Guilds in the Middle Ages Preface
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Directors Guild of America, Inc. National Commercial Agreement of 2017
DIRECTORS GUILD OF AMERICA, INC. NATIONAL COMMERCIAL AGREEMENT OF 2017 TABLE OF CONTENTS Page WITNESSETH: 1 ARTICLE 1 RECOGNITION AND GUILD SHOP 1-100 RECOGNITION AND GUILD SHOP 1-101 RECOGNITION 2 1-102 GUILD SHOP 2 1-200 DEFINITIONS 1-201 COMMERCIAL OR TELEVISION COMMERCIAL 4 1-202 GEOGRAPHIC SCOPE OF AGREEMENT 5 1-300 DEFINITIONS OF EMPLOYEES RECOGNIZED 1-301 DIRECTOR 5 1-302 UNIT PRODUCTION MANAGERS 8 1-303 FIRST ASSISTANT DIRECTORS 9 1-304 SECOND ASSISTANT DIRECTORS 10 1-305 EXCLUSIVE JURISDICTION 10 ARTICLE 2 DISPUTES 2-101 DISPUTES 10 2-102 LIQUIDATED DAMAGES 11 2-103 NON-PAYMENT 11 2-104 ACCESS AND EXAMINATION OF BOOKS 11 AND RECORDS ARTICLE 3 PENSION AND HEALTH PLANS 3-101 EMPLOYER PENSION CONTRIBUTIONS 12 3-102 EMPLOYER HEALTH CONTRIBUTIONS 12 i 3-103 LOAN-OUTS 12 3-104 DEFINITION OF SALARY FOR PENSION 13 AND HEALTH CONTRIBUTIONS 3-105 REPORTING CONTRIBUTIONS 14 3-106 TRUST AGREEMENTS 15 3-107 NON-PAYMENT OF PENSION AND HEALTH 15 CONTRIBUTIONS 3-108 ACCESS AND EXAMINATION OF BOOKS 16 RECORDS 3-109 COMMERCIAL INDUSTRY ADMINISTRATIVE FUND 17 ARTICLE 4 MINIMUM SALARIES AND WORKING CONDITIONS OF DIRECTORS 4-101 MINIMUM SALARIES 18 4-102 PREPARATION TIME - DIRECTOR 18 4-103 SIXTH AND SEVENTH DAY, HOLIDAY AND 19 LAYOVER TIME 4-104 HOLIDAYS 19 4-105 SEVERANCE PAY FOR DIRECTORS 20 4-106 DIRECTOR’S PREPARATION, COMPLETION 20 AND TRAVEL TIME 4-107 STARTING DATE 21 4-108 DIRECTOR-CAMERAPERSON 21 4-109 COPY OF SPOT 21 4-110 WORK IN EXCESS OF 18 HOURS 22 4-111 PRODUCTION CENTERS 22 ARTICLE 5 STAFFING, MINIMUM SALARIES AND WORKING CONDITIONS -
Guild Insurance Selects Guidewire to Modernize Core Insurance Systems
Guild Insurance Selects Guidewire to Modernize Core Insurance Systems November 28, 2007 Guidewire products to help Australian insurer transform and strengthen customer-centric business model VICTORIA, Australia and SAN MATEO, Calif., November 28, 2007: Guild Insurance Limited, one of Australia’s pre-eminent suppliers of property and casualty insurance products and services to niche markets, and Guidewire Software®, a leading global provider of solutions to property and casualty insurance and workers compensation companies, today announced that Guild Insurance has selected Guidewire to help modernize its core insurance systems. Upon deployment of this phased multi-year implementation, Guidewire’s software will fully replace Guild’s current end-to-end claims handling, policy administration, billing and reinsurance solutions. A significant percentage of these functions are performed manually today, so the implementation of the Guidewire solution will mark a fundamental change in the way Guild is able to operate its business. The implementation project will begin with claim system replacement which is currently underway and scheduled for deployment in late 2008. “Guild is a very customer-centric organization; our current systems were hindering our ability to fully deliver on our strategic vision,” said David Brown, General Manager, Guild Insurance. “Guidewire will enable us to transform and grow our business, operate and add new products more flexibly and above all, provide even better service to our clients.” With Guidewire, Guild will gain the ability to: Fundamentally change the way it does business through process flow automation and a flexible rules-driven architecture; Operate its business more in line with its founding customer-centric principles; Systemize and standardize its processes to gain efficiency and improved governance capabilities; and Readily integrate core systems to all associated applications. -
“HELP! I'm Laid Off!”
“HELP! I’m laid off!” Everything you hoped you would never need to know about being unemployed in the world of animation The Animation Guild and Affiliated Optical Electronic and Graphic Arts, Local 839 IATSE 1105 N. Hollywood Way Burbank, CA 91505-2528 (818) 845-7500 www.animationguild.org [email protected] v. 6.1 How do I file for unemployment insurance? You should file for unemployment insurance immediately! Don’t put it off, even if you think you might be called back! Claims begin the Sunday prior to your filing date and cannot be pre-dated. Your initial claim with the Employment Development Department (EDD; see next page) should be filed over the phone (Monday-Friday from 8 am to 5 pm) or the Internet (http://www.edd.ca.gov/ Unemployment/) Be ready to supply your full name, Social Security number, address, zip code, and home telephone; full name of your last employer, last day worked, and the reason you were given for layoff. Remember that if you were paid by a payroll company such as Entertainment Partners, they may be listed as your ex-employer; check with the studio if you aren’t sure. To qualify, you must be available and able to work, and you must actively seek employment. Your weekly award will be based on your highest quarterly earnings. As of March 2013, the maximum benefit is $450.00 per week for a twenty-six week claim. Contact EDD about Federal extensions. Remember that unemployment insurance is only available if you have been laid off, not if you quit or were fired for cause. -
Guild Times Benefits Fund
Guild Times Benefits Fund Coverage Period: 7/01/2016 - 6/30/2017 Summary of Benefits and Coverage: What this Plan Covers & What it Costs Coverage for: Individual/Family Plan Type: HMO This is only a summary. If you want more detail about your coverage and costs, you can get the complete terms in the policy or plan document at www.emblemhealth.com or by calling 1-800-447-8255. Important Questions Answers Why this Matters: What is the overall $0 See the chart starting on page 2 for your costs for services this plan covers. deductible? Are there other deductibles You don’t have to meet deductibles for specific services, but see the chart starting on page 2 for No for specific services? other costs for services this plan covers. Is there an out–of–pocket Yes, $6600 individual/$13200 family The out-of-pocket limit is the most you could pay during a coverage period (usually one year) limit on my expenses? in-network maximum. for your share of the cost of covered services. This limit helps you plan for health care expenses. Premiums, penalties, balanced-bill What is not included in the charges, and health care this plan Even though you pay these expenses, they don’t count toward the out–of–pocket limit. out–of–pocket limit? doesn't cover. Is there an overall annual The chart starting on page 2 describes any limits on what the plan will pay for specific covered limit on what the plan No services, such as office visits. pays? If you use an in-network doctor or other health care provider, this plan will pay some or all of the Yes. -
Employer Associations, Institutions and Economic Change
www.ssoar.info Employer associations, institutions and economic change: a crossnational comparison Traxler, Franz Veröffentlichungsversion / Published Version Zeitschriftenartikel / journal article Zur Verfügung gestellt in Kooperation mit / provided in cooperation with: Rainer Hampp Verlag Empfohlene Zitierung / Suggested Citation: Traxler, F. (2004). Employer associations, institutions and economic change: a crossnational comparison. Industrielle Beziehungen : Zeitschrift für Arbeit, Organisation und Management, 11(1/2), 42-60. https://nbn-resolving.org/ urn:nbn:de:0168-ssoar-344652 Nutzungsbedingungen: Terms of use: Dieser Text wird unter einer Deposit-Lizenz (Keine This document is made available under Deposit Licence (No Weiterverbreitung - keine Bearbeitung) zur Verfügung gestellt. Redistribution - no modifications). We grant a non-exclusive, non- Gewährt wird ein nicht exklusives, nicht übertragbares, transferable, individual and limited right to using this document. persönliches und beschränktes Recht auf Nutzung dieses This document is solely intended for your personal, non- Dokuments. Dieses Dokument ist ausschließlich für commercial use. All of the copies of this documents must retain den persönlichen, nicht-kommerziellen Gebrauch bestimmt. all copyright information and other information regarding legal Auf sämtlichen Kopien dieses Dokuments müssen alle protection. You are not allowed to alter this document in any Urheberrechtshinweise und sonstigen Hinweise auf gesetzlichen way, to copy it for public or commercial purposes, to exhibit the Schutz beibehalten werden. Sie dürfen dieses Dokument document in public, to perform, distribute or otherwise use the nicht in irgendeiner Weise abändern, noch dürfen Sie document in public. dieses Dokument für öffentliche oder kommerzielle Zwecke By using this particular document, you accept the above-stated vervielfältigen, öffentlich ausstellen, aufführen, vertreiben oder conditions of use. -
We Thank You for Your Support on This Crucial Issue
27 April 2012 The Anti-Counterfeiting Trade Agreement (ACTA) is good for Europe Dear Member of the European Parliament, The signatories of this letter represent thousands of European companies of all sizes and millions of workers in dozens of sectors crucial to the European economy, which are eager to get Europe out of the current economic crisis by promoting creativity, innovation and growth-enhancing measures. We are all dependent on intellectual property. We stand united in support of ACTA and any steps, such as the decision to expeditiously refer the text to the Court of Justice of the European Union, that help build confidence in the treaty. ACTA is good for Europe. Without changing EU law, it establishes common procedures for dealing with IPR infringements across countries accounting for 50% of world trade. The framework set up by ACTA will have a positive impact on protecting Europe’s industries, jobs and people. ACTA will have no negative consequences as it does not depart from EU law – as confirmed by two opinions of the European Parliament’s Legal Service as well as the European Commission. It is important to show that Europe is united and has trust in its institutions and government processes. That is why ACTA is supported by all the organisations and companies below, as well as the European Member States who joined the EU in the first step towards ratification. We therefore urge you to focus on the facts and not the misinformation and to support ACTA. ACTA is an international cooperation project that will protect Europe’s rights and people and will confirm the EU’s global importance as a responsible trading partner. -
Antitrust Guidelines for Collaborations Among Competitors
Antitrust Guidelines for Collaborations Among Competitors Issued by the Federal Trade Commission and the U.S. Department of Justice April 2000 ANTITRUST GUIDELINES FOR COLLABORATIONS AMONG COMPETITORS TABLE OF CONTENTS PREAMBLE ................................................................................................................................ 1 SECTION 1: PURPOSE, DEFINITIONS, AND OVERVIEW ............................................... 2 1.1 Purpose and Definitions .................................................................................................... 2 1.2 Overview of Analytical Framework ................................................................................ 3 1.3 Competitor Collaborations Distinguished from Mergers .............................................. 5 SECTION 2: GENERAL PRINCIPLES FOR EVALUATING AGREEMENTS AMONG COMPETITORS .................................................................................. 6 2.1 Potential Procompetitive Benefits .................................................................................. 6 2.2 Potential Anticompetitive Harms .................................................................................... 6 2.3 Analysis of the Overall Collaboration and the Agreements of Which It Consists ......................................................................................................... 7 2.4 Competitive Effects Are Assessed as of the Time of Possible Harm to Competition .................................................................................. -
Authorised Cartels in Twentieth-Century Japan
10 Policy transfer and its limits Authorised cartels in twentieth-century Japan Takahiro Ohata and Takafumi Kurosawa Introduction The history of cartel registration in Japan deserves special attention for several reasons. First, the country had the world’s most institutionalised and encompassing cartel registration system during the second half of the twentieth century. A system- atic international comparison conducted by Corwin Edwards, a renowned trust-buster in US and founder of Japan’s post-war antimonopoly law, showed that the scope of reporting requirements was the widest in Japan among the 11 nations compared (Wells 2002; Edwards 1967: 48). Second, Japan’s system clearly exhibits the dual nature of the cartel register; namely, authorisation of cartels on the one hand, and containment of them on the other. The balance between these two factors changed over time, reflecting the industrial structure, the role of state intervention, and the international environ- ment. Additionally, Japan is representative of how the practice of cartel registration flourished in the spheres between the general prohibition of cartel and economic liberalism, where laissez-faire meant the liberty of contract and relative freedom for cartels. Third, Japan’s cartel registration system exhibits the uniqueness as well as the universality of the nation’s experience. Its uniqueness lies in the dramatic volte-face in the competition policy following American occupation and policy transfer imme- diately after the Second World War. The huge leap from the promotion of cartels and a war economy to the other extreme of an idealistic and draconian post-war anti- trust law was ordered and supervised by the General Headquarters of the Supreme Commander for the Allied Powers (GHQ/SCAP). -
General Duties of a Guild and the Guild Executive Director
General Duties of a Guild and the Guild Executive Director *The content of this document has been drawn from several Guild ED job descriptions and is intended as a resource, not an authority.* General Description: State brewers guilds and associations play an instrumental part in promoting and protecting the interests of their members and in unifying the larger community of brewers. General duties that guilds must perform include routine bookkeeping, answering phone calls/e-mails, public relations and writing press releases, monthly/quarterly meetings with multiple groups, planning events, publishing monthly and quarterly newsletters, working with committees to handle programs and projects such as events, membership recruitment, and watching the state legislature for bills affecting membership. No one person will be a pro at everything here, but should instead be able to do a few things well and delegate the rest to competent capable support (ie professionals, committees, etc). To be a Guild Executive Director, it helps to: Be able to take and apply directions from the Board of Directors and be highly self-motivated. Have a good grasp of the rules and regulations governing all types of alcohol permits in the state in order to provide guidance on the alcohol rules and regulations. Have experience partnering with legal counsel. Have a clear understanding of what it means to work in a non-profit association and work with a board. A clear comprehension of anti-trust violations is important. Guild/association members are likely to be competitors with one another, and agreements among competitors of these types could lead to serious antitrust liability. -
Sj Talion 11 Nov 2019
King’s Research Portal Link to publication record in King's Research Portal Citation for published version (APA): Jacobs, S. (Accepted/In press). Crime and Punishment: The Tallionic Formulation and Its Calibrations. In C. Crouch (Ed.), The Cambridge Companion to the Hebrew Bible and Ethics (First ed.). Cambridge: Cambridge University Press.. Citing this paper Please note that where the full-text provided on King's Research Portal is the Author Accepted Manuscript or Post-Print version this may differ from the final Published version. If citing, it is advised that you check and use the publisher's definitive version for pagination, volume/issue, and date of publication details. And where the final published version is provided on the Research Portal, if citing you are again advised to check the publisher's website for any subsequent corrections. General rights Copyright and moral rights for the publications made accessible in the Research Portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognize and abide by the legal requirements associated with these rights. •Users may download and print one copy of any publication from the Research Portal for the purpose of private study or research. •You may not further distribute the material or use it for any profit-making activity or commercial gain •You may freely distribute the URL identifying the publication in the Research Portal Take down policy If you believe that this document breaches copyright please contact [email protected] providing details, and we will remove access to the work immediately and investigate your claim. -
Seattle Police Officers' Guild
Att 1 – SPOG Agreement V1 AGREEMENT By and Between THE CITY OF SEATTLE and SEATTLE POLICE OFFICERS' GUILD Effective through December 31, 2020 Att 1 – SPOG Agreement V1 TABLE OF CONTENTS Page PREAMBLE ..................................................................................................................... iii ARTICLE 1 RECOGNITION AND BARGAINING UNIT ........................................... 1 ARTICLE 2 UNION MEMBERSHIP AND DUES ..................................................... 4 ARTICLE 3 DISCIPLINARY, COMPLAINT HEARING, INTERNAL INVESTIGATION PROCEDURES AND POLICE OFFICERS’ BILL OF RIGHTS ................................................ 6 ARTICLE 4 EMPLOYMENT PRACTICES ............................................................. 23 ARTICLE 5 HOURS OF WORK AND OVERTIME ................................................ 28 ARTICLE 6 SALARIES .......................................................................................... 35 ARTICLE 7 DEPARTMENTAL WORK RULES ..................................................... 41 ARTICLE 8 HOLIDAYS ......................................................................................... 48 ARTICLE 9 VACATIONS ....................................................................................... 50 ARTICLE 10 PENSIONS ......................................................................................... 53 ARTICLE 11 MEDICAL COVERAGE ...................................................................... 54 ARTICLE 12 DENTAL CARE ................................................................................. -
A Crossnational Comparison
A revised version of this paper has been subsequently published Industrielle Beziehungen - The German Journal of Industrial Relations ECONOMIC CHANGE AND ITS IMPACT ON EMPLOYER ASSOCIATIONS: A CROSSNATIONAL COMPARISON Franz Traxler University of Vienna Paper for IIRA, 13th World Congress, September 8-12, 2003, Track 4 INTRODUCTION Since more than a decade a multiplicity of economic developments have brought about significant change in the context of industrial relations. These developments include technological advances, internationalization and globalization of markets and capital, and manifold other changes in terms of production systems, work organization, the sectoral and occupational structure of the economy, macroeconomic policy etc. It is commonly assumed that the direction of all these changes is detrimental to the collective actors in industrial relations (i.e. the unions and employer associations). This detrimental effect is most evident in the case of the internationalization markets which at the same time represents the driving force behind most of the other developments mentioned. The dynamics of economic change have mainly been propelled by the ever-growing spread of internationalized market relations which in turn have given rise to intensified competition both within and across countries. This poses a serious challenge to collective actors, since market competition is at odds with the solidaristic principle of collective action: To the extent to which economic internationalization both expands and intensifies market competition, it thus threatens to erode the individual actors’ propensity to associate. While these processes challenge any type of collective actor in industrial relations, there is good reason to assume that employer associations are especially hit. This follows from their special kind of constituency.