Verdict Clause Samples

Verdict. The verdict shall be based on the results of the evaluation, especially the conformity and vulnerability analysis performed by the ITSEF. The CB shall approve the ETR and confirm or disprove the ITSEF verdict. The validation of the ETR requires the CB to challenge the ITSEF during a presentation of the evaluation results. The presentation meeting can lead to an update of the ETR by the ITSEF. If need be, additional tests may be requested to the ITSEF. The developer’s opinion can only be taken into account later in a confrontation with the CB and optionally the involved ITSEF. If the final verdict is PASS, the CB shall establish a certification report. The certification report shall describe at least: - The TOE and its evaluated version; - The test environment, including OS, hardware and software components of the platform on which test were performed; - The list of evaluated functions; - The reference of the analysed documents (security target, guides); - The workload dedicated to the evaluation;

Verdict uses relatively strong legal language—evident in its repeated use of “shall”—its implementation is still subject to national discretion. Phrases such as “as appropriate” and “subject to national and/or domestic law” provide flexibility that could dilute the strength of these commitments in practice in the agreement’s implementation. Still, the article sets an important foundation for future coordination and accountability.

Verdict. Grade of maliciousness of a Sample, usually represented as numeric values (e.g. number between 0 and 100) and textual descriptions (e.g., “malicious” or “suspicious”). For the sake of clarity: Verdict does not contain any data provided by Customer, and it is technically impossible to reconstruct from it any Customer data.

Verdict. Member states could not come to a final agreement on PABS, and the details of this system will be added later to the agreement as an annex. This decision, which breaks the pandemic agreement into two parts—an agreement at WHA and the PABS instrument to be finalized through the COP at a later date—could be a hard line for many LMICs who are adamant that PABS is essential to ensuring equity. This item could prove to be a sticking point for some countries. In addition, based on the draft text, the instrument would only be binding for those parties to the pandemic agreement that specifically accept it. This approach could mean fewer WHO member states accept the PABS Instrument than join the pandemic agreement—an outcome seen elsewhere, including with the WHO Framework Convention on Tobacco Control (183 parties) and its protocol on illicit tobacco trade (69 parties).

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Verdict. (i) The Chairperson of the Disciplinary Committee shall pronounce the verdict. (ii) If the employee is found not guilty, the acquittal shall be recorded and reflected on the employee’s file. (iii) If the employee is found guilty, the Chairperson shall be called upon to state all the facts upon which the verdict is based, record the same and have this reflected on the employee’s file. (iv) The employee shall be advised of the penalty in writing within 7 working days of the finalization of the disciplinary proceedings. (v) At its discretion and dependent upon the facts as established in each individual case, the Disciplinary Committee may impose the following penalties as an alternative to dismissal: 1. Reduction in pay by not more than 25% of one’s gross pay for a period not Exceeding 6 months. 2. Demotion with pay equivalent to the next lower grade for a period not exceeding 6 months. 3. Suspension without pay for not more than one month. 11 Appeals to The Chief Executive/General Manager (i) Where an employee is not satisfied with the decision arrived at by the Disciplinary Committee, the employee may appeal to the Chief Executive/General Manager of the company within five working days. (ii) The Chief Executive/General Manager or his Appointee shall review all the evidence in the matter and proceed to make his decision on record. He may also carry out such further investigations of the matter as he deems fit. (iii) The Chief Executive/General Manager or his Appointee shall pronounce his decision within three working days of the appeal. (iv) An employee who is not satisfied with the decision of the Chief Executive/General Manager or his Appointee shall have the right to appeal to the National Employment Council within seven working days of receipt of the decision.

Verdict. Overall, negotiators have largely seen eye to eye on the importance of regulatory strengthening, with Article 14 remaining steady through the past year of talks. This consensus reflects growing recognition that strong, agile, and transparent regulatory systems are not just technical necessities—they’re essential foundations for equitable, effective global health R&D and pandemic response.

Verdict. (a) The decision of the arbitrator shall be rendered within thirty (30) working days of the last investigation session. (b) The decision of the arbitrator shall be final and binding upon the two (2) parties to this Agreement.

Verdict. This article represents a big win for the R&D community. If adopted in its current form, Article 9 would be the first internationally binding agreement to commit countries to strengthening R&D for health products and embedding equitable access conditions into publicly funded research. This could set a powerful global precedent, moving beyond voluntary frameworks to formalize cooperation, financing, and inclusion—especially for LMICs—in the development and distribution of pandemic-related tools. While some advocates had pushed negotiators to go even further on the obligations for publicly funded R&D, calling for those products to be global public goods, this article still marks a major positive shift toward global equity.