Cultural practices Sample Clauses

The Cultural Practices clause defines the standards and expectations regarding the preservation, respect, or integration of cultural traditions and customs within the scope of an agreement or project. It typically outlines how parties should accommodate or avoid interfering with local or organizational cultural norms, such as observing traditional holidays, dress codes, or ceremonial practices. This clause ensures that cultural sensitivities are acknowledged and respected, thereby preventing misunderstandings and fostering a cooperative environment.
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Cultural practices. Citrus growers and caretakers must implement cultural practices to minimize the incident and spread of citrus canker disease in each production unit and buffer area under the caretaker’s supervision. (e.g., the planting and maintenance of wind breaks, such as eucalyptus trees).
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Cultural practices. Citrus growers and caretakers must implement cultural practices as recommended by UF- IFAS to minimize the incidence and spread of citrus black spot disease in each production unit (with no buffer area required). As an example, leaves may be raked from under trees, or be treated in place with an approved material. It is also recommended that dead wood be removed from the trees, and any diseased and declining trees be removed from the grove.
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Cultural practices. The insured shall produce and harvest the insurable crop following cultural practices recommended by the Department or listed in the most recent version of the “Atlantic Provinces Crop Guide”. (EC299/08)
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Cultural practices. Citrus growers and caretakers must implement cultural practices as recommended by UF- IFAS to minimize the incidence and spread of CBS in each production unit (with no buffer area required). As an example, leaves may be raked from under trees, or be treated in place with an approved material. It is also recommended that dead wood be removed from the trees, and any diseased and declining trees be removed from the ▇▇▇▇▇▇.
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Cultural practices. 1) Planting scions on resistant rootstocks (from UC Publ. No. 21477). Ratings for root rot: A. Orange: Sweet - susceptible, Sour - intermediate, Trifoliate hybrids - intermediate (e.g. Carrizo, ▇▇▇▇▇▇) to tolerant (C-35, C-32, ▇▇▇▇▇▇▇), and trifoliate - tolerant B. Mandarin: Cleopatra and Rangpur - susceptible C. Lemon: Volkameriana – rough lemon - susceptible, Macrophylla and Yuma ponderosa - tolerant 2) Planting on berms for adequate drainage.
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Cultural practices. 1. Provide equipment, labor and supplies for the cultural practices associated with the Property and Farming Operations. 2. Grow and manage crops, spray for weeds and insects, and plan harvest for best possible resulting tonnage. 3. Coordinate subcontractors for the application of restricted pesticides or herbicides associated with the cropping patterns of the operation. 4. Coordinate subcontractors for the harvesting of crops as to timing and availability.
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Cultural practices. Customs and traditions vary across regions and can influence how people perceive brands and products. Businesses need to adapt their branding, packaging, and offerings to respect local practices and appeal to the target audience. Consumer Preferences: Local tastes, habits, and preferences directly impact the demand for products and services. Work Ethics: Workplace culture differs from country to country, affecting team dynamics and productivity. For example, some cultures emphasize punctuality and hierarchy, while others focus on collaboration and flexibility. Technology plays a major role in driving innovation and improving efficiency in international business. It helps companies stay competitive, reach new markets, and streamline operations. Businesses that embrace technology can adapt quickly to changing market demands and improve their performance. Here are the key components of technology in global business: Digital Transformation: Digital tools, like e-commerce platforms and automation, are transforming how businesses operate. E-commerce allows companies to reach global customers 24/7, while automation reduces manual work and improves productivity. Research and Development (R&D): R&D is crucial for creating new and improved products. It helps businesses innovate and meet customer needs in competitive markets. Companies that invest in R&D stay ahead by offering unique products and solutions that attract more customers. Connectivity: The internet and advanced communication networks make global operations possible. They enable businesses to manage teams, communicate with customers, and share data across borders.
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Related to Cultural practices

  • Ethical Practices 25.1. The Company, their respective employees, agents and their consultants and each other person acting for, or on behalf of, the Company, has complied with the United Kingdom Bribery Act, 2010 (the “UKBA”), FCPA, Prevention of Corruption Act, 1988 (the “PCA”) and all other Applicable Laws regarding illegal payments and gratuities (collectively with the UKBA, PCA and the FCPA referred as the “Improper Payment Laws”). The Founders and/or the Company, are not under investigation with respect to and have not been given notice of, any violation of any Improper Payment Laws applicable to the Business of the Company, as presently conducted or as has been conducted. 25.2. Neither the Company nor any of the Company’s directors, officers, employees or agents have, directly or indirectly, made, offered, promised or authorized any payment or gift of any money or anything of value to or for the benefit of any “foreign official” (as such term is defined in FCPA), foreign political party or official thereof or candidate for foreign political office for the purpose of (i) influencing any official act or decision of such official, party or candidate, (ii) inducing such official, party or candidate to use his, her or its influence to affect any act or decision of a foreign governmental authority, or (iii) securing any improper advantage, in the case of (i), (ii) and (iii) above in order to assist the Company or any of its affiliates in obtaining or retaining business for or with, or directing business to, any person. 25.3. Neither the Company nor any officer, director, agent or employee purporting to act on behalf of the Company or any other related party has at any time, directly or indirectly: (i) made, provided or paid any unlawful contributions, gifts, entertainment or other unlawful expenses to any candidate for political office, or failed to disclose fully any such contributions in violation of any Applicable Law; (ii) made any payment to any local, state, federal or any other type of governmental officer or official, or other person charged with similar public or quasi-public duties, other than payments required or allowed by Applicable Law (including without limitation, the FCPA, as amended); (iii) made any payment to any agent, employee, officer or director of any entity with which the Company or any other related party does business for the purpose of influencing such agent, employee, officer or director to do business with the Company or any Related Party; (iv) engaged in any transaction, maintained any bank account or used any corporate fund, except for transactions, bank accounts and funds which have been and are reflected in the normally maintained books and records of the Company and/or any other related party; (v) violated any provision of the FCPA, as amended; (vi) violated any provision of the UKBA, as amended; (vii) violated any provision of PCA, as amended; or (viii) made any payment in the nature of criminal bribery or any other unlawful payment. 25.4. Neither the Company nor any of its directors, officers, employees or agents have made or authorized any bribe, rebate, payoff, influence payment, kickback or other unlawful payment of funds or received or retained any funds in violation of any law, rule or regulation. 25.5. Neither the Company, or to the Company’s knowledge, any of its officers, directors or employees are the subject of any allegation, voluntary disclosure, investigation, prosecution, or other enforcement action related to the FCPA or any other anti-corruption law (collectively, “Enforcement Action”)

  • Personnel Practices Section 1. The parties agree to establish a Labor-Management Committee to consult on personnel practices. The Committee will consist of five (5) representatives selected by the County and five (5) representatives by the SEIU Local 721. The Chief Executive Officer will designate a representative from CEO/Employee Relations and Department of Human Resources who have authority to resolve issues. The Committee will meet quarterly and consult on County-wide personnel practices including, but not limited to, performance evaluations, appraisals of promotability, grievance, arbitration, appeal processes, and resolution and payment of awards. Section 2. Dignity and Professionalism in the Workplace 1. The Union and Management are committed to working together to ensure a healthy and professional work environment free from emotional and psychological abuse and intimidation and to promote dignity for all workforce members. 2. The Union and Management agree to work together to develop a training program open to managers and SEIU Local 721 represented employees through the Workforce Development Program, the Million Dollar Training Fund and/or other sources of funding designated to promote dignity, prevent and reduce intimidation and other forms of emotional and psychological abuse in the workplace and create awareness of its negative impact. 3. Labor and Management are committed to working together to address complaints of intimidation and other forms of emotional and psychological abuse in the workplace in a timely manner. 4. The County Department of Human Resources is committed to working with the Union to develop policy to promote dignity and respect at the workplace and to prevent intimidation and other forms of emotional and psychological abuse in the workplace. Section 3. Communication through County E-mail Recognizing that e-mail is a standard medium of business communication, the County will meet with representatives of the Union to consider the feasibility of communication with bargaining unit members through their County e-mail addresses. This workgroup will complete its work within 60 days of the Board of Supervisors’ approval of the MOU. The workgroup will present recommendations to the Board of Supervisors for any policy changes. Section 4. Education Based Discipline Education-Based Discipline (EBD) is offered when an employee must serve a suspension from duty as a result of some type of policy violation, but rather than serving the suspension days at home with a loss of pay, some or all of those days can be substituted for a relevant training class or classes. Participation in the program is voluntary for the employee. The Personnel Practices Committee defined in Section 1 will meet to discuss expansion of EBD to all departments in the County.

  • Professional Practice The parties agree that nurses who have professional practice complaints will make such complaint in writing to their manager and if such complaint is not resolved then it will be considered an appropriate topic at ONA management committee, unless otherwise agreed by the parties. The parties agree that ONA members may use the ONA Professional Responsibility and Workload Report Form.

  • Internal Practices To make Business Associate’s internal practices, books and records relating to the use and disclosure of PHI received from County, or created or received by Business Associate on behalf of County, available to County or to the Secretary of the U.S. Department of Health and Human Services in a time and manner designated by County or by the Secretary, for purposes of determining County compliance with the HIPAA regulations.