MEDIA AND INTERVIEWS Sample Clauses

MEDIA AND INTERVIEWS. What this means for you:  As a Team member, you may be requested to undertake interviews with members of the media, however you have the right to decline.
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MEDIA AND INTERVIEWS. The Head of Delegation is the spokesperson for the Team and, as appropriate, MAI. The Head of Delegation and authorised officials only, will be responsible for all official public statements in the media, including social media. Team Members may be requested to undertake interviews with members of the media, however have the right to decline. In undertaking an interview, use common sense and show respect for fellow Team members, the host country, and reflect the Maccabi Australia values Use of Social Media Follow best practice guidelines when using social media: Team Members are encouraged to use social media, but use it responsibly. Comments should reflect and enhance the MAI values, including fair play and respect for others. They must not be offensive, inappropriate, defamatory, misleading, deceptive or illegal. The use social media during training or competition can detract from optimal performance and may impact on others. As such, it is recommended that the use of personal phones, tablets or other such devices in training or competition venues during the pre-competition and competition periods is managed. Team Members are strongly encouraged to have a plan on managing your access to personal phones, tablets or other such devices during the Games, and to implement the plan at competitions in the lead up to the Games. Avoid the temptation to respond to criticism. Be wary of responding to controversy or matters you feel are being represented incorrectly, especially late at night during leisure activities. A simple joke can quickly escalate for you and the Team. Once something is posted it must be treated as “being in the public domain” – so behave accordingly; and If required, apologies should be delivered swiftly before the matter escalates. A comment made in social media should be a factual account of your own personal experience. It must not be offensive, inappropriate, defamatory, misleading, deceptive or illegal. Team members who permit comments by the public to be made on any post, blog or website controlled by them, agree to take reasonable steps (including working with MAI), to ensure that such comments are courteous, respectful and not abusive, offensive, inappropriate, defamatory, misleading, deceptive or otherwise illegal. MAI reserves the right to issue a ‘take down notice’ requiring a Team member to take down a post, blog, tweet or comment on any social media platform, in whole or part, within a specified time. A failure to comply with a ‘t...
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MEDIA AND INTERVIEWS. PRODUCER/COMPANY agrees to make every effort to make himself/herself available for photo calls and/or interviews with press or broadcasting agents. PRESENTER will give TWENTY-FOUR (24) hour’s notice to any media event.
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Related to MEDIA AND INTERVIEWS

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Investigatory Interviews When an employee is required by the City to attend an interview conducted by the City for purposes of investigating an incident which may lead to discipline/discharge of that employee because of that particular incident, the employee shall have the right to request that the employee be accompanied at the investigatory interview by a representative of the Union. If the employee makes such a request, the request shall be made to the City representative conducting the investigatory interview. The City, when faced with such a request, may:

  • Exit Interviews A. If a regular status employee provides timely notice that they are voluntarily separating from Agency service, the Agency will offer an exit interview that focuses on the reason(s) for the employee leaving Agency service and what changes they recommend to the Agency to improve Agency operations, or,

  • Investigatory Meetings A. An employee required to attend an investigatory meeting shall receive advance notice of such meeting. Such notice shall include:

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." No Other "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • 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.

  • Negotiations Meetings Negotiations meetings between said bargaining committees shall be private and scheduled for mutually satisfactory times and place(s). Both parties may utilize the services of consultants during the negotiation process. Only bargaining committee members, consultants, and other individuals mutually agreed to between the bargaining committees shall be present in the negotiating sessions.

  • Faculty Meetings Principals shall have the authority to schedule necessary faculty meetings; however, such meetings shall be as brief and well planned as possible. Such meetings shall be used for purposes that cannot be accomplished effectively through other means. Faculty meetings shall be scheduled in a manner that impacts teacher planning time to the least degree possible. If more than one faculty meeting is held in a month, the purpose of the meeting shall be announced to the faculty in advance.

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.

  • Meetings and Conferences ‌ From time to time the Government may require attendance at Government conferences and meetings at no additional cost to the Government.

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