ICES Sample Clauses

ICES. ICES manages marine environmental data covering NE Atlantic, Baltic Sea, Greenland Sea and Norwegian Sea and spanning the years 1877-2012. Those data are organized around specific thematic data portals: oceanographic, contaminants, biological effects and biological community, fish trawl survey, fish predation and historical plankton data. This paper analyses ICES data coverage separately from the other marine environmental information systems ones. ICES is however expected to be connected to SeaDataNet in a near future and would provide environmental context data to Micro B3 through the SeaDataNet services. ICES biogeographic data are and will be made available through EurOBIS. The following Figures 6, 7, 8, 9 are the station maps of data in the ICES oceanographic databases (xxxx://xxxxx.xxxx.xx/data/maps/maps.htm): Figure 6. T & S stations at ICES, All stations (xxxx://xxxxx.xxxx.xx/data/ maps/All_ts.png). Figure 7. Nutrient stations at ICES, All stations (xxxx://xxxxx.xxxx.xx/data/maps /All_Nut.png). Figure 8. CTD stations at ICES, All stations (xxxx://xxxxx.xxxx.xx/data/ma ps/All_CTD.png). Figure 9. Underway data at ICES, All stations (xxxx://xxxxx.xxxx.xx/data/ma ps/All_UW.png).
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ICES. Advice and recommendations are proposed by ICES in how to carry out monitoring programs and apply mitigation measures. These recommendations highlight the importance of optimizing efforts both at the national and international level in addressing the issue of wind farm impacts. For example, they encourage international cooperation in order to assess appropriate populations and/or management units of the relevant marine mammal species, irrespective of national borders. Further, the Working Group of the ICES recommends the use of common standards for noise monitoring as well as commonly accepted exposure limits for marine mammals. Concerning specific guidelines, the location of offshore wind farms should be done in light of EIAs that consider ecological and biological parameters as well as physical and hydrographical ones. As part of this, ICES recommends using methods to assess cumulative effects on marine mammals, particularly of the underwater noise caused by the simultaneous construction and operation at nearby sites. Then, acoustic deterrent devices should be used and research on new devices should be carried out, including realistic trials in the field to demonstrate their effectiveness. Finally, the Working Group recommends the development of alternative technologies (i.e. quieting technologies).
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ICES. Report of the Ad-hoc Group on the Impacts of Sonar on ( 2 nd edition ) Cetaceans and Fish ( AGISC ). 2005.
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ICES confectionery, bread and buns; ice cream mixes; sherbet mixes; instant confectionery mixes; flour for food.; (32) Carbonated drinks mixes, syrups for beverages, other carbonated drinks (refreshing beverages); non-alcoholic fruit juice beverages; frozen concentrates for making fruit juice beverages; whey beverages; vegetable juices (beverages).
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ICES confectionery, bread and buns; ice cream mixes; sherbet mixes; instant confectionery mixes; flour for food.; (32) Carbonated drinks mixes, syrups for beverages, other carbonated drinks (refreshing beverages); non-alcoholic fruit juice beverages; frozen concentrates for making fruit juice beverages; whey beverages; vegetable juices (beverages). Korea, Republic of DOLE WHIP Dole Food Company, Inc. Pending not yet assigned 10-Jul-12 30 Int. Non-dairy frozen confections; ice creams. Korea, Republic of DOLICIOUS Dole Food Company, Inc. Registered 40-2010-7098 9-Feb-10 40-851381 27-Jan-11 32 Int. Fruit juices; frozen fruit beverages; fruit and fruit juice concentrates and purees; smoothie drinks; non-alcoholic beverages containing fruit juices. DOLE PROPRIETARY CONFIDENTIAL INFORMATION OVERLAPPING TRADEMARKS Country Name Trademark Name Owner Name Status Appl. No. Filing Date RegNumber RegDate Class Goods Korea, Republic of MAKE EVERY DAY SHINE Dole Food Company, Inc. Pending 40-2012-53937 28-Aug-12 29 Int., 30 Int., 31 Int., 32 Int. Preserved, canned, processed, fresh-cut, frozen, dried and cooked fruits and vegetables; jellies, jams, fruit sauces; nuts, edible seeds; milk and milk products.; Ices; frozen confections and dry powdered mixes for use in the preparation of a soft serve dessert; coffee beans; chocolate and chocolates, cereal-based snacks, smoothies.; Fresh fruit; fresh vegetables; unprocessed edible seeds and nuts.; Mineral and aerated waters and other non-alcoholic drinks; fruit drinks and fruit juices; syrups, frozen concentrates and other preparations for making beverages. Korea, Republic of ROYAL HAWAIIAN Dole Food Company, Inc. Registered 84-12481 16-Aug-84 112799 20-May-85 29 Int., N02 Nat. Canned and bottled fruits, fruit jams, fruit jellies, vegetable juice.;
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ICES. Impact modelling Sea-level rise impacts are implemented in the ICES model exactly the same way they are in the COIN-INT model. In particular:
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Related to ICES

  • Personnel Provide, without remuneration from or other cost to the Trust, the services of individuals competent to perform the administrative functions which are not performed by employees or other agents engaged by the Trust or by the Adviser acting in some other capacity pursuant to a separate agreement or arrangement with the Trust.

  • Rotation Where the Employer's designate and the Union's designate at the local level agree that shifts be rotated, the shifts shall be rotated on an equitable basis among the employees involved.

  • Personnel Policies The School shall adopt, update, and adhere to personnel policies. These policies must be made readily accessible from the School’s website or school office, as described in Section 11.4.1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Traineeships 10.1 The minimum rates of pay for Trainees are specified in Schedule A, Part 3, to this Agreement.

  • Internships The Hospital may establish internships for the purpose of meeting future projected nursing shortages and/or providing career opportunities where there are no internal qualified candidates for job postings. In such circumstances, the implementation and guidelines of such an arrangement will be determined locally by the Hospital and the Union subject to the following: Internships are designed to develop the Hospital’s staff in order to fill positions for which there are currently no qualified internal candidates and/or for which shortages are predicted within a five (5) year period. Internships enable hospitals to maximize the use of qualified internal staff to meet their human resources needs, while at the same time providing career development opportunities for their employees. To provide direction to the local parties in developing and implementing internship(s) the Ontario Nurses’ Association and Participating Hospitals have agreed to the following principles:

  • Trainings iv. Appointment of any length involving two (2) or more Consumers who might need to split up to join different trainings, group discussions, etc.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend.

  • Capabilities A. The Parties agree that the DRE must possess the legal, technical, and financial capacity to:

  • Job Stewards 10.01 Job Stewards shall be recognized on all jobs and they shall not be discriminated against. It will be his/her duty to attend to all complaints between the workers on the job and the company to endeavor to reach a settlement before these complaints become grievances.

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