Written testimony Clause Samples

A Written Testimony clause establishes the requirement for parties to provide their statements or evidence in written form, rather than orally. This clause typically outlines the procedures for submitting written accounts, such as deadlines, formatting, and the types of matters that must be addressed in writing. By formalizing the process for presenting testimony, it ensures a clear, organized record of evidence and helps streamline proceedings by reducing the need for in-person appearances.
Written testimony. The primary (case-in-chief) testimony of a witness (whether expert or otherwise) may be submitted by way of affidavit, whether upon the initiative of the parties or as determined by the arbitrator(s).
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Written testimony a. All members of the college community, and especially tenure-line and regular non-tenure-track faculty members in the immediate programs of a faculty member being evaluated, are invited and encouraged to submit signed written testimony concerning faculty members being evaluated. All written testimony must be submitted no later than the 13th Wednesday of the fall semester for faculty members being evaluated for tenure or promotion, and by the 3rd Wednesday of each semester for all other faculty members being evaluated. If faculty members who have already submitted a letter to the file would like to clarify and/or amend their positions after a divisional meeting discussing the evaluatee, they may submit an additional letter by the Friday following that divisional meeting. After the deadline, all material submitted will be marked as late and will be considered at the discretion of the DEs, FERC, CEC, or the ▇▇▇▇ of the college, as appropriate. Testimony will not be accepted if the author has read the closed file, received DE reports, or if it is received after the divisional discussion. b. The ▇▇▇▇ of the college will solicit written testimony from all segments of the Bard community and request that all such testimony be sent to the Office of the ▇▇▇▇ of the College. c. Evaluatees should not solicit testimony on their own behalf from current or former members of the Bard community.
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Written testimony. The teacher must provide written testimony, in addition to their 35 testimony, that their injury was received in the line of duty.
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Written testimony one story or testimonial about the Crop Cash program; this may be from a customer, vendor, or market manager.7
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Related to Written testimony

  • Testimony If DST is required by a third party subpoena or otherwise, to produce documents, testify or provide other evidence regarding the Services, this Agreement or the operations of the Fund in any Action to which the Fund is a party or otherwise related to the Fund, the Fund shall reimburse DST for all costs and expenses, including the time of its professional staff at DST’s standard rates and the cost of legal representation, that DST reasonably incurs in connection therewith.

  • IN TESTIMONY WHEREOF the parties hereto have executed this Contract as of the dates shown below.

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. The written grievance shall be submitted by email to ▇▇▇▇▇.▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇.▇▇▇. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • Written Warning If the employee again commits the same or similar violation within the specified period (or possibly an unrelated infraction), the employee will be given a written warning which will be placed on his/her personnel file. The employee will be told that if any further misconduct occurs, the employee will be disciplined again, more severely.

  • Debriefing In the event that a bidder is unsuccessful, the bidder may request a debriefing from IOM. The purpose of the debriefing is to discuss the strengths and weaknesses of the bidder’s submission, in order to assist the bidder in improving its future bids for IOM procurement opportunities. The content of other bids and how they compare to the bidder’s submission shall not be discussed.