Pick-up procedure Sample Clauses

Pick-up procedure the Distributor shall select the date scheduled for pick-up by the end Customer and the chosen location for picking up the cards. The pick-up date shall be at least one day after the purchase date, and may not exceed the limit of validity of the Roma Pass, currently established, for the year as: • 30th June 2021 for both Roma Pass 72hours and Roma Pass 48hours.
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Pick-up procedure. Only adults listed on the child’s emergency form are allowed to take them from the center. It is the teacher’s responsibility to ensure that the person picking up the child is on the authorization form, person MUST be 18 years old. Check identification if it is the first time you have seen the person, do not rely on the child (i.e. they call them mom, dad, grandma…) for identification. If the person is not on the authorization form, contact the supervisor and the parent, do not release the child. In the event you smell alcohol or marijuana on the adult. Inform the teacher prior to the child leaving the program. Teachers are instructed not to release the child. Contact the supervisor or administration for further support.
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Pick-up procedure. Members are responsible for picking up their share each week. In addition, please observe the following procedures: a. CSA shares are distributed in waxed boxes. Members are encouraged to bring a bag or basket to transfer their produce into; otherwise, please be sure to return your box the following week. Members are asked to unfold and flatten the box and leave it in the designated spot. b. Pick up your share within the timeframe stated. Although we deliver high-quality produce to the site, it will decline quickly if not picked up in time. c. Be respectful of the delivery location’s property. The Three ▇▇▇▇▇▇ Worksite CSA program is possible thanks to the generosity of our host sites. Please be mindful of space constraints as well. d. Follow additional rules posted at your delivery location regarding parking, the use of certain entrances, boxes, etc.
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Pick-up procedure. Parents or authorized persons are allowed to pick-up children anytime during business hours. A signature and a sign-out time are required on the daily Sign-In/Sign-Out Sheet. Parents should wait in the front area while staff escorts the child from his/her classroom before 6:00 PM. PLEASE NOTE: Late pick-up will incur a $15 charge for the start of every 15-minute interval (starting at 6:30 PM). This amount will be due on the same day or added to the next month’s tuition. After-Hour Care will be available upon request. Please contact us and check the applicable fee.
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Pick-up procedure. At the scheduled time, we will meet at a predetermined public location with your gear. We are happy to go over inventory of items with you. • We operate almost exclusively on an appointment basis, as we like to spend time with our customers and need to manage time accordingly. If you are unable to make your scheduled time, please email 48 hours beforehand. We will call to confirm the day before or the day of pick-up. • Depending on what is in your rental gear package, this pick- up process can take from 5-minutes to 30-minutes. • Rental period commences once renter accepts responsibility for all items. Placing rental items in one’s vehicle for transport is considered acceptance of responsibility. • Please do your best to dry any rental items and to return them in clean condition. Excessively dirty items may be subject to an additional cleaning fee. • Inspection of the rented items will take place AFTER you drop off, therefore, all final charges are subject to audit. • If there have been any accidents, damages, or ‘mishaps’ with any rental equipment please REPORT UPON RETURN. It is much easier for everybody to discuss repair/ replacement costs in person. • The rental period is considered concluded once an office member approves the safe return of rental items.
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Pick-up procedure. Prior to the Purchaser's collection pursuant to clause 3.2 above, the Purchaser must contact WWF-New Zealand by email (at ▇▇▇▇▇▇@▇▇▇.▇▇▇.▇▇) providing the following details: (a) The name of the individual or company collecting the artwork – and agree a form of identification to be shown; and (b) The proposed date and time of collection (as selected from a limited range of dates and times advised by WWF-New Zealand). 4.1 WWF-New Zealand will then agree a date for the collection and send to the Purchaser details of the address and collection time and other pertinent information. If the Purchaser requires any specific pick-up arrangements (e.g. mounting the sculpture on a wooden pallet, bubble- wrapping, or labelling), it must contact WWF-New Zealand as early as possible prior to pick-up to discuss potential arrangements. If specific arrangements are agreed, the Purchaser will be responsible for covering all costs relating to such arrangements, provided that WWF-New Zealand notifies the Purchaser of these costs in advance.
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Related to Pick-up procedure

  • Review Procedure If the Plan Administrator denies part or all of the claim, the claimant shall have the opportunity for a full and fair review by the Plan Administrator of the denial, as follows:

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his ▇▇▇▇▇▇▇, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief ▇▇▇▇▇▇▇ and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇▇▇ ▇▇▇▇ to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.