferring Employee participates following the Benefit Commencement Date. On and after the Benefit Commencement Date, New Parkway shall assume and be solely responsible for all claims for reimbursement by the Transferring Employees with respect to the plan year that includes the Distribution Date, whether incurred prior to, on or after the Distribution Date, that have not been paid in full as of the Benefit Commencement Date, which claims shall be paid pursuant to and under the terms of the New Parkway Cafeteria Plan. New Parkway agrees to cause the New Parkway Cafeteria Plan to honor, through the end of the calendar year in which the Distribution Date occurs, the elections made by each Transferring Employee under the Cousins Cafeteria Plans in respect of the flexible spending reimbursement accounts that are in effect immediately prior to the Benefit Commencement Date.

  • Employee Contributions Any member of the bargaining unit who is hired on or after September 1, 2010 is eligible to make a voluntary contribution to the City=s Deferred Compensation Plan offered by Ameritas.

  • Employee Contribution Eligible employees shall contribute one percent (1%) of their salary on a per pay period basis to the HCSP.

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