Downsizing. If (i) the Firm terminates your Employment solely by reason of a “downsizing” (and you have not engaged in conduct constituting Cause) and (ii) you execute a general waiver and release of claims and an agreement to pay any associated tax liability, in each case, in the form the Firm prescribes, your Outstanding RSUs that are not yet Vested will become Vested. Whether or not your Employment is terminated solely by reason of a “downsizing” will be determined by the Firm in its sole discretion.
Downsizing. (i) Notwithstanding any other provision of this Award Agreement and subject to your executing such general waiver and release of claims and an agreement to pay any associated tax liability, both as may be prescribed by the Firm or its designee, if your Employment is terminated solely by reason of a “downsizing,” the condition set forth in Paragraph 4(b) shall be waived with respect to a portion of your Discount RSUs that were Outstanding but that had not yet become Vested prior to your termination of Employment by reason of “downsizing,” as a result of which you shall become Vested in a portion of such Discount RSUs, determined with respect to each remaining Vesting Date by multiplying the number of Discount RSUs that would become Vested on each remaining Vesting Date by a fraction, the numerator of which is the number of months from the Date of Grant to the date your Employment terminated and the denominator of which is the number of months from the Date of Grant to the applicable Vesting Date, but all other terms and conditions of this Award Agreement shall continue to apply. Your termination of Employment by reason of “downsizing” shall not affect your Base Shares, and the Transfer Restrictions shall continue to apply until the Transferability Date as provided in Paragraph 3(b)(i)(B).
(ii) Whether or not your Employment is terminated solely by reason of a “downsizing” shall be determined by the Firm in its sole discretion. No termination of Employment initiated by you, including any termination claimed to be a “constructive termination” or the like or a termination for good reason, will be solely by reason of a “downsizing.”
Downsizing. All downsizing requests are reviewed on a case-by-case basis and shall become effective when and if approved by CEDIA.
Downsizing. 1) A downsizing of the operations shall occur when an employee or employees are permanently removed or transferred from their regular jobs or shift in such a way that no employee is permanently laid off. An employee first affected by downsizing shall receive two (2) weeks' written notice in advance of the downsizing. In the event of notice being less, Article 14.07 will apply.
Downsizing. The amount of space reserved may be reduced by Exhibitor by giving written notice to BIOTECH Management, subject to the following: On or before 30 April 2017 Exhibitor must pay 50% of the original Contract price, which amount may be applied against the reduced space. Any remaining amounts previously paid by Exhibitor will be refunded. After 1 May 2017: Exhibitor must pay 100% of the original Contract price, which amount may be applied against the reduced space. Any payment in excess of the cost of the new space is non-refundable.
Downsizing. An Exhibitor may elect to reduce space requirements for the Show. Notification must be made in writing by the Exhibitor and confirmed by Management. Through January 19, 2011, Exhibitor shall pay liquidated damages an amount equal to 50% of the difference between the originally contracted and new exhibit space rental fee of the exhibit space rental, sponsorships and advertising fees for which the Exhibitor has contracted. After January 19, 2011, Exhibitor shall pay liquidated damages an amount equal to 100% of the difference between the originally contracted and new exhibit space rental fee. Exhibitor shall make any additional payment required to aggregate such damages. In addition to the assessed damages, the booth location may be moved at the discretion of Management.
Downsizing. If (i) the Firm terminates your Employment solely by reason of a “downsizing” (and you have not engaged in conduct constituting Cause) and (ii) you execute a general waiver and release of claims and an agreement to pay any associated tax liability, in each case, in the form the Firm prescribes, your Outstanding PSUs that are not yet Vested will become Vested and Paragraph 9(b)(i) (relating to forfeiture if you Associate With a Covered Enterprise) will not apply. Whether or not your Employment is terminated solely by reason of a “downsizing” will be determined by the Firm in its sole discretion.
Downsizing. Section 1. From time to time it may become necessary to temporarily reduce the number of employees in a particular unit or department, the reduction outlined below will be completed as follows:
Step 1. Any scheduled agency personnel will be canceled first.
Step 2. Any scheduled overtime (time paid at time and one-half) will be canceled.
Step 3. Volunteers will be sought from employees on the affected unit, by seniority on a rotational basis.
Step 4. Per diem employees time in excess of commitment days will be canceled next.
Step 5. Reduce the scheduled hours of regular part-time employees which are in excess of their budgeted hours.
Step 6. Per diem commitment days will be cancelled. Reductions made under Section 1 above shall not be counted towards the calculations made in Section 2 of this article.
Section 2. If the Steps 1 through 5 above do not result in the necessary reduction the Employer may then impose a temporary reduction in the normal work hours of regular full-time and regular part-time employees by inverse order of seniority. No individual full-time or regular part-time employee will be downsized more than: Full-time 6 days (45.0 hours) per calendar year Part-time 4 5 days (37.5 hours) per calendar year Part-time 3 4 days (30.0 hours) per calendar year Part-time 2 3 days (22.5 hours) per calendar year.
Section 3. A “temporary reduction” occurs when a regular full-time or regular part-time employee’s normal work hours are temporarily reduced in any pay period due to lack of work. “Normal work hours” for the purposes of this article shall be the number of hours reflected in the individual’s category of employment. An occurrence of “floating” shall not be deemed a “temporary reduction.”
Section 4. An employee on temporary reduction shall be permitted to take accrued PTO to which he/she is entitled. However, an employee on temporary reduction time may request to be recalled to the reduced shift or to work any shift within the week of the reduction; based on seniority. If the need arises, the employee will be given the opportunity to do so.
Section 5. If on a given day, the Employer must impose a temporary reduction day and the least senior employee on the affected unit and shift has reached his/her maximum, the Employer will impose the day off on the next least senior employee scheduled to work the affected unit and shift.
Section 6. In the event of a temporary reduction, the Employer shall provide as much notice as practicable to the affected emp...
Downsizing a) For the purpose of this Article only, upon completion of probation (or the review period as the case may be), Regular Crown Counsel will accumulate Branch wide seniority from the date they were last hired in a continuous employment relationship. Where Crown is originally hired into an auxiliary position and moves directly into a regular position with no break in service, the auxiliary hire date shall be used. In this Article, "senior" or “junior" relates to Branch seniority, not years of call.
b) The Employer will provide the Association with up to date Branch seniority lists on a semi-annual basis. The Association will have four weeks to bring to the Employer any inaccuracies after which the list will be considered accurate.
c) If the Employer reduces the number of Regular Crown Counsel in any office, the following will apply:
(i) Within an office, layoff of Regular Crown Counsel will be in reverse order of Branch seniority. Where the Crown with least seniority has expertise without which critical work cannot be performed, the next most junior Crown shall be laid off.
(ii) The Employer will provide a minimum of 2 weeks' notice of layoff, or 2 1/2 weeks' pay in lieu of notice, to any Regular Crown Counsel whose position will be eliminated due to the downsizing and who will be laid off.
(iii) As an option to accepting layoff, the Regular Crown Counsel who is notified of layoff may instead elect to displace the most junior Crown Counsel in the nearest office within the Region that has a Regular Crown Counsel with less Branch seniority, or the most junior Regular Crown Counsel in the Region, provided the Crown Counsel has the ability to perform the work of the displaced Crown. Notwithstanding the foregoing, Crown Counsel laid off from an office of Criminal Appeals and Special Prosecutions ("Crown Law Division") or Office of the ADAG, may elect to displace the most junior Crown Counsel in the nearest office within Crown Law Division or Office of the ADAG respectively, or the nearest non-Crown Law Division or non-Office of the ADAG office in the Region in which their Crown Law Division or Office of the ADAG office is physically situated (eg. Region 2 for a Crown Law Division Crown laid off from 000 Xxxxxx Xxxxxx in Vancouver) where a Regular Crown with less Branch seniority is employed, and provided the Crown has the ability to perform the work required.
(iv) As an option to accepting layoff, the Regular Crown Counsel who is displaced by the operation of thi...
Downsizing. If the Company’s Board of Directors has determined in good faith that Executive’s services are no longer needed due to the sale of four or more of the stations owned by the Company as of the date hereof, including station WTVK, (“Downsizing”), then the Company may terminate the Executive by notifying the Executive in writing and such notice shall provide a termination date (the “Termination Date”) which shall be no longer than ninety (90) days from the date of such notice (the “Notice Date”) and Executive shall continue to perform the services provided for hereunder through and including the Termination Date. Upon the Termination Date, the Executive shall be entitled to receive severance pay based upon his Base Salary in effect at the time of his termination, payable in semi-monthly installments in arrears and be provided all medical benefits for a period of six months plus the number of days less than ninety (90) between the Notice Date and the Termination Date (the “Severance Period”). The Company may, in its discretion, accelerate the Termination Date, but in such event, the six month severance (including benefits) shall be increased by the number of days that the Termination Date was accelerated by. As an example, if the Company provides the Executive a 90-day notice of termination of services on January 1, and then determines that such services are not required beyond February 1, the severance period will be extended by two months and cover the period from February 1 through September 30.
