Compulsory textbooks Sample Clauses

The 'Compulsory textbooks' clause establishes which textbooks are required for a particular course or program. It typically lists the specific titles, editions, and authors that students must obtain and use, and may outline how these materials are to be accessed or purchased. By clearly identifying mandatory learning resources, this clause ensures that all participants have the necessary materials to meet course requirements and helps prevent confusion or inconsistency regarding required readings.
Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated this 28th day of March, 1990. ▇.▇. ▇▇▇▇▇▇▇▇ ▇. ▇▇▇▇ ▇.▇. ▇▇▇▇ ▇. ▇▇▇▇▇▇
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated at Ottawa, Ontario this day of 2020. For the Union: For the Employer: ▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇-▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇-▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇ _ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ :mw*cope 491 November 13, ▇▇▇▇ This letter of understanding is made between Carleton University and the Canadian Union of Public Employees and its Local 2424 this 26th day of September 1990.
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated at Ottawa, Ontario this 17th of August, 2018.
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated at Ottawa, Ontario this 6th day of June, 2024. ▇▇▇▇▇▇▇ ▇▇▇▇▇ (Jun 10, 2024 09:41 EDT) ▇▇▇▇▇▇▇ ▇▇▇▇▇, President Local 2424 _ ▇▇▇▇▇▇ ▇▇▇▇-▇▇▇▇, Director g_reg bugler (Jun 7, 2024 13:28 EDT) Staffing and Labour Relations, Professional Services ▇▇▇▇▇▇ ▇▇▇▇ (Jun 1_0, 2024 14:43 EDT) ▇▇▇▇▇▇ ▇▇▇▇, Vice President: Internal Local 2424 ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇-Ag_im (Jun 18, 2024 13:15 _EDT) ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇-▇▇▇▇, Vice President: External Local 2424 ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇_▇▇ (Jun 18, 2024 14:30 E_DT) ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Committee Chair Local 2424 ▇▇▇▇ ▇▇▇▇▇▇, Manager Labour Relations Professional Services G_illes ▇▇▇▇▇▇ (Jun 18, 2024 12:21 EDT) ▇▇▇▇▇▇ ▇▇▇▇▇▇, Director Library Administrative Services _▇▇▇▇▇ ▇▇▇▇▇▇▇ (Jun 20, 2024 07:49 EDT) ▇▇▇▇▇ ▇▇▇▇▇▇▇, Director Client Services, Information Technology Services ▇▇▇▇▇ ▇▇▇▇▇▇ (Jun 1_9, 2024 14:27 EDT) _ ▇▇▇▇▇▇ ▇▇▇▇▇ (Jun 18, 2024 13:10 EDT) ▇▇▇▇▇ ▇▇▇▇▇▇, Zone Officer Local 2424 ▇▇▇▇▇▇ ▇▇▇▇▇-▇▇▇▇▇▇▇, Acting Associate Vice President Recreation and Athletics ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇ (Jun 20, 2024 10:02 EDT_) ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇, National Representative Canadian Union of Public Employees _Maria ▇▇▇▇▇▇ (Jun 18, 2024 12:44 EDT) ▇▇▇▇▇ ▇▇ ▇▇▇▇, ▇▇▇▇ Faculty of Science ▇▇▇▇▇ ▇▇▇▇, Controller Financial Services This letter of understanding is made between Carleton University and the Canadian Union of Public Employees and its Local 2424 this 26th day of September 1990.
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Compulsory textbooks. Any changes to these guidelines must be approved by both this day of March, CANADIAN UNION OF PUBLIC ITS LOCAL JOINT JOB EVALUATION The parties agree that they form a committee to and examine the development of a joint job evaluation program. This shall its and make its recommendationsto its respective through the Joint Committee for the parties also agree that any joint job program which may be developed shall include a dispute resolution mechanism would as its final intervention of a third party whose would be final and binding on the parties.
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties.
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated this 28th day of March, For For Canadian Union of Public ▇▇▇▇ ▇▇▇▇▇▇ Marshall Richer RE: REVIEW OF THE COMPOSITION OF THE BARGAINING UNIT The parties agree that they shall form a sub-committee of the Joint Committee for the Administration of the Collective Agreement, comprised of three representatives of the Employer and three representatives of the Union. This sub-committee shall review all positions included in the bargaining unit, and all Union-exempt positions, and make recommendations to the parties as to whether the positions should be included in, or excluded from the bargaining unit. The sub-committee shall also review Article Recognition, Clause of the Collective Agreement and recommend to the parties any revision which may arise out of the recommendations concerning the bargaining unit and Union-exempt positions. The sub-committee shall begin to meet within thirty days of the ratification of this Agreement, and shall report to the parties within ninety days of the first meeting. When a position which has previously been excluded from the bargaining unit is deemed to be more properly included in the bargaining unit, and there an incumbent in the position, the parties agree that the wishes of the incumbent shall prevail for as long as the incumbent is in the position. In cases where the incumbent prefers to maintain Union exempt status, the position shall not be transferred into the bargaining unit until vacated by the incumbent. This memorandum of Agreement is renewed during the life of the agreement. MEMORANDUM OF AGREEMENT BETWEEN UNIVERSITY AND CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL
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Compulsory textbooks. Any changes to these guidelines must be approved by both parties. Dated at Ottawa, Ontario this 6th day of June, 2024. ▇▇▇▇▇▇▇ ▇▇▇▇▇, President ▇▇▇▇▇▇ ▇▇▇▇-▇▇▇▇, Director Local 2424 Staffing and Labour Relations, Professional Services ▇▇▇▇▇▇ ▇▇▇▇, Vice President: Internal ▇▇▇▇ ▇▇▇▇▇▇, Manager Local 2424 Labour Relations Professional Services ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇-▇▇▇▇, Vice President: External ▇▇▇▇▇▇ ▇▇▇▇▇▇, Director Local 2424 Library Administrative Services ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Committee Chair ▇▇▇▇▇ ▇▇▇▇▇▇▇, Director Local 2424 Client Services, Information Technology Services ▇▇▇▇▇ ▇▇▇▇▇▇, Zone Officer ▇▇▇▇▇▇ ▇▇▇▇▇-▇▇▇▇▇▇▇, Acting Associate Vice President Local 2424 Recreation and Athletics ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇, National Representative ▇▇▇▇▇ ▇▇ ▇▇▇▇, ▇▇▇▇ Canadian Union of Public Employees Faculty of Science ▇▇▇▇▇ ▇▇▇▇, Controller Financial Services This letter of understanding is made between Carleton University and the Canadian Union of Public Employees and its Local 2424 this 26th day of September 1990.
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Related to Compulsory textbooks

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  • Compulsory Leave a. If the University President believes an employee is unable to perform assigned duties due to illness or injury, the President shall inform the employee in writing of the basis for the President's belief and may require the employee to obtain a medical examination by a doctor chosen and paid for by the University or by a doctor chosen and paid for by the employee who is acceptable to the University. Refusal of an employee to submit to a medical examination may result in suspension of the employee or other disciplinary action. The doctor shall submit an opinion to the President as to whether the employee (1) has a physical or mental condition which constitutes a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact or (2) has a physical or mental condition which prevents the employee from performing the duties required by the position of employment. A copy of the doctor's opinion shall be given to the employee. At the employee's discretion and expense, a second medical opinion may be obtained for consideration by the President. If two medical opinions are obtained which are in conflict, the two doctors or the relevant professional association or society shall be requested to identify a third doctor to supply an additional medical opinion for consideration by the President. The expense of the third doctor's opinion shall be shared equally by the employee and the University. b. If, after reviewing the medical opinions and other materials relevant to the employee's illness or injury, the President concludes that the employee (1) presents a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact or (2) is unable to perform the duties required by the position of employment, the President shall place the employee on compulsory leave. The President shall notify the employee in writing of the duration of the compulsory leave period. Any earned leave credits shall be used during the compulsory leave period. That portion of the compulsory leave, if any, which is not covered by earned leave credit shall be without pay. c. After expiration of one-half of the compulsory leave period, the employee may, upon prior notice to the University, and at the employee's expense, seek a medical opinion from a doctor acceptable to the University as to the ability of the employee to return to work. If after reviewing the opinion and other materials relevant to the employee's illness or injury the President concludes the employee is able to return to work, the employee may return to work at the beginning of the next academic term of the University. d. If, after reviewing the opinion of a doctor chosen and paid for by the University or by a doctor chosen and paid for by the employee who is acceptable to the University, and other materials relevant to the employee's illness or injury the President concludes an employee is unable to return to work at the end of the compulsory leave, the President may (1) extend the period of compulsory leave, or (2) request the employee's resignation or (3) if the University cannot reasonably accommodate the illness or injury, recommend termination in accordance with the procedures provided in Article 13. Termination under these circumstances shall not be considered to be a disciplinary action.

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