Institution and Investigator acknowledge that SPONSOR has no obligation to indemnify or be responsible for any loss, claim, cost (including reasonable attorney fees) or demand if and to the extent such losses, claims or demands arise from any injuries or damages resulting from Institution’s, Investigator’s or the Study Personnel’s negligence, breach of this Agreement, failure to adhere to the Protocol, failure to obtain signed informed consent forms, failure to follow Applicable Law, misuse of the Study Drug, unauthorized warranties, or willful misconduct. This indemnification obligation is without prejudice to the precedence of insurance coverage from compulsory clinical trial insurance. 12.3. Zdravotnické zařízení a zkoušející berou na vědomí, že ZADAVATEL nevyplatí žádné odškodnění ani není odpovědný za žádné ztráty, náklady, spory (včetně přiměřených nákladů na právní pomoc) či nároky v souvislosti s újmou či škodou, ke kterým došlo v důsledku nedbalosti na straně zdravotnického zařízení, zkoušejícího a/nebo členů týmu provádějícího klinické hodnocení a/nebo v důsledku toho, že zdravotnické zařízení, zkoušející a/nebo některý člen týmu provádějícího klinické hodnocení porušili ustanovení této smlouvy, porušili ustanovení protokolu, nenechali subjekt hodnocení podepsat informovaný souhlas, porušili ustanovení platných zákonů, chybným způsobem použili studijní léčivo ZADAVATELe, způsobili škodu úmyslným zaviněním a/nebo poskytli neoprávněné záruky. Touto povinností odškodnění není dotčeno přednostní pojistné krytí z povinného pojištění klinického hodnocení.
Investigator Where a difference arises between the parties relating to the dismissal, discipline or suspension of an employee, or to the interpretation, application, operation or alleged violation of this agreement, including any questions as to whether a matter is arbitrable, during the term of the collective agreement, an arbitrator agreed to by the parties shall, at the request of either party:
Principal Investigator The research will be under the direction of (“Principal Investigator”). If, for any reason, he/she is unable to continue to serve as Principal Investigator and a successor acceptable to both UHD and Sponsor is not available, this Agreement shall be terminated as provided in Section 7.
Formal Investigation Once the matter has been brought to the attention of the Store executive, an internal investigation of the complaint will be conducted at which time the complainant will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Store executive, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extension of the aforementioned time frames must have the agreement of the complainant and the union if the complainant has chosen to involve it. Based on the outcome of the investigation, which will be provided in writing upon the completion of the investigation, to both the complainant and the union, should the complainant consent to this disclosure, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the most senior store executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the union Chairperson with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure.
Using Agency’s Representative The Using Agency may designate from time to time a Using Agency’s Representative, who shall work with the Design Professional and the Owner’s Representative as a liaison with the Using Agency.
Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview.
Complaints Investigation An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:
Investigatory Leave The Appointing Authority/designee may place an employee who is the subject of a disciplinary investigation on an investigatory leave with pay provided a reasonable basis exists to warrant such leave.
Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.
Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.
