Any eye or face gear does have to be cleared by the company. This is to keep people safe.
Manufacturer
Because the same common names are used to describe different plants... which may be similar to each other or wildly different. The scientific names of plants are specifically designed to identify a particular species clearly and unambiguously.
Far-sighted people cannot clearly see nearby objects.
If seed shape did not have a clearly dominant form.
A hypothesis is an answer to a scientific question
She is articulate, if she is able to speak clearly and effectively. So is she?
It is known that eye and face protection that is given to employee's identify distributor. This is for the safely of the employee's.
The eye and face protection has to be cleared by manufacture. This is for safety.
You must identify the employee as clearly as possible. If you know the employee's name or partial name, you must provide it.
Yes, an employer can fine an employee in Georgia. The fine must be clearly outlined in a document or a contract signed by the employee when he or she was hired.
That's because it can be used to clearly identify an element; just as fingerprints can be used to identify a person.
It is clearly printed near the top
clearly define th problem they are trying to solve
Subject: Concerns Regarding Habitual Absenteeism Date: [Insert Date] Dear [Employee's Name], This memorandum is to address our concerns regarding your habitual absenteeism. Your consistent absence has been impacting team productivity and causing disruptions to work schedules. We expect you to improve your attendance moving forward and adhere to company policies regarding time off. Failure to address this issue may result in further disciplinary action. Sincerely, [Your Name]
you identify good eyes when you can clearly see them for instance when there near the sun you can see the real color/size. you cant identify them when there behind contacts because that is not the real eye color.
sentence do not make sense
Some absences clearly warrant a disciplinary response. If the employee's unacceptable attendance is clearly within the employee's control (i.e. the employee chooses to be absent without permission), it is appropriate for the supervisor to respond with disciplinary measures. Instances of culpable absenteeism include situations where the employee: gives a false reason for the absence; offers no explanation for an absence; does not provide a doctor's certificate when required; is excessively late. Such absences may be deliberate violations of the employment
I don't understand your question. Please rephrase more clearly.