Cases. The Cases of any of the Debtors shall not have been dismissed or converted to cases under chapter 7 of the Bankruptcy Code.
Cases. Dear President Xxxxxx:
Cases. Each student that is part of our take home program will be issued a protective case for the device that should be used whenever the device is being transported or not in use. No items other than the device and charger should occupy the case. Although the cases are reinforced to help protect the device, they are not guaranteed to prevent damage. It remains the student's responsibility to care for and protect his/her device. Carrying Devices Always transport device with care and in its protective case. Failure to do so may result in severe damage such as shattered screens. Never lift Chromebooks/laptops by the screen. Never carry the device with the screen open where it can be scratched or damaged. If stacked with books, the devices and case should be on the top with no weight applied. Optionally, a shoulder strap can be used to carry the case/device. Screen Care Screens can be damaged if subjected to heavy objects, rough treatment, some cleaning solvents, and other liquids. The screens are particularly sensitive to damage from excessive pressure. Do not put pressure on the top of a device when it is closed. Do not store a device with the screen open. Do not place anything in the protective case that will press against the cover. Only clean the screen with a soft, dry microfiber cloth or anti-‐static cloth.
Cases. In the event of an employee who has attained seniority being discharged from employment and the employee feeling that an injustice has been done, the cause may be taken up as a grievance. All such cases shall be taken up within three (3) working days and disposed of within seven (7) working days of the date the employee is notified of discharge, except where a case is taken to arbitration. A claim by an employee who has attained seniority that has been unjustly discharged from employment shall be treated as a grievance if a written statement of such grievance is lodged with the Senior Company Official in charge of Human Resources within three (3) working days after the employee ceases to work for the company. All preliminary steps of the grievance procedure prior to Step No. will be omitted in such cases. Such special grievance may be settled by confirming the Management's action in dismissing the employee or by reinstating the employee in former position with full compensation for time lost, or by any other arrangement, which is just and equitable in the opinion of the conferring parties. When an employee has been dismissed without notice, shall have the right to interview Xxxxxxx and/or a member of the Union Committee for a reasonable period of time before leaving the plant premises. The employee mentioned above shall be escorted out of the plant by Xxxxxxx and a Management Representative. ARTICLE NO STRIKES NO LOCKOUTS In view of the orderly procedure established by this agreement for the settling of disputes and the handling of grievances, the Union agrees that, during the lifetime of this agreement, there will be no strike, slowdown or stoppage of work, either complete or partial, and the Company agrees that there be no lockout. The Company shall have the right to discharge or otherwise discipline employees who take part in or instigate any strike, stoppage or slowdown, but a claim of unjust discharge or treatment may be the subject of a grievance and dealt with as provided in Article above. Should the Union a cessation of work constitutes a lockout, it may take the matter up with the Company as provided in Step No. of Article The Union further agrees that it will not involve any employee of the Company, or the Company itself, in any dispute, which may arise between any other employer and the employees of such other employer. In the event of any such strikes, slowdown or stoppage of work, either complete or partial, the Union shall not be held respons...
Cases. Each student will be issued a protective case for his/her Chromebook that should be used whenever the Chromebook is being transported or not in use. Although the cases are padded to help protect the Chromebooks, they are not guaranteed to prevent damage. It remains the student’s responsibility to care for and protect his/her device.
Cases. Each instance in which you contact Acumatica for Support Services shall be considered a “Case” and shall be assigned a unique Case number. You must have an active Support Subscription as provided in this Agreement to be eligible to register a Case with Acumatica and receive Support Services.
Cases. There shall occur any of the following in the Cases:
Cases. The amounts of the allowed general unsecured claims, the allowed secured claims and the amount of disputed claims against FNV, the Company and their subsidiaries in the Chapter 11 Cases as of the effective date of the Plan shall be satisfactory to Lender. Lender shall be satisfied with the liabilities and capitalization of the Company, FNV and their subsidiaries after giving effect to the plans of reorganization of the Debtors. . All fees and expenses (including reasonable fees and expenses of counsel) required to be paid or reimbursed to Lender, Berkshire and Leucadia on or before the Closing Date shall have been paid. . Lender shall be satisfied in its reasonable judgment that (i) there shall not occur as a result of the funding of the Facility, a default (or any event which with the giving of notice or lapse of time or both would be a default) under any debt instruments and other material agreements of FNV, the Company or any of their respective subsidiaries that exist following the effective date of the plans of reorganization of the Debtors, and (ii) that each of FNV and the Company are solvent after giving effect to the funding of the Term Loan and the issuance of the Senior Notes. . Lender shall be satisfied that FNV, the Company and their respective subsidiaries will be able to meet their respective obligations under all employee and retiree welfare plans of such entities, that such employee benefit plans are, in all material respects, funded in accordance with the minimum statutory requirements, that no material "reportable event" (as defined in ERISA, but excluding events for which reporting has been waived) has occurred as to any such employee benefit plan and that no termination of, or withdrawal from, any such employee benefit plan has occurred or is contemplated that could result in a material liability. Lender shall have reviewed and be satisfied with all employee benefit plans of FNV, the Company and their respective subsidiaries. . Lender shall have received satisfactory opinions of counsel to FNV and the Company, addressing such matters as Lender shall reasonably request, including, without limitation, the enforceability of all loan documentation, compliance with all laws and regulations (including Regulations T, U and X of the Board of Governors of the Federal Reserve System), the perfection of all security interests purported to be granted and no conflicts with material agreements. . There shall not have occurred any change, occurrence ...
Cases. The Union acknowledges that probationary employees may be disciplined or discharged where, in the sole opinion of the Employer, the employee’s performance, conduct, attitude, attendance or appearance is unsatisfactory, provided that in making such an evaluation the Company does so in good faith. A claim by a permanent employee that has been unjustly discharged from employment shall be treated as a grievance if a written statement of such grievance is lodged with the Manager of the Hotel within five (5) days after the employee ceases to work for the Employer. All preliminary steps of the grievance procedure prior to Step No. will be omitted in such cases. Such special grievances may be settled by confirming the Management’s action in dismissing the permanent employee or reinstating the employee with full compensation for time lost or by any other arrangement, which is just and equitable in the opinion of the conferring Parties. When an employee has been dismissed or if dismissal and resignation have been discussed, the Employer will inform the employee of right to interview a Shop Xxxxxxx for a reasonable period of time before leaving the premises. No employee shall be disciplined or discharged on day off. In any event, the Employer reserves the right to instigate disciplinary should an employee engage in misconduct while on Employer’s premises on day off.