Denial of Service and Involuntary Termination Sample Clauses

Denial of Service and Involuntary Termination. A denial of service occurs when individuals requesting program services are found to be ineligible for a service and therefore denied. Involuntary termination of service occurs when programs discontinue service to survivors without their concurrence. Although sometimes necessary, these procedures shall happen only as the last option after all other methods for service inclusion have failed. Programs funded through DHS and PCADV will determine their own written policies regarding what is acceptable for program entry or involvement, and what constitutes service denial or involuntary termination; however, the policies must meet the standards below. When every attempt to include the survivor in services or alter the survivor’s current services has been exhausted, denial of services or involuntary termination of services must be used based upon: • The survivor’s current needs, including safety; • The survivor’s current behaviors; • The survivor’s current ability to benefit from services; • The safety of other past or present survivors receiving services; and • The safety of program advocates. Denial or involuntary termination of services shall not be based on an adult survivor’s age, race, creed, gender, ethnicity, color, national origin, county of origin, marital status, sexual orientation, gender identity, citizenship status, spoken language, disability or religion. Services to an individual shall not be terminated based on the filing of a grievance. If the grievance interferes with the advocacy relationship in such a way as to prevent its effectiveness, services may be transferred to another advocate or program. Programs shall have written policies and procedures regarding the denial of services and the involuntary termination of services. These policies and procedures shall include: • Clearly defined reasons that all services, some services, or service accommodations cannot be provided or must be involuntarily terminated; • The process for determining that services cannot be provided or must be involuntarily terminated; • Notice to the survivor orally and in writing of the policy; • Appeal procedure; • Notice of the right of the client to appeal a termination decision to DHS, provision of the appeal forms and assistance in completing the forms if requested; and • Requirement to offer alternative referrals.
Sample 1
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Related to Denial of Service and Involuntary Termination

  • Involuntary Termination “Involuntary Termination” shall mean (i) without the Employee’s express written consent, the significant reduction of the Employee’s duties or responsibilities relative to the Employee’s duties or responsibilities in effect immediately prior to such reduction; provided, however, that a reduction in duties or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Chief Financial Officer of Company remains as such following a Change of Control and is not made the Chief Financial Officer of the acquiring corporation) shall not constitute an “Involuntary Termination”; (ii) without the Employee’s express written consent, a substantial reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) without the Employee’s express written consent, a material reduction by the Company in the Base Compensation or Target Incentive of the Employee as in effect immediately prior to such reduction, or the ineligibility of the Employee to continue to participate in any long-term incentive plan of the Company; (iv) a material reduction by the Company in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction with the result that the Employee’s overall benefits package is significantly reduced; (v) the relocation of the Employee to a facility or a location more than 50 miles from the Employee’s then present location, without the Employee’s express written consent; (vi) any purported termination of the Employee by the Company which is not effected for death or Disability or for Cause; or (vii) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 10 below.

  • Voluntary Termination Executive may voluntarily terminate Executive’s employment for any reason upon 30 days’ prior written notice. In such event, after the effective date of such termination, except as provided in Section 2.2 with respect to a resignation for Good Reason, no further payments shall be due under this Agreement, except that Executive shall be entitled to any benefits accrued in accordance with the terms of any applicable benefit plans and programs of the Company.

  • Termination of Services 6.2. To promote a non-discriminatory work environment based on the principle of equality, employers and the trade union should adopt appropriate measures to ensure that employees with HIV and AIDS are not unfairly discriminated against and are protected from victimisation through positive measures such as:

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Termination of Service Termination of Service shall mean the Executive's voluntary resignation of service by the Executive or the Bank's discharge of the Executive without cause, prior to the Early Retirement Date (Subparagraph I [K]).

  • Termination of Employment Executive's employment hereunder may be terminated under the following circumstances:

  • NOTICE OF TERMINATION OF EMPLOYMENT 2601 Employment may be terminated voluntarily by a nurse or for just cause by the Employer subject to the following periods of written notice, exclusive of any vacation due:

  • DEFINITION OF EMPLOYEE STATUS AND BENEFIT ENTITLEMENT For the purpose of this Article “regularly scheduled” means any combination of shifts scheduled in advance and issued by the Employer. (Reference Article 25.04 – Posting of Work Schedules) Employees at the commencement of their employment and at all times shall be kept advised by their Employer into which employee status they belong.

  • Condition of Employment The Employee acknowledges that his/her employment and the continuance of that employment with the Company is contingent upon his/her agreement to sign and adhere to the provisions of this Agreement. The Employee further acknowledges that the nature of the Company’s business is such that protection of its proprietary and confidential information is critical to its survival and success.

  • Employee’s Termination The Employee ☐ *shall ☐ shall not have the right to terminate this Agreement. *If allowed, the Employee shall be required to provide at least days’ notice. If the Employee should terminate this Agreement before the expiration date, he or she shall be entitled to severance, equal to their pay at the time of termination, for a period of .

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