Multiplicity Clause Samples

The Multiplicity clause defines how many times a particular action, obligation, or right can occur under the agreement. In practice, this clause may specify whether a party can make multiple claims, deliveries, or requests, or if certain rights or duties are limited to a single instance. By clarifying the allowable frequency or repetition of key actions, the clause helps prevent disputes over whether repeated performance or enforcement is permitted, ensuring both parties have a clear understanding of their ongoing rights and responsibilities.
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Multiplicity. No multiplicity adjustment needs to be considered for the effectiveness endpoints since no formal hypothesis testing will be conducted.
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Multiplicity. If and when included within the term “Tenant,” as used in this instrument, there is more than one person, firm or corporation, all shall jointly arrange among themselves for their joint execution of a notice specifying an individual at a specific address within the continental United States for the receipt of notices and payments to Tenant. All parties included within the terms “Landlord” and “Tenant,” respectively, shall be bound by notices given in accordance with the provisions of Section 25 to the same effect as if each had received such notice.
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Multiplicity. A total of six hypothesis tests will be conducted to address the primary and secondary objectives of the study. A combination of gate-keeping and Bonferroni adjustment strategies will be employed to control the overall type I error rate. The hypothesis tests and the testing order (multiplicity adjustment) are outlined in Figure 15-1.
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Multiplicity. The necessity for juxtaposing multiple issues simultaneously, treating phenomena not as isolated but as relational, and therefore seeking more complex intellectual interfaces as the fora for investigating them.
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Multiplicity. Part of what elevates the nuance of examining identity-building in RPGs is that the identities under construction are typically not one’s own––at least not evidently. In roleplaying, no matter what form it may take, there always exists some level of distinction between players/participants and their characters. This distinction is important and often self-evident to those who transgress between the mundane and the fantastical, but as we will better understand in Chapter 3, these games have transmutative properties that can complicate how we hold and experience our multiplicity of identities. ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇ describe the role in roleplay as functioning like an ‘alibi.’10 This alibi is basically an acknowledgement that characters are separate entities from their players; the fictionalized actions that take place in the fictionalized world are precisely that: fictional. Ludic scholar ▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ refines this concept of alibi, describing it as part of the social contract by which “players accept the premise that any actions in the game are taken by the character, not the player.”11 The alibi is effectively what allows a player to claim something like “I didn’t yell at you; my character yelled at yours.” Although the alibi may seem merely like a tool for gaslighting oneself and others into accepting an alternative reality, its uses are well-established and documented in fields that utilize roleplay. Most notably, drama therapists frequently engage the concept of aesthetic doubling, in which participants 10 ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ and ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇, “First Person Audience and the Art of Painful Role-Playing,” in Immersive Gameplay: Essays on Participatory Media and Role-Playing (Jefferson: ▇▇▇▇▇▇▇▇▇ & Company, 2012), 16. simultaneously perceive themselves as both themselves and their characters.12 In drama therapy, exercising aesthetic doubling may be important for helping participants retain a sense of distance and control, even as they may reenact difficult, tense, or even traumatic moments of their own
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Multiplicity. Our overview table presents different possible aspects able to be used to provide a more tailored approach to training. Our training will be delivered by creating programmes from appropriate combinations of these existing training modules - an approach that affords great flexibility in accommodating user needs. In the section on the actual training programs that we propose, we will characterize the training modules described within the matrix. In the sections below we map the training modules that partners within and outside of CompBioMed are currently offering. We then used this to formulate a Training Plan that the Centre of Excellence will implement in the next 2.5 years.
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Multiplicity. Another key property that is not adequately accounted for in the current QM logical model and needs to be added is the concept of multiplicity. Multiplicity refers to the reuse of the same questionnaire multiple times. This could happen where a patient had multiple follow ups where the follow-up questionnaire is exactly the same, or perhaps multiple blood samples taken over time and the same sample form filled for each instance. Depending on the rules of the study, a questionnaire could be filled once or multiple times. If it is to be filled multiple times, then it is possible that the number of times it can be filled could be determined by data entry or calculation. For example, a question asking how many household members there are, and then using that answer to limit the number of “household member“ questionnaires that can be filled for this household. It also could be that the number of questionnaires is a fixed number set at the beginning of the study. For example, the study protocol could call for only three follow up visits to each household. It could also be the case that the ability to add new questionnaire instances is determined by a Boolean true/false condition evaluated constantly based on data entry or calculation that allows new instances to be created. It could also be that there is no limit to the number of new instances of the questionnaire that could be filled. A nosocomial study that has brief follow ups for every day that a patient stays in the hospital may require a practically unlimited (or at least unforeseeable) number of questionnaires to be filled.
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Related to Multiplicity

  • Step 3 i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b. i. The employer may request further particulars from the complainant. Upon the conclusion of such a review, the employer shall: (1) initiate an investigation of the complaint and appoint an investigator pursuant to Article E.2.3.c.iii below, or; (2) recommend mediation or other alternative disputes resolution processes to resolve the complaint. ii. Should the complainant not agree with the process described in Article E.2.3.c.i(2), the employer shall initiate an investigation. The employer shall provide notice of investigation. iii. The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. iv. The complainant may request: (1) that the investigator shall be of the same gender as the complainant; and/or (2) an investigator who has Aboriginal ancestry, and/or cultural knowledge and sensitivity if a complainant self-identifies as Aboriginal. Where practicable the request(s) will not be denied. v. The investigation shall be conducted as soon as is reasonably possible and shall be completed in twenty (20) working days unless otherwise agreed to by the parties, such agreement not to be unreasonably withheld.

  • Shift Differentials 18.1 Employees whose regularly assigned shifts commence between 1400 and 2159 hours shall receive a shift differential of seventy-five cents (75¢) per hour, and employees whose regularly assigned shifts commence between 2200 and 0559 hours shall receive a shift differential of eighty cents (80¢) per hour. Effective January 1, 2005, for employees whose regularly assigned shifts commence between 2200 and 0559 hours shall receive a shift differential of one dollar ($1) per hour. Overtime shall not be calculated on the shift differential nor shall the shift differential be paid for paid absence from duty such as vacations, general holidays, etc.

  • Points The points to be assigned to the classification levels under this Agreement shall be: C14 - C13 - C12 32 C11 64 C10 96 C9 12 additional points above C10 C8 24 additional points above C10 C7 36 additional points above C10 C6 48 additional points above C10 C5 60 additional points above C10 C4 Standards and points to be finalised C3 Standards and points to be finalised C2a Standards and points to be finalised C2b Standards and points to be finalised C1a Standards and points to be finalised C1b Standards and points to be finalised and in accordance with Table 2 in the National Metal and Engineering Competency Standards Implementation Guide.

  • Multiple Bedroom Spaces If this Housing Agreement expressly identifies more than one bedroom space in a multi-bedroom apartment as assigned to Resident on page 1, then: (a) references to a “space” or “spaces” will be deemed to refer to all of the spaces assigned to Resident, or to the entire apartment if all of the bedrooms in an apartment are assigned to Resident; and (b) if Resident is assigned fewer than all of the bedroom spaces in an apartment, use of common areas will continue to be shared with other residents of the apartment and any calculation of Resident’s share of any charges assessed pro rata to all residents of an apartment will be made by dividing the number of bedroom spaces assigned to Resident by the total number of occupied bedroom spaces within the apartment.

  • Step 2 (a) If the grievance is not resolved at Step 1, the grievant or designated representative may submit the grievance in writing on a grievance form as contained in Appendix B of this Agreement, to the Agency Head or designated representative within 15 days following receipt of the decision at Step 1. The grievance form must contain the same information as the grievance filed at Step 1. The grievance shall include a copy of the grievance form submitted at Step 1, together with the written response and documents in support of the grievance. (b) The Agency Head or designated representative shall communicate a decision in writing to the grievant and the PBA Grievance Representative, if any, within 15 days following receipt of the written grievance. If the Agency Head fails to respond within the time limit, it shall be deemed a denial. (c) If a grievance, alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause, is not resolved at Step 2, the PBA representative, or the grievant or grievant’s representative, if not represented by PBA, may appeal the grievance to arbitration as provided in Article 6, Section 3(G)(4), below, within 15 days after receipt of the Step 2 decision.