AUTHOR GUIDELINES AND SUBMISSION PROCEDURE Clause Samples

AUTHOR GUIDELINES AND SUBMISSION PROCEDURE. 5.1. Submission Reviews are not normally sent out for peer-review beyond the Review Editors. 5.2. Text organization and style Basic guidelines These guidelines should be followed in any case. It is expected that authors submit proofread material, such that excluding any correction or change in proofs. Works written in English by non-native speakers should be checked by a native English speaker prior to submission. 2.1 2.1.1. 2.1.2. 2.2. ). Further levels and blank lines which are not correlated to titles must not be used. There should be uniformity and consistency in the use of bold, italic, underlining, and quotation marks. Avoid combined use of bold and italic unless it is absolutely necessary. If possible, avoid the use of bold type and use italic instead. Avoid underlining. Please use single quotation marks (‘…’) for quoted material up to 40 words. There should be uniformity and consistency in the use of capitalization for acronyms, institutions, etc. as well. Avoid capitalization and small capitals for the names of authors. Capital and small letters are to be used. Photographs, drawings, graphs and graphics are all identified as Figures. Figures can be reproduced only if they are free of copyright restrictions (see Authors’ and Editors’ Statement, Paragraph 2). The Figures and tables should be numbered consecutively using two separate numerical sequences starting from Figure 1 and Table 1. References to figures and tables should always be quoted in the chosen position within the text, in the following format (see fig. 00 – see tab. 00). Figures (including graphs) will be reproduced without any additional adjustment, with the same definition and quality as the original. All figures must be suitable for black and white print reproduction; readability in grey scale should be checked and optimized before submission. When graphs are produced in Word, Excel, yED, in order to maintain quality they should be supplied in editable format (not as image). All elements in Word graphs should be grouped by the Drawing toolbar. 5.3. SUBMITTING FILES It is strongly recommended that authors supply a PDF file generated from the final Word file on the same computer used to complete the work. This is indispensable when the text contains graphs, graphics, formulas, Greek or special characters or phonetic symbols. All fonts different from that used for the basic text must be listed and supplied with the text. All figures embedded should also be submitted in the original ele...
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Related to AUTHOR GUIDELINES AND SUBMISSION PROCEDURE

  • Notification Procedure (i) Each such notice shall be deemed to have been delivered: (A) when presented personally to the GOB; (B) when transmitted by facsimile; or (C) five (5) Days after being deposited in a regularly maintained receptacle for the postal service in Bangladesh, postage prepaid, registered or certified, return receipt requested, addressed to the GOB, at the address indicated in Section 17 of the Implementation Agreement (or such other address as the GOB may have specified by written notice delivered in accordance therewith). Any notice given by facsimile under this Section 4.6 shall be confirmed in writing delivered personally or sent by prepaid post, but failure to so confirm shall not void or invalidate the original notice if it is in fact received by the GOB.

  • Application Procedure 7.4.1. Application Priority........................................ 7.4.2. [Reserved].................................................. 7.4.3. Advance Payments............................................

  • Notification Procedures To address non-compliance, the receiving Competent Authority would notify the providing Competent Authority pursuant to Article 5 of the IGA. The notification procedures would differ depending upon whether the receiving Competent Authority seeks to address administrative or other minor errors or significant non-compliance.

  • Application Procedures i) An employee applies for a listing on the system-wide registry through the employee’s Human Resources Department by completing the form in Appendix A. ii) The institution will immediately forward the completed form to the PSEA who will list eligible employees on the system-wide registry. iii) A registrant is responsible to ensure the information is current and to immediately notify the Employer and the local Union if the registrant is no longer available for employment through the Registry.

  • Evaluation Procedure 6.1.1 The established evaluation form is to be prepared by the immediate supervisor under whom the bargaining unit member has served for sixty (60) working days or more. (See evaluation form attached as Appendix B.) The immediate supervisor is to present a draft of an evaluation report to the bargaining unit member in private and discuss the report with the bargaining unit member being evaluated. The evaluation shall be based upon direct observation by the immediate supervisor or verified facts. Evaluation reports reflecting “Needs Improvement” or “Does not meet standards” ratings shall include statements of deficiencies and recommendations for improvements, in writing, by the evaluator. The signature by the bargaining unit member does not indicate the employee’s agreement with the ratings; it indicates that the employee has received a copy. 6.1.1.1 Permanent employees shall be evaluated annually. 6.1.1.2 Probationary employees shall be evaluated at least once during the probationary period, prior to the end of the fourth month. 6.1.2 Evaluation reports reflecting “Needs Improvement” or “Does Not Meet Standards” ratings shall be placed in the bargaining unit member’s personnel file only after written notification by the supervisor that the bargaining unit member has been given an opportunity to prepare a written response to such evaluation. Prior to evaluation reports reflecting any “Needs Improvement” or “Does Not Meet Standards” ratings the evaluator is encouraged to implement a Performance Improvement Plan. (See Performance Improvement Plan form attached as Appendix C.) 6.1.3 A bargaining unit member has the right to attach a response to the employee’s evaluation provided that such written response is submitted to the employee's supervisor within fifteen (15) days of the employee's receipt of the evaluation. Any timely received response shall be attached to, and become a permanent part of, the employee's evaluation. 6.1.4 Evaluatees may, within ten (10) working days, present the employee’s objections to the evaluation decision to the Director Personnel Services. Grounds for the objections shall be based on one or more of the following: (1) the evaluation was not based on fact; (2) the evaluation was based on discriminatory standards; (3) the evaluation was not conducted in conformance with this Article. Within ten (10) working days of receipt of such objection the Director Personnel Services shall hear the objections and render a decision whether to uphold the evaluation or rescind the evaluation. 6.1.5 The bargaining unit member's supervisor may, at any time, prepare a notice of commendation. The completed form is to be signed by the bargaining unit member to indicate receipt and the bargaining unit member shall be given a signed copy. The original notice is to be forwarded to the Personnel Services Office for filing. 6.1.6 Contents of evaluations are not subject to the grievance procedure of this Agreement, Article VII, but procedural violations are subject to the grievance procedure. 6.1.7 The probation period shall be defined as the initial six (6) month employment period. 6.1.8 In the event a permanent bargaining unit member is hired for a new position, and is subsequently released from probation under section 6.1.7, the employee will be returned to the employee’s previous classification. 6.1.9 The District, CSEA and the bargaining unit member may mutually agree to extend the probationary period of a bargaining unit member on an individual basis provided the extension is no longer than four (4) months.