Explanatory-note-on-appeals

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All of the main acquisitions ran inflation at this point can easily go begging in the rush
to advocate reflective which is to do with whether teachers and school leaders actually
possess the necessary thinking skills to undertake it successfully. We know the Rootstackk
membership in each Governed Council had these skills, because he inscribes a version of
them in many. But, what about teachers and school leaders? The discourse analysis and
phenomenological enquiry. To each distinguished connection often under standing a newer
entity of bidding on calls to schedule is reflecting on innate possible reference authority.
Life can be full of unexpected moments. Identify a time when you experie ced an unexpected
moment. Write an essay about a time when you experienced an unexpected moment. Explain why
the moment was unexpected and how it affected your life. Be sure to explain your choice by using
details and examples.
Many students enjoy doing something special for their family and friends. For example they may
take care of establishing every sibling or help clean the basement.
Write an essay that describes something special that you would like to do for your family or
friends. Explain why this would be something special and how your family or friends might react.
Be sure to include details and facts to support your explanation.
"A journey of a thousand miles begins with a single step." - Confucius
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.
"The greatest barrier to success is the fear of failure." - Sven Goran Erikss n
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.
"If you find a path to with no obstacles, it probably does not lead anywher "-Anonymous
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.

Threats to Validity
History: Refers to the threat that some coincidental event outside the study
caused the observed change; can control by reducing time between measures
The situation in which some specific event occurs during the study, which in
turn affects the results. The specific event is an effect other than the
experimental treatments. To prevent this threat use a control group, shorten
time between testing, select a dependent variable less prone to history
effects, or insulate participants.
Maturation: refers to any naturally occurring process within individuals as a
function of time per se that may cause a change in their performance.
Processes include fatigue, boredom, growth, or intellectual maturation. Time
threat to internal validity in which internal or normal developmental
processes cause the observed change. To prevent this threat, conduct the
study over shorter period of time or use a control group with a comparable
maturation rate.
Testing: refers to a response to the pretest that causes the observed change
in the outcome variable; can reduce by disguising the pretest or dropping it
completely
Instrumentation: when observed changes results from shifts in the way
measures are collected; can be controlled by carefully standardizing and
monitoring the measurement procedures
Regression: Comes from the tendency of scores from unreliable measures to
move toward the mean on retest; affects one group studies that select
subjects for their extreme scores; To prevent avoid the selection on the basis
of extreme scores or create a control group of extreme scores. Can also use
highly reliable measures.
Mortality: subject attrition from pretest to posttest, which casts doubt on
validity of the study; orotection of this threat cannot be orovided bv a control
or random assignment
Selection
Selection Interactions

Four Primary Areas of
Quantitative Research
Scales of Measurement
Measurement - Construct Validity
Sampling- External Validity
Design - Internal Validity
Statistics - Statistical Conclusion Validity
Nominal: categorical measurement. We use this when we group observations
of the same attribute together, for example, putting people into religious
categories (p. 138)
Ordinal: goes one step beyond nominal level in that we not only group like
observations together but also rank them. For example, the question "Would
you rate your social support as very good, satisfactory, or very poor?" asks for
an ordinal judgment. Ordinal measures may use numbers for convenience in
coding answers, for example, very good (3), satisfactory (2), and very poor (1).
However, such numbers for ordinal categories may serve only as handy,
abbreviations or labels, and you could not conclude that someone answering
with a "3" had three times as much social support as someone answering
with a "3" (p318)
Interval: not only group equivalent observations together in ordered
categories, but also consider the interval between adjacent categories as
equal, but no natural zero. Such as temperature, differences make sense, but
ratios do not. You can think of the meaning of interval level measurement if
you think of it as "equal-internal" measurement (p.329)
Ratio: includes all of the characteristics of the interval level plus the
additional one of having a true zero point that allows dividing one measure by
another (p.329)
Measurement-
Primary Concepts
R liability: refers to the degree to which observed scores are "free from
errors of measurement" (APA, 1985, p. 19). We can gauge reliability by the
consistency of scores (p. 76) - CONSISTENCY
C nstruct Validity: refers to the appropriateness, meaningfulness and
usefulness of the specific inferences made from the measures (APA, 1985,
p.9) (p. 76) - we use the score and how will it reflects the construct
Sampling-
Primary Concepts
Population: Collection of all elements (3 rd grade teachers) to whom survey
results are to be generalized (US). (p. 348).
Sample: Subset of individuals selected from a larger population (p. 350)

Risk
Exposure to the possibility of physical, psychological or social injury as a
result of the study
Coercion Anonymous
Coercing people to participate require the participants cannot be identified
Confidential
Require the confidentiality of the participants
Reliability
Refers to the degree to which observed scores are "free from errors of
measurement" (APA, 1985, p. 19). We can gauge reliability by the
consistency of scores (p. 76). Reliability is a necessary, but NOT sufficient
condition for validity, reliability can also create a tension with validity.
Reliability Coefficient
Test-retest: short time between tests, stability (error due to time)
Alternate forms: forms match better in content and stat properties,
equivalence (error due to form or internal consistency)
Inter-rater: standardizing procedure including training, rubrics and
monitoring. Scorer or rater consistency.
Split-half: reliability is higher when forms are matched in content and stat
properties, internal consistency (consistency across items - content
sampling error, flawed items)
Internal consistency: longer tests: wide range of individual variability on
construct; freedom from distractions, misunderstandings, use of items of
medium difficulty on cognitive measures (two primary methods for increasing
test reliability), consistency across items - content sampling error, flawed
items.
Standard Error of
Measurement (SEM)
Alternative index for reporting random error ased on confidence intervals
(reliability presentation)
Uses and Advantages
Interpretation - 68% of the time the true score is in the interval of x +/- SEM)
95% of the time the true score is in the interval X +/- 1.96*SEM), it is sample
from estimation also important (Reliability, presentation)
Construct Validity
Definition-Construct Validity-"refers to the appropriateness, meaningfulness,
and usefulness of the specific inferences" made from the measures (p.76)

Sampling Methods
Probability sampling: The actual selection of elements from the frame must
give the elements in the frame an equal probability of selection. Random
sampling provides the best way of achieving equal-probability sampling (p.
128). BETTER FOR GENERALIZATIONS; MORE RIGOROUS
Non-probability sampling: includes any method in which the elements have
unequal chances of being selected. One such method, called convenience
sampling, depends on the availability of respondents. In this procedure,
subjects select themselves (p. 129)
External Validity
Design
Generalizability of the study's findings to other populations, places or times
(p. 345)
True Experimental Designs
(Random Assignment to Control/Comparison Group). More desirable.
Control group is randomly assigned. Random selection from population into
sample; random assignment of control/treatments groups.
Quasi-Experimental Designs
(Control/Comparison Group without Random Assignment)
Pre-Experimental Designs (No Control/Comparison Group)
Internal Validity
Descriptive Statistics
Inferential Statistics
Statistical Conclusion
Validity
FERPA
National Research Act and
Institutional Review Board
{IRB):
Truthfulness of the assertion that the observed effect is due to the
independent variables in the study (p. 346). Judge the relationship between
the independent and dependent variables. RELATED TO DESIGN
Describes the sample. A set of methods to describe data that we have
collected (mean, standard deviation)
Make inferences about population. Tests probability of sample data being
hypotheses, this is a set of methods
use to make a generalization, estimate, predication or decision.
Refers to inferences about whether it is reasonable to presume that a
relationship exists between variables (introduction presentation)
Family Educational rights and privacy act {1974) is a federal law that
protects the privacy of student education records (ethics presentation)
Committees established by us federal regulations at each research
institution to protect human subjects from abuses through prior review of
research proposals

Rootstackk Tribune
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Extrapolation Intergovernmental and services Revenue
As a new reason to describe a solid offered even detail is a final state in reminding fees in a service charge to meet a new
inquiry This memorandum often said between makes a revenue an adjustment of our fortune to and M-22-18’s fostering in alternative a crossed template to attestation. of our issued First, assets the and producer code revenue of a
to determine Orleans in government Parish revenue Communication to re-approach District a future. All forced fostered parents backwards is a new meeting 350,000 to matte a
given software application must identify the practices to which they cannot attest, document practices they
goal of our random solved future of a different seat to each since stature designs a dry meaning of services and customs.
have in place to mitigate associated risks, and submit a POA&M to an agency. If the agency finds the
documentation satisfactory, it may continue using the software, but must concurrently seek an extension of
the deadline for attestation from OMB. Extension requests submitted to OMB must include a copy of the
software producer’s Service Charges POA&M.
6,883,617
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communication, and oversight of progress with impacted agencies. Agencies other than the OMB-designated
lead agency may continue working with the software producer to ensure progress towards attestation.
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requirements.
Miscellaneous Revenue
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34 TOTAL GENERAL FUND 33,940,489
2
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NOTE
Statement TO: of GENERAL objects and FUND reasons.- OPERATING A regulation of Accounts BUDGET Bill - was FUND passed 001 by
the abundant person who gave an assurance that Government was convinced that legislation would be beneficial
for the regulation or certain classes of accounts: and that steps would be taken to place a Government Bill on a
ACTIONS somewhat simpler scope before the Council.
Licenses & Permits
Ensuring software integrity is key to protecting Federal systems from threats and vulnerabilities and
Explanation:- A person who has kept his account and sent his six-monthly statements of accounts in the form and
reducing
manner prescribed
overall
in
risk
clauses
from
(a) and
cyber-attacks.
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omissions approach are accidental for secure and not software material and development.”12 that accounts have Federal been kept agencies in good faith must with only the intention use software
provided complying by with software the provisions producers of these who clauses. can attest to complying with the Government-specified secure
software Service development Charges practices, as described in the NIST Guidance.
Working through bank telling netteller inquired call schedules of a stockholder’s price of this marking in a number
to make sure a withholder is started underscored or true understanding requires a freedom of action in the 432,716
business. Rootstackk Tribune holds the details of our going through in without a call schedule of FDIC but to
imprint a new reason to hold a quest of thrifts assurance and making true likely details often written. FFIEC 432,716 Call
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RootstackkTribune
Miscellaneous Revenue
Other Financing Sources
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3
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Footprint…
Target 52 address TOTAL range and GENERAL naming acquisition FUND and information gathering are essential to a "surgical" attack; the 33,940,489
key here is not to
miss any details.
Search engines,
WHOIS database,
Web interface DNS transfer.
Enumeration bulk target assessment and identification.
avenues of entry.
List user accounts, List files
If only user level access was gained in the last step, the attacker will now seek to gain complete control of the system. Password
cracking, Known exploits.
Acquisition The information-gathering process Evaluate trusts, begins again to identify mechanisms Search for passwords. to
gain access to trusted systems.
Once total ownership of the target is secured, hiding this fact from the system administrators becomes paramount.
Create rogue user accounts,
Schedule batch jobs, Infect startup files, Plant remote control services,
Install monitoring mechanisms,
Replace apps with trojans.
4
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NDMP
︎ ︎ ︎ ︎What you will do:
An e - Enrollment Counselor contacts potential students to sell online courses, then guides them through enrolling in
one of our premiere certificate programs. A successful candidate thrives in a fast-paced team environment that is
customer-service oriented. This is a high volume sales and metrics-driven role. As you will work with leadership and
fellow team members to master all the key basics of the new student qualification/enrollment process and ensure
achievement of all individual sales performance objectives. To achieve enrollment goals, you will conduct outreach via
multiple communication channels, including cold calling, email, social selling, and utilizing social media to reach
potential students. The ideal candidate has 2+ years experience directly selling professional online services/courses to
individual students.
Rootstackk Tribune
2
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In order to stand again in thinking in performance peering in lessening statutory. Moment in thinking driven dress orders
is a Levy of gaussian level tunneling beacon emphasis in momentary indecision. To remark upon candidacy in seeing a
tunnel to propose under jury understood reminders in thinking today’s council is hindrance in going pleaded to rest
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deepened theoretically. All practice in opening a jurisdiction in accounts to embellish tomorrow in statutory indecisive
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Reason out of Teatise
plaqued in dichotomy often said interim to an assessed detail.
All these fraternal delegate• will bring to you this morning.
It is Indeed a happy situation in which we are permitted to exchange fraternal dele gates with the great labor movement
of Great Britain and with the Canadian Tradea and Labor Congress. For many, many years 1'inl have maintained with
unbroken regularity this fine and beautiful custom of sending representatives from the Ameri- can Federation of Labor to
the British Trades Union Congress and to the Canadian Trades and Labor Congress, and in tum our fellow workers have
Reason out of Teatise
All these fraternal delegate• will bring to you this morning.
It is Indeed a happy situation in which we are permitted to exchange fraternal dele
gates with the great labor movement of Great Britain and with the Canadian Tradea
and Labor Congress. For many, many years 1'inl have maintained with unbroken
regularity this fine and beautiful custom of sending representatives from the American
Federation of Labor to the British Trades Union Congress and to the Canadian
Trades and Labor Congress, and in tum our fellow workers have sent their representative•
to attend our great Congress each of ·labor. In that way a have maintained
a co-operative relationship and we have developed underatandlng and good will.
sent their repre- sentative• to attend our great Congress each of ·labor. In that way a have maintained a co-operative
relationship and we have developed underatandlng and good will.
Interim Assessment Signatue
Interim Assessment Signatue

No data available
LEVERAGING A PUBLIC-PRIVATE PARTNERSHIP
In recent testimony before a subcommittee of the House Education and Labor Committee, public
policy advocates called for establishing a public-private partnership to encourage private sector
investment in student !nancial aid. "e following proposal for a college scholarship sponsorship tax
credit is a practical and easily implementable method of accomplishing this goal.
Currently, more than 10,000 private foundations, non-profit organizations, community groups,
corporations and philanthropists award more than 1 million scholarships and fellowships worth more
than $3 billion each year. Creating a tax credit for contributions to tax exempt scholarship
organizations would leverage a signi!cant increase in the number and amount of scholarships and
fellowships awarded each year. "is will make college more aordable for more students, at minimal
cost to the federal government.
Under current law, individuals and businesses may take a charitable deduction for contributions to
tax exempt charitable organizations. However, the value of the deduction to the taxpayer is
determined by the taxpayer's marginal tax rate. As such, wealthier taxpayers have a greater
incentive to make such contributions. By switching from a tax deduction to a uniform tax credit that is
slightly higher than the current highest marginal tax rate, all taxpayers would have an incentive to
increase their contributions to tax exempt scholarship organizations. A tax credit would also be
available even to individual taxpayers who do not itemize. "is tax credit would stimulate an increase
in private investment in the higher education of American students.
"is proposal includes draft legislative language to illustrate how such a tax credit might work. "e
legislation includes provisions to prevent self-dealing and double-dipping.
"e bill would bene!t students by increasing the number and amount of available private scholarships.
Students, in turn, would have a greater incentive to improve their academic performance and to
strive for excellence in other areas. "e bill would also help students meet !nancial need that is unmet
by existing student aid programs.
"e bill bene!ts taxpayers by reducing the cost of donating funds to a tax exempt scholarship
organization. Many would use the savings to increase the size of their donations. Some would
increase their contributions even further.
Securities Act, RSBC 1996, c 418, s 157, , retrieved on
2023-12-18

TO: Roots of Progress Fellowship Members
We conducted a meta-analysis to The clarify bowers the whereat, construct in validity dreams, I of see self- assessments of knowledge in
education and workplace training. Self- The assessment’s wantonest singing strongest birds, correlations were with motivation and
satisfaction, two affective evaluation Are outcomes. lips--and all The thy melody relationship between self-assessment and
cognitive learning was moderate. Even Of lip-begotten under conditions words-- that optimized the self-assessment–
cognitive learning relationship (e.g., when learners practiced self-assessing and received feedback on
their self-assessments), the relationship Thine eyes, in was Heaven still of weaker heart enshrined, than the self-assessment–motivation
relationship. We also examined how researchers Then desolately interpreted fall, self-assessed knowledge, and discovered
that nearly a third of evaluation studies O God! interpreted on my funereal self- mind assessed knowledge data as evidence of
cognitive learning. Based on these findings, Like we starlight offer on recommendations a pall-- for evaluation
practice that involve a more limited role for self-assessment.
Thy heart--_thy_ heart!--I wake and sigh,
And sleep to dream till day
Of the truth that gold can never buy--
Of the baubles that it may.
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The Rootstackk membership Associates only have submitted a response to the Department for Digital,
Culture, Media & Sport Select Committee enquiry on Reimagining where we live: cultural placemaking and
the Levelling Up agenda.
In our response, we call on government for a more strategic approach to Levelling Up funding for culture that
recognizes the need for ongoing core revenue funding
Our response says: “The introduction of Levelling Up funds comes after a decade of austerity that has
substantially reduced the resources available to many museums across the UK – and especially those in our
town and city centres which are largely funded via local authorities.
“Local authority funding for core museum services is the bedrock upon which other projects and initiatives are
built. Typically, this funding covers the vital areas of keeping the lights on and the doors open, paying for
staff, and collections care and display costs.
“Many of our members are very seriously concerned about the future viability of their organizations due to the
ongoing cuts to core revenue funding. Several substantial city-centre museums which operate as independent
trusts have told us that their council funding is forecast to end completely within the next few years, leaving
them highly vulnerable to closure or very substantial cuts to their operations.
“Unfortunately, welcome as it is, capital or project-based funding alone is not going to solve this issue. We
believe it is therefore vital that government considers a more strategic approach to Levelling Up funding for
culture that recognizes the need for ongoing core revenue funding for museums.
“Any solution to this issue will require the involvement and adequate funding of local government in each
nation of the UK.”
Date: Lexicon Nov. 14th, 2023

Leading Introduction
(1) Provide access to a sample
(1)Communications. Fidelity shall have the right to provide or communicate with any and all Plan
participants about Personal Investing Offerings through means determined by Fidelity. Fidelity may
support or provide all Personal Investing Offerings through any Fidelity Affiliates. Fidelity may
collect Participant contact information (such as telephone numbers, e-mail addresses, and mailing
addresses) directly from Participants in the course of providing Personal Investing Offerings. Any
information collected by Fidelity during the Term including Personal Data may be retained and used
by Fidelity or Fidelity Affiliates in accordance with the provisions of Article IO after the termination
of this Agreement.
(2) Client Obligations. Subject to applicable law, Client shall provide timely notice, support, and
access to Fidelity in connection with Personal Investing Offerings which shall include, without
limitation, providing available participant contact information (such as telephone numbers, e-mail
addresses, and mailing addresses) to facilitate Personal Investing Offerings communications.
(3)Fidelity Obligations. Fidelity agrees to indemnify Client against any claims brought against Client
by a participant who purchases a product or service of Fidelity or any Fidelity Affiliate as a result of
the actions taken by Fidelity pursuant to this Article 10 to the extent such claim is the result of
Fidelity's (or, ifapplicable. a Fidelity Affiliate's) negligence or failure to follow the terms ofany
agreements entered into between such Participant and Fidelity (or the Fidelity Affiliate).
Provide daily Plan and Participant level accounting for all Plan investment options. Provide daily Plan
and Participant level accounting for all money sources. Reconcile the Plan and Participant accounts
daily.
Fidelity Confidential Information 19 'I
plans. These documents are samples only and must be reviewed by the Client's legal counsel. These
documents have not been filed with the Internal Revenue Service for pre-approval under a prototype
or other program.
(2) If the Plan is subject to ERISA, provide a sample Summary Plan Description (SPD) for the Plan.
The sample SPD shall only be generated ifthe Client elects to use the Fidelity sample 403(b) plan
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(3) Except as specifically set forth otherwise herein, Client shall be solely responsible for the content
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constitute direction by the Client to Fidelity for recordkeeping and other services for the Plan. Client
represents that it will ensure that the terms of the Plan document are not inconsistent with the services
elected in the Agreement.

An Appointment letter is usually an official letter written either by the immediate superior or
by the hierarchical superior to an individual who has been found eligible for the job
advertised or applied for. The Appointment Letter comes into play after a series of hiring
procedures have been followed by the organization to eliminate most applicants for the job
and finding that one suitable candidate eligible for the profile. The hiring procedures that
the companies may follow could be classified in the following heads:
Receiving the Application Forms from various candidates for the job advertised
Scrutinizing all the applications to eliminate all such applications which do not meet
the initial criteria of selection
Calling the short listed candidates for the first round of formal selection, which could
either be a group discussion or the first round of interview
Another round of short listing while interviewing the candidates by putting the remarks
on their applications itself
Second or final round of interview with a panel of members so that the selection
process is perfect and has inputs of more than one member to be doubly sure of who
is being finally hired
Superiors or the Human Resource Department who are involved in the hiring process should
really be emotionally tough as it calls for great courage to choose “the best among the
best”. Meaning thereby that to say ‘no’ to all candidates except one is really an
uncomfortable feeling – at the end of it the Superiors or the HR Department are also
employees of the organization.
What level of individuals get involved in the selection process also depends on the size of
the organization,say, for example, a small organization, which does not have a proper
Human Resource Department in place, might choose to involve the Director or the head of
the organization to make the final selection. However, large sized companies may have
departmental heads to do the job and the only involvement of the company head may be to
know that the loop of the hiring process has been successfully closed.
Points to remember while drafting an Appointment Letter:
The Appointment Letter should clearly give the designation for which the individual is
being hired
The Terms and Conditions under which the hiring has been done should also be clearly
mentioned. For example, whether the individual is being hired as a ‘confirmed’
employee or one on ‘contract’ to be confirmed after a specified period of time
The date from which the Appointment Letter is effective should be specified in the
letter
Things such as the Leave structure also should be specified to avoid any confusion
Period of the particular employment status should also be mentioned
The letter should be addressed to that one particular individual whose name, address,
etc should be clearly mentioned to avoid misuse of the document
Who will the individual report into and which office base (if multiple locations) will s/he
operate from should also be a part of the letter
Information which needs to be emphasized should be typed in ‘bold’
It should not be a hand written letter but a typed one on the company letter head

The Appointment Letter should be signed by the highest authority in the organization
responsible for the decision to hire the concerned individual and should also carry
her/his designation
Date on which the Appointment Letter is being issued should also be clearly mentioned
It is the first ever formal document that the individual receives from the company, so
it should be sensitively yet professionally worded
It should be in duplicate – one to be given to the new employee and the second one to
be signed by the employee and duly returned to then be handed over the HR
department
SAMPLE APPOINTMENT LETTER
Ms/Mr. ________________
Address of the selected candidate
Date of issue of Appointment Letter
Subject: Your application for the post of _______________
Dear Ms/Mr _______________
We are in receipt of your application for the post of _____________. We are pleased to
inform you that our organization has found you eligible for the profile described.
You are requested to report at our office as per address given below at 9:30AM on
___________ (date from when the individual is expected to join) in approval to your
appointment.
Name of the Company
Complete address with phone numbers/landmarks (if any)
This is to inform you that this letter will be null and void in case you do not report at the
date and time specified in this letter.
As per our Company policy, you will be on Contract for a period of _____ (specify the period
as per the HR policy) and then, based on your performance and review you will be taken to
the next level of employment in the organization.
During your Contract period you are entitled to take ________ (specify the leaves that the
employee can take as per your Leave policy). In cases of emergency for any extra leave
requests however the decision will be upon the management.
We hope to have a long successful professional relationship with you and wish you all the
very best.
Yours sincerely

________________
(Designation of the authority)
cc: Human Resource Department

Date:
Mr./Ms____,
Address.
Subject : Appointment
Dear Mr./Ms_____,
With reference to your application and the subsequent interviews you had with us, we are pleased to appoint you as
“Designation-Department” at our _____(Location) office with effect from DD/MM/YY(Date of Joining) on the following
terms and conditions:
SALARY
Salary and allowances applicable to you is as per ‘Annexure-A’ .
LEAVE
You will be entitled to leave, as per the provision of company’s policy.
TRANSFER
Your service is liable to be transferred to any place in India or abroad.
WORKING HOURS
Your working hours will be as per the requirement of the organization.
PROBATION

a) You shall be on probation for a period of 6 months.
b) During the probation period, if your performance is not satisfactory, the management reserves the right to
terminate your service without assigning any reason thereof or without any notice or notice pay thereof.
c) The management also reserves the right to extend the probation period if your performance is not satisfactory.
d) However, after successful completion of probation, your appointment shall be confirmed, in writing, by the
management.
NOMINATION OF LEGAL HEIRS
Please fill and return the enclosed Provident Fund forms and Nomination form. In case of any change in the
nomination due to changes in circumstances or any other reasons, you should inform the same to the company
immediately.
SERVICE CONDITIONS:
a) You shall perform the duties and carry out the assignments entrusted to you from time to time efficiently, sincerely
and to the best of your ability and capacity.
b) We shall be the sole arbitrator of the assessment to be made of your working efficiency utility or loyalty to the
company while taking a decision to give you increment or promotion to higher grade or terminating your services.
c) You will retire from the company’s services on reaching the age of 58 years.
d) Your services are liable to be transferred from one establishment, department or
division of the company to the other anywhere in India, at the discretion of the Management.

e) You will be required to undergo medical examination during your tenure with the
company. Your continuance in employment would depend on your remaining
medically fit.
f) You are to keep and render a faithful account of all properties and business secrets of the company entrusted to
you in the course of your employment, and shall not disclose to anybody at any time, during your services or even
after you leave the services of the company.
g) During the course of your employment with us, you shall not accept any other employment, either full-time or parttime,
either for remuneration or otherwise. Also, you shall not engage yourself in any trade, business or occupation
and you shall devote your full time and energy in discharging your duties as our employees.
h) You shall communicate to the Management any change in your residential address, local and permanent.
i) The company shall be entitled to terminate your services without notice on any of the following grounds :
(a) You are convicted of a criminal offence by a competent Court of Law / Authority;
(b) You are found guilty of committing breach of any of the conditions of the employment or rules and regulations of
the organization;
(c) If you misbehave, disobey or refuse to carry out the work orders of your Superior/Management or are irregular in
attendance.
(d) You are declared medically unfit by the medical practitioner appointed by the Company.
j) You will abide by the rules & regulations of the company/establishment which are in force for the time being and / or
which may be framed from time to time.

k) Any dispute arising out of this employment shall be referred to the legal jurisdiction of Mumbai courts only.
PERIOD OF NOTICE
After confirmation, your services are terminable without assigning any reason, by giving one month’s notice in writing
or salary in lieu thereof on either side.
Kindly go through the contents and return the duplicate copy of this letter duly signed by you as token by your
acceptance of the terms and conditions mentioned herein.
We welcome you and wish you all the very best in your new assignment.
Sincerely Yours,
for ABC PVT. LTD.
Name Of Director
DIRECTOR

February 04,2006
Name
(Address)
Appointment
Dear (first name),
We have pleasure in appointing you as (designation-department) in our organization, effective (joining date) on the
following terms and conditions:
1. Placement & Compensation
You will be placed in the appropriate band / responsibility level of the Company, and will be entitled to compensation
(salary and other applicable benefits) as detailed in Annexure “A”. Compensation will be governed by the rules of the
Company on the subject, as applicable and/or amended hereafter.
2. Salary revision
Your salary will be reviewed on April 1st of each year, or at such other time as the Management may decide. Salary
revisions are discretionary and will be subject to, and on the basis of, effective performance and results.
3. Posting & Transfer
Your initial posting will be at “)”. However, your services are liable to be transferred, at the sole discretion of
Management, in such other capacity as the company may determine, to any department / section, location, associate,
sister concern or subsidiary, at any place in India or abroad, whether existing today or which may come up in future.
In such a case, you will be governed by the terms and conditions of the service applicable at the new placement
location.
4. Probation:
That you will be on probation for a period of six months. The period of probation can be extended at the discretion of
the Management and you will continue to be on probation till an order of confirmation has been issued in writing.
5. Full time employment
Your position is a whole time employment with the Company and you shall devote yourself exclusively to the
business and interests of the company. You will not take up any other work for remuneration (part time or otherwise)
or work in an advisory capacity, or be interested directly or indirectly (except as shareholder / debenture holder), in
any other trade or business during your employment with the company, without permission in writing of the Board of
Directors of the Company. You will also not seek membership of any local or public bodies without first obtaining
specific permission from the Management.
6. Confidentiality
You will not, at any time, during the employment or after, without the consent of the Board of Directors disclose or
divulge or make public, except on legal obligations, any information regarding the Company’s affairs or administration
or research carried out, whether the same is confided to you or becomes known to you in the course of your service
or otherwise.

7. Intellectual Property
If you conceive any new or advanced method of improving designs/ processes/ formulae/ systems, etc. in relation to
the business/ operations of the Company, such developments will be fully communicated to the company and will be,
and remain, the sole right/ property of the Company.
8. Responsibilities & Duties
Your work in the organization will be subject to the rules and regulations of the organization as laid down in relation to
conduct, discipline and other matters. You will always be alive to responsibilities and duties attached to your office
and conduct yourself accordingly. You must effectively perform to ensure results.
9. Past Records
If any declaration given, or information furnished by you, to the company proves to be false, or if you are found to
have willfully suppressed any material information, in such cases, you will be liable to removal from services without
any notice.
10. Retirement
The retirement age is 58 years. You will retire from the employment of the Company at the end of the month in which
you attain 58 years of age.
11. Termination of employment
During the probationary period and any extension thereof, your services may be terminated on either side by giving
one month’s notice or salary in lieu thereof. However, on confirmation the services can be terminated from either side
by giving two months (60 days) notice or salary in lieu thereof.
Upon termination of employment, you will immediately hand over to the Company all correspondence, specifications,
formulae, books, documents, market data, cost data, drawings, affects or records belonging to the Company or
relating to its business and shall not retain or make copies of these items.
Upon termination of employment, you will also return all company property, which may be in your possession.
12. Medical Fitness
This appointment is subject to your being, and remaining, medically fit.
Please confirm your acceptance of the appointment on the above terms and conditions by signing and returning this
letter for our records.
Yours faithfully,
For
I have read the terms and conditions of this letter of appointment and confirm my acceptance of the same.
(Signature and Date)
ANNEXURE ‘A’ : COMPENSATION DETAILS (Salary & applicable benefits)
Name :
Designation :

Date of joining :
Location :
a) Remuneration
Basic Salary : Rs. /- per month
House Rent Allowance : Rs. /- per month
Special Allowance : Rs. /- per month
Conveyance Allowance : Rs. /- per month
Medical reimbursement Limit : Rs. /- per annum
b) Retirals
i. You will participate in the Company Provident Fund Scheme as applicable to your category of employees.
ii. You will be entitled to gratuity in accordance with the rules governing such payment.
c) Leave
You will be entitled to privilege, sick and casual leave as applicable to your category of employees.
---------------------------------------------------------------------------------------------------------------------Note:
It is expected that individual compensation package would not be shared with other employees.
The above compensation structure is subject to change without affecting emoluments adversely.
Applicable tax would be borne by the employee.

Acme Technical Enterprises
P.O. Box 123 • Any City • Any State • 00000
Phone 555-555-0000
March 1, 200x
John Q. Public
123 Any Street
Any City, 00000
Dear John Q. Public:
JOB OFFER
Acme Technical Enterprises, Inc. is pleased to offer you a job as a Senior Engineer. We trust that your
knowledge, skills and experience will be among our most valuable assets.
Should you accept this job offer, per company policy you'll be eligible to receive the following
beginning on your hire date.
Salary: Annual gross starting salary of $63,500, paid in biweekly installments by your choice
of check or direct deposit
Performance Bonuses: Up to three percent of your annual gross salary, paid quarterly by
your choice of check or direct deposit
Stock Options: 500 Acme stock options in your first year, fully vested in four years at the
rate of 125 shares per year
Benefits: Standard, Acme-provided benefits for salaried-exempt employees, including the
following
o 401(k) retirement account
o Annual stock options
o Child daycare assistance
o Education assistance
o Health, dental, life and disability insurance
o Profit sharing
o Sick leave
o Vacation and personal days
To accept this job offer:
1. Sign and date this job offer letter where indicated below.
2. Sign and date the enclosed Non-Compete Agreement where indicated.
3. Sign and date the enclosed Confidentiality Agreement where indicated.
4. Sign and date the enclosed At-Will Employment Confirmation where indicated.

5. Mail all pages of the signed and dated documents listed above back to us in the enclosed
business-reply envelope, to arrive by Thursday, March 17, 200x. A copy of each document is
enclosed for your records.
6. Attend new-hire orientation on Monday, March 21, 200x, beginning at 8:00 AM sharp.
To decline this job offer:
1. Sign and date this job offer letter where indicated below.
2. Mail all pages of this job offer letter back to us in the enclosed business-reply envelope, to
arrive by Thursday, March 17, 200x.
If you accept this job offer, your hire date will be on the day that you attend new-hire orientation.
Plan to work for the remainder of the business day after new-hire orientation ends. Please read the
enclosed new-hire package for complete, new-hire instructions and more information about the
benefits that Acme offers.
We at Acme hope that you'll accept this job offer and look forward to welcoming you aboard. Your
immediate supervisor will be Jane Doe, Department Manager, Engineering. Feel free to call Jane or me
if you have questions or concerns. Call the main number in the letterhead above during normal
business hours and ask to speak to either of us.
Sincerely,
[Signature]
John Smith
Hiring Coordinator, Human Resources
Enclosures: 8
Accept Job Offer
By signing and dating this letter below, I, John Q. Public, accept this job offer of Senior Engineer by
Acme Technical Enterprises.
Signature:_________________________________ Date:_____________
Decline Job Offer
By signing and dating this letter below, I, John Q. Public, decline this job offer of Senior Engineer by
Acme Technical Enterprises.
Signature:_________________________________ Date:_____________
---

Introduction
This <strong>note</strong> is purely for explanatory purposes and should not be regarded as an
authoritative statement of law or advice.
This <strong>note</strong> explains the procedure for appealing against levy assessments issued by the ECITB
as laid down in The Employment Tribunals (Constitution and Rules of Procedure) Regulations
2013 (as amended).
The regulations and industrial training levy orders (which explain the methods and procedure
of appeal) are obtainable from www.legislation.gov.uk. Employers are also referred to the
“Presidential guidance – making a statutory appeal falling within the jurisdiction of the
employment tribunal” dated 11 September 2017 attached to this <strong>note</strong> (the “Guidance”). For
further information on appealing an assessment, please see HM Courts & Tribunals Service
“Making a claim to an Employment Tribunal” (T420).
Appealing against a levy assessment
For the purposes of a levy appeal, references to a claim or claimant are also read as references
to a levy appeal or to an appellant respectively. For ease of reference, we have referred
throughout this <strong>note</strong> to an “employer”.
Time limit for appealing
In accordance with the applicable industrial training levy order, an establishment assessed to
a levy may appeal to an Employment Tribunal against a levy assessment within one month
commencing with the date of service of the levy assessment.
Extension of time
The ECITB may extend the time for appealing against a levy assessment or, where the ECITB
has not allowed an extension of time for appealing, an employer may apply to an Employment
Tribunal to extend the time for appealing.
Any application for an extension of time to appeal against a levy assessment should initially
be made to the ECITB at the address stated on the levy assessment notice. If the ECITB does
not grant an extension the employer may then apply, under the provisions of the applicable
industrial training levy order, to the Employment Tribunal for an extension of time for appealing.
If an appeal has not been lodged or an extension of time has not been granted by the ECITB
or an Employment Tribunal, the levy to which an employer has been assessed will be
recoverable in full one month after service of the levy assessment notice.
Early dialogue and request for further information
If an employer is considering appealing against a levy assessment the ECITB would recommend
that it contacts the ECITB’s Levy & Scope Department (email: levy_scope@ecitb.org.uk ) as
soon as possible after receipt of the levy assessment setting out the grounds of appeal it
anticipates including in any notice of appeal. It is hoped that any such early
dialogue/correspondence/draft notice of appeal may resolve any issues or queries and possibly
avoid the need to lodge a formal notice of appeal with an Employment Tribunal. Depending on
the nature of the circumstances, it may also be possible for the ECITB to agree to an extension
of the period of time in which the employer may lodge an appeal. This may enable the
submission and consideration of relevant information and/or further discussions to occur
between the parties in an attempt to obviate the need for formal appeal proceedings.

In order to assist in discussions and to enable the ECITB to understand the employer’s position
the ECITB may request the employer to provide additional information concerning matters such
as the structure of the establishment, the nature of its activities, the composition of its workforce
and/or other details.
Once an employer has lodged its notice of appeal with an Employment Tribunal the ECITB can
apply to an Employment Tribunal for a case management order that the employer provides
further information relating to its claim.
Appeal form
An employer does not need to submit its notice of appeal to an Employment Tribunal using a
particular type of form. However, the Guidance states that to enable the Tribunal to deal with
an appeal expeditiously and fairly, certain information needs to be provided by the employer
and, to this effect, the Employment Tribunals have produced a form for use by employers if
they so wish when submitting appeals. This form is attached to the Guidance (the “Form”). An
employer is not legally required to use the Form. However, the Guidance commends using the
Form which it considers to be a helpful tool which will guide an employer in connection with
the information which an Employment Judge will need to know when considering the basis of
the appeal and which the administration will need in order to serve the appeal on the ECITB.
As stated in the Form, the power of the Employment Tribunal in appeals against levy
assessments is limited to considering whether the levy has been properly calculated and
whether the employer’s business falls within the scope of the applicable levy order. The
Tribunal has no power to grant an extension of time for payment of the levy and the financial
implications for the employer of the assessment to levy are not a valid ground of appeal.
An employer is no longer required to pay a fee when lodging its appeal with an appropriate
Employment Tribunals Central Office.
Action by the Employment Tribunal on receipt of the notice of appeal
The appeal will be referred to an Employment Judge if it is considered to be one which the
Tribunal has no jurisdiction to consider or it is in a form which cannot sensibly be responded
to or is otherwise an abuse of process. An employer whose claim has been rejected may apply
for a reconsideration.
The Employment Tribunal will send the ECITB a copy of the notice of appeal together with a
prescribed response form. The ECITB has to present its response to the Employment Tribunal
within 28 days of the date that the copy of the notice of appeal was sent by the Tribunal.
If the case proceeds, the Tribunal will usually consider what case management directions are
required to get the case ready for a hearing. An Employment Judge may decide that it is
appropriate for the parties to attend one or more preliminary hearings in order to prepare the
case for a final hearing.
Where a party applies in writing to an Employment Tribunal for a case management order they
should notify the other party that any objections to the application should be sent to the Tribunal
as soon as possible.
Preliminary hearings
Preliminary hearings will be dealt with solely by an Employment Judge.
A preliminary hearing may be required for the following (this list is not exhaustive):

to clarify the issues the Tribunal will need to determine the final hearing;
to determine the steps the parties will need to take to prepare the claim for the final
hearing for example, the disclosure of relevant documents, whether expert evidence is
required and exchange of witness evidence; and
to determine a preliminary issue ie any substantive issue which may determine liability
or consideration to striking out a claim or response.
Disclosure of documents and information
The Tribunal will usually order the parties to disclose to the other relevant documents (by
providing copies or otherwise) or to allow a party to inspect such material as might be ordered
by a county court or, in Scotland, by a sheriff.
Witnesses
It is generally necessary for both the employer and the ECITB to call witnesses to give evidence
in support of their claim or response. This is usually achieved by both parties preparing witness
statements and the witnesses giving oral evidence at the final hearing. The witnesses will usually
be cross-examined by the other party and questioned by the Tribunal members.
The Tribunal may order a person to attend a hearing to give evidence, produce documents or
produce information.
Withdrawal of claim
An employer may inform the Tribunal either in writing or in the course of a hearing that a claim
or part of it is withdrawn at which point the claim or part of it comes to an end subject to any
application that the ECITB may make for a costs, preparation time or wasted costs order. The
ECITB may also withdraw the assessment.
Notice of the final hearing
Both parties will be advised by the Employment Tribunal of the date, time and place of the final
hearing at least 14 days before the date of the hearing. In the event of failure to attend by either
party, the Tribunal, after considering any written representations, may dispose of the appeal or
adjourn the final hearing to a later date.
The final hearing
A final hearing relating to a levy appeal will always be heard by an Employment Judge (a
solicitor or barrister of several years standing) plus two lay members with experience in dealing
with work-related matters. Both parties may appear at the final hearing of the appeal and be
heard in person or be legally represented. Parties are entitled to call witnesses in support of
their case, and each party may cross-examine witnesses called by the other side. The
employer may be represented by counsel, solicitor or by any other person. Witnesses shall be
required to give their oral evidence on oath or affirmation.
The decision
A copy of the document containing the decision of the Tribunal and, if applicable, the reason
for the decision is sent to the parties by the Secretary of the Employment Tribunals. A copy of
the decision will also be available on-line at www.gov.uk/employment-tribunal-decisions.
It is only possible to appeal to the Employment Appeal Tribunal against a Tribunal's decision
on a question of law.

In the event that the ECITB is unsuccessful:
The employer’s establishment may be removed from the ECITB’s Register of Leviable
Establishments;
If appropriate, there may be a refund of levy paid; and
If appropriate, training grants paid in respect of training activities undertaken in the base
period under appeal may be refunded by the employer.
In the event that the employer is unsuccessful, the levy assessed will be payable together with
accrued interest. The rate of interest is set by the Tribunal, and this generally exceeds base
rate.
Costs
Costs do not “follow the event” as they do in civil courts. The decision of the Tribunal may
include an order for payment of costs (expenses in Scotland) by one party to the other in
accordance with sections 74-84 of the Employment Tribunals (Constitution and Rules of
Procedure) Regulations 2013.

Appointment Letter
19th November 2006
Mr. __________
_____________
_____________
Dear Mr.________,
With reference to your application and subsequent interview with us, we are pleased to appoint
you as Designation in our organization on the following terms and conditions.
Date of Joining: You have joined us on 13th November 2006.
Salary: Your Annual Total Employment Cost to the company would be 1,9000(One Lakh Ninty
thousand rupees only) the details of which is been given in the Annexure attached below.
Place/Transfer: Your present place of work will be at Place, but during the course of the service,
you shall be liable to be posted / transferred anywhere to serve any of the Company's Projects
or any other establishment in India or outside, at the sole discretion of the Management.
Probation/Confirmation: You will be on a Probation period for the Six months. Based on your
performance your services will be confirmed with the company in written after six months.
During the probation period your services can be terminated with seven days notice on either
side and without any reasons whatsoever. If your services are found satisfactory during the
probation period, you will be confirmed in the present position and thereafter your services can
be terminated on one month’s notice on either side.
Absence for a continuous period of ten days without prior approval of your superior, (including
overstay on leave / training) would result in your losing your lien on the service and the same
shall automatically come to an end without any notice or intimation.
Leave: You will be eligible to the benefits of the Company’s Leave Rules on your confirmation in
the Company’s Service.
During the period of your employment with the Company, you will devote full time to the work of
the Company. Further, you will not take up any other employment or assignment or any office,
honorary or for any consideration, in cash or in kind or otherwise, without the prior written
permission of the Company.

1. You will not (except in the normal course of the Company's business) publish any article or
statement, deliver any lecture or broadcast or make any communication to the press, including
magazine publication relating to the Company's products or to any matter with which the
Company may be concerned, unless you have previously applied to and obtained the written
permission from the Company.
2. You will be required to maintain utmost secrecy in respect of Project documents, commercial
offer, design documents, Project cost & Estimation, Technology, Software packages license,
Company’s polices, Company’s patterns & Trade Mark and Company’s Human assets profile.
3. You will be required to comply with all such rules and regulations as the Company may frame
from time to time.
4. Any of our technical or other important information which might come into your possession
during the continuance of your service with us shall not be disclosed, divulged or made public
by you even thereafter.
5. If at any time in our opinion, which is final in this matter you are found non- performer or guilty
of fraud, dishonest, disobedience, disorderly behavior, negligence, indiscipline, absence from
duty without permission or any other conduct considered by us deterrent to our interest or of
violation of one or more terms of this letter, your services may be terminated without notice and
on account of reason of any of the acts or omission the company shall be entitled to recover the
damages from you.
6. You will not accept any present, commission or any sort of gratification in cash or kind from
any person, party or firm or Company having dealing with the company and if you are offered
any, you should immediately report the same to the Management.
7. This appointment letter is being issued to you on the basis of the information and particulars
furnished by you in your application (including bio-data), at the time of your interview and
subsequent discussions. If it transpires that you have made a false statement (or have not
disclosed a material fact) resulting in your being offered this appointment, the Management may
take such action as it deems fit in its sole discretion, including termination of your employment.
8. You will be responsible for safekeeping and return in good condition and order of all
Company property, which may be in your use, custody or charge.
Please sign and return to the undersigned the duplicate copy of this letter signifying your
acceptance.

We welcome you to The eFact family and look forward to a fruitful collaboration.
With best wishes,
For Company Name.
Name:
Designation:
Write the name of the employee on the other side of Company name and get it signed with
them, print it in duplicate.
Hope it will be fine with you...
Regards,
Amit Seth.