Advance Notice Requirements. Our bylaws establish advance notice procedures with regard to stockholder proposals relating to the nomination of candidates for election as directors or new business to be brought before meetings of our stockholders. These procedures provide that notice of stockholder proposals must be timely given in writing to our corporate secretary prior to the meeting at which the action is to be taken. Generally, to be timely, notice must be received at our principal executive offices not less than 90 days nor more than 120 days prior to the first anniversary date of the annual meeting for the preceding year. Our bylaws specify the requirements as to form and content of all stockholders’ notices. These requirements may preclude stockholders from bringing matters before the stockholders at an annual or special meeting.
Advance Notice Requirements. Should a last minute illness or emergency prevent you from reporting to work for your scheduled shift you must speak directly with your supervisor or designated contact person at your facility to report your absence. Otherwise, you must personally contact your supervisor or designated contact person at least four (4) hours prior to the start of your shift unless you have been otherwise instructed by your supervisor. If you are physically unable to contact the Company in the event of an illness or emergency, you may have someone contact the Company on your behalf. If your supervisor or designated contact person is not able to answer your phone call when calling in for a last minute illness or emergency, you must leave a voicemail as such and also state the date and time of the call. Your failure to contact your supervisor can be considered an indication that you resigned your employment.
Advance Notice Requirements. As used in this Section 13.17, the following terms have the following meanings:
Advance Notice Requirements. 19.7.1 If an Employee's health-related absence is foreseeable, the Employee must provide notice to his or her supervisor or a regular supervisor at least ten (10) days, or as early as possible, before the first day of sick leave is to be used. Whenever possible, notification should include the expected duration of the absence for which sick leave is to be used.
19.7.2 If an Employee's health-related absence is unforeseeable, the Employee must contact his or her supervisor or a regular supervisor as soon as possible.
19.7.3 If the need for paid sick leave is unforeseeable, and arises before the required start of the Employee's shift, notice should be provided no later than one (1) hour before the Employee's required start time.
19.7.4 In the event it is not possible to provide notice of an unforeseeable absence, a person, on the employee's behalf, may provide such notice.
19.7.5 Whenever possible, the notification should include the expected duration of the absence.
19.7.6 Where the need for use of sick leave for qualifying domestic violence, sexual assault or stalking reasons is foreseeable, the Employee must provide give advance oral or written notice to his or her supervisor as soon as possible.
19.7.7 Where the need for use of sick leave for qualifying domestic violence, sexual assault or stalking reasons is not foreseeable, i.e., in emergent or unforeseen circumstances, the Employee or a designee must give oral or written notice to the Employee's supervisor no later than the end of the first day that the Employee takes such leave.
Advance Notice Requirements. For business to be properly brought before a meeting of shareholders pursuant to clause (iii) of Section 2.12(a) above, the shareholder must have given timely notice of such business and provided timely updates and supplements to such notice, in writing, to the Chairman of the Board of Directors and such business must be a proper matter for shareholder action.
(i) To be timely, a shareholder’s notice shall:
(1) with respect to the annual meeting of shareholders, be delivered to the Chairman of the Board at the principal executive offices of the Corporation not later than the close of business on the ninetieth (90th) day nor earlier than the one hundred twentieth (120th) day prior to the one (1)-year anniversary of the preceding year’s annual meeting of shareholders; provided, however, that if the date of the annual meeting is more than thirty (30) days before or more than sixty (60) days after such anniversary date, notice by the shareholder to be timely must be so delivered not earlier than the close of business on the one hundred twentieth (120th) day prior to such annual meeting and not later than the close of business on the ninetieth (90th) day prior to such annual meeting or, if later, the tenth (10th) day following the day on which public disclosure of the date of such annual meeting was first made; and (2) with respect to any special meeting of shareholders, be delivered not later than the close of business on the tenth (10th) day following the date such special meeting is first publicly announced or disclosed. In no event shall the announcement of an adjournment of an annual meeting or special meeting of shareholders commence a new time period for the giving of a shareholder’s notice as described above; and
(B) be further updated and supplemented, if necessary, so that the information provided or required to be provided in such notice shall be true and correct as of the record date for the meeting and as of the date that is ten (10) business days prior to the meeting or any adjournment or postponement thereof. The update and supplement shall be delivered to the Chairman of the Board at the principal executive offices of the Corporation not later than the following dates: (1) five (5) business days after the record date for the meeting in the case of the update and supplement required to be made as of the record date, and (2) eight (8) business days prior to the date for the meeting or any adjournment or postponement thereof in the case of the upda...
Advance Notice Requirements. (a) If an Employee’s health-related absence is foreseeable, the Employee must provide notice to his or her supervisor or a regular supervisor at least ten (10) days, or as early as possible, before the first day of sick leave is to be used. Whenever possible, notification should include the expected duration of the absence for which sick leave is to be used.
(b) If an Employee’s health-related absence is unforeseeable, the Employee must contact his or her supervisor or a regular supervisor as soon as possible.
(c) If the need for paid sick leave is unforeseeable, and arises before the required start of the Employee’s shift, notice should be provided no later than one (1) hour before the Employee’s required start time.
(d) In the event it is not possible to provide notice of an unforeseeable absence, a person, on the employee’s behalf, may provide such notice.
(e) Whenever possible, the notification should include the expected duration of the absence.
(f) Where the need for use of sick leave for qualifying domestic violence, sexual assault or stalking reasons is foreseeable, the Employee must provide give advance oral or written notice to his or her supervisor as soon as possible.
(g) Where the need for use of sick leave for qualifying domestic violence, sexual assault or stalking reasons is not foreseeable, i.e., in emergent or unforeseen circumstances, the Employee or a designee must give oral or written notice to the Employee’s supervisor no later than the end of the first day that the Employee takes such leave. Verification Requirements If an Employee is seeking to use or has used sick leave for any of the above health-related authorized uses for more than three (3) consecutive workdays, he or she may be required to provide verification that establishes or confirms that the use of sick leave is for an authorized purpose. When an Employee or the Employee’s immediate family is sick for more than three (3) consecutive days for which he or she would otherwise be required to work, acceptable verification will typically be in the form of a doctor’s note or a signed statement by a health care provider, indicating that the use of sick leave is necessary to take care of the Employee or the Employee’s immediate family. (In exceptional circumstances where the Employee can demonstrate that the doctor’s note requirement will impose an undue burden or expense on the Employee, a written or oral statement from the Employee indicating that the use of sick leave is neces...
