Cdp Bt Serial Number 3555
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Cdp Bt Serial Number 3555
Your version ID and hardwarekey is: CDP+ CARS ID: a-710-142 HARDWAREKEY: EYGRNVNMRBAO SERIAL: 100251 CDP+ TRUCKS ID: a-710-210 HARDWAREKEY: VTLOAGIDAIWF SERIAL: 100251 please better copy the hardware key number, otherwise may caused error. If you have problem install, this is the install steps: (:manuscarf: I bought autocom CDP 3 in 1. It has black/red obdii Serial no pasted on back label is 3555 Art no 900 200 225 CDP BT But inside the read me file, they said you install with s/n:30250 hw key:MNZTTOOCNHVE ID:a-710-479 for cars Can this work. Serial no on label is 4 digt 3555 and I have no other hardware key software is 2011 r3 I need help. I need activation too thanks.
When you install this 2012.02 version, notice that don't write the wrong id and hardware key, otherwise will caused active problem. And if you need active, you should contact the seller, ask them for active. The 2012.02 version keygen now very very expensive.no one can helps. I bought autocom CDP 3 in 1. It has black/red obdii Serial no pasted on back label is 3555 Art no 900 200 225 CDP BT But inside the read me file, they said you install with s/n:30250 hw key:MNZTTOOCNHVE ID:a-710-479 for cars Can this work. Serial no on label is 4 digt 3555 and I have no other hardware key software is 2011 r3 I need help. I need activation too thanks.
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The first part of this Manual Section, 616.2 through 616.9, is intended to provide the EOS with background on seniority systems generally, defining them and describing a number of frequently seen types of systems. The next fewsubsections describe how a seniority system can have an adverse impact or perpetuate past discrimination, discuss the effect of 703(h), and list CDP and non-CDP issues. As will be explained in 616.19, most seniority systems willbe presumed to be bona fide. Sections 616.20 through 616.24, explaining how to determine if a system is bona fide, will therefore only be relevant in those few cases where the District Director decides that there is reason to suspect that aparticular system is not bona fide. Finally, the last three subsections of the Manual discuss a few other issues related to seniority, maternity leave, layoff and recall, and seniority overrides.
Most seniority systems are created as a result of negotiation between one or more unions acting as representatives of the employees, and one or more employers. These negotiations will usually produce a collective bargaining agreement orcontract between the union(s) and employer(s). The seniority system will be set out in the agreement. The number of unions involved, the number of employers involved, variations in employers' organizational structures, and the types ofjobs covered are among the factors which lead to an almost bewildering variety of collective bargaining agreements and, consequently, of seniority systems. In order for the EOS to be able to apply Title VII to seniority issues (s)he will haveto be able to identify and understand the type of collective bargaining arrangement at a particular company or plant. The EOS should see 630, Unions, for an explanation of the collective bargaining process and the types of collectivebargaining agreements. Section 616.8 will explain how the type of seniority system can differ depending upon the type of collective bargaining arrangement involved.
Most seniority systems are in writing and can be found in a collective bargaining agreement, personnel manual, or other handbook of personnel procedures. The system does not have to be in writing, however, in order to be considered bonafide and therefore as excepted from Title VII based on 703(h) of the Act. A respondent's assertion that it has an unwritten, informal system should be accepted only if the employees covered by the system have been told both that theyare covered by the system and of the system's terms and conditions. The EOS should question a number of the employees covered by the claimed unwritten system to determine if and when they were told of the system's existence and rules. The employees must have been so informed either when they were hired or, if the system was begun afterwards, at that time.
A seniority system can be tailored to the needs of a particular employer. It can be the result of a complicated and possibly confusing history of collective bargaining. (See 616.2.) A seniority system can be almostanything a collective bargaining agreement says it is. In 630.3(b) the types of shops are described. A seniority system in a union, agency, or open shop will usually apply to members of the union and nonmembers alike. Thefollowing are descriptions of the most common types of systems. They roughly follow the types of collective bargaining situations described in 630.3(d). As a rule, there will be one seniority system for each collective bargainingagreement with a particular employer; e.g., a company with two collective bargaining agreements will generally have two separate seniority systems (and possibly a third, unilateral system for any employees not covered by a collectivebargaining agreement). However, at a company with a number of collective bargaining agreements, two or more of the agreements might provide for a shared seniority system. (See 630.3(d)(5) and (6) and 616.8(d).) Further,within each system there can be more than one seniority roster.
As explained in 630.3(d)(3), a company may have a number of bargaining units, each represented by a different union and with a separate collective bargaining agreement. In this situation there can be a separate seniority system foreach unit. If the units are craft or job units, these will be separate craft or job seniority systems; if the units are departments, these will be departmental seniority systems, and similarly for plant and division systems. Each systemwill be controlled by a separate set of rules (see 616.3(b), 616.4, and 616.9), although many or most of the rules may be identical. Each system can have one or more rosters. Those employees not in any bargaining unit will eithernot be covered by a seniority system or will be covered by a system imposed by the employer.
As explained in 630.3(d)(4), a company may have a number of bargaining units, each represented by a different union but with either the same bargaining agreement or separate agreements with shared provisions. In either case theunions can agree to the same seniority system for the nonmanagement employees in all the participating units. The same rules would apply to all the employees. There can be one or more rosters. Those employees not in any of theparticipating bargaining units will either be in other bargaining units with their own systems or not in any bargaining unit; in the latter case, they will either not be included in a seniority system or be included in one imposed by theemployer.
As explained in 630.3(d)(5), one union can represent a number of an employer's bargaining units, with a separate collective bargaining agreement for each unit. In this situation there can be a separate seniority system for each unit,just as there can be when the units are each represented by a different union. (See 616.8(c).) Each system will be controlled by a separate set of rules although many or most of the rules may be identical. Each system canhave one or more rosters. Those employees not in any of the bargaining units represented by one union may be in a bargaining unit or units represented by another union and covered by yet another seniority system (see 616.8(c)) or by asystem shared with the first union (see 616.8(d)). Those employees not in any bargaining unit will either not be covered by a seniority system or will be covered by a system imposed by the employer.
(1) While many charges involving seniority systems will contain allegations of adverse impact, a large number of seniority-related charges will allege perpetuation of past discrimination. However, the Supreme Court has interpreted 703(h) in Teamsters and Patterson as protecting a collectively bargained, bona fide seniority system, even if the seniority system perpetuates the effects of prior discrimination. (Sections 616.19 through 616.23 willprovide instructions on how to determine if a system is bona fide.) A bona fide seniority system that perpetuates the effects of a discriminatory act or acts occurring before the effective date of Title VII cannot be challenged, and neithercan the original discriminatory practice or procedure, since it occurred before Title VII went into effect. A bona fide seniority system that perpetuates the effects of a discriminatory act or acts occurring after the effective date of TitleVII also cannot be challenged. California Brewers Association v. Bryant. However, the original discriminatory practice or procedure can be challenged and processed as a regular discrimination charge if made the subject of a timelycharge. (See 605.6 on timeliness.) Once a finding of discrimination is made regarding t