Employee Relocation Sample Clauses

Employee Relocation. Pacific shall compensate SoCalGas for management employees employed by Pacific that were SoCalGas employees (within 30 days of their employment by Pacific) by paying an amount equal to twenty five percent (25%) of each such employee's last year's base salary as an employee of SoCalGas.
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Employee Relocation. The Board shall provide all necessary assistance to move the equipment, materials, and all other professional belongings of an employee whose classroom assignment or program has been relocated to another room or building.
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Employee Relocation. ‌ When an employee becomes medically unfit on a permanent basis due to illness, health impairment or an accident and can no longer do his job, the Company agrees to identify all available and existing functions at the refinery which the employee can perform given his state of health, in consultation with the Union. If the employee is relocated within the bargaining unit, he maintains his hourly rate, continues his progression if he has not reached the top level and is eligible for the general increase. When an employee is relocated outside his bargaining unit, the new hourly rate shall be negotiated between the Company and the Union. The minimum hourly rate that applies to an employee relocated outside the bargaining unit is that of a level 4 operator.
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Employee Relocation. Any Employee wishing to relocate to another reporting depot shall do so through the Job Posting Procedure under Article Should a Job Posting occur an Employee’s own permanent classification at another reporting depot, the Employee may submit his application for such Job Posting.
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Employee Relocation.  Employee  Employee  Spouse  Child, under the age of 24 B.2. REQUIREMENTS WHILE TRAVELING B.2.a. Identification
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Employee Relocation. The transaction involves the sale of an employee’s property which is being sold by an employer or relocation company in connection with the employee’s transfer. For income tax purposes the sale is treated as a sale by the employer or relocation company. The undersigned understands that this affidavit may be disclosed to the Department and that any false statement contained herein could be punished by fine, imprisonment, or both. (Signature) (Name-Please Print)
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Employee Relocation. If the Exemptions, or any subsequent order or ruling that applies to the U.S. Requirements, HdH is required to relocate an employee from a “controlled technology area” in order to meet ITAR requirements the following agreed provisions shall be provided by HdH: 1. No employee (compliant or non-compliant) will be deskilled or declassified as a result of a relocation. Any relocated employee shall, as a minimum, continue to receive the same rate of pay, shift loading, leave loading and other entitlements as if they had not been relocated. 2. No employee shall be terminated as a consequence of their US Export Compliance status. No employee relocated shall be made involuntarily redundant and HdH will not be offering voluntary redundancy packages tied to implementation of this Export Compliance arrangement 3. HdH will not require relocated employees to commence new start and finish times that conflict with family or other responsibilities. 4. HdH will reach an agreed training program with each relocated employee and their union or other representative if requested by the employee to assist with future career progression. 5. HdH will, subject to employee consent, provide the Unions with copies of the reports for activities in NSW. HdH shall, subject to employee consent, provide similar reports on a six monthly basis to the Unions covering all other HdH Australian locations. 6. Where an employee has been temporarily relocated due to inability to meet ITAR requirements, and subsequently is able to meet the requirements, the employee, on request, will be returned to their position.
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Related to Employee Relocation

  • Employee Relations Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Employee Release 21.1 Employees with 5 years continuous service with the current employer may apply for a one-off continuous period of unpaid Employee Release for a period of three months up to a maximum of twelve months. Such application shall be considered on a case-by- case basis and granted at the discretion of the employer. All service related provisions/ benefits will be put on hold until resumption of normal duties. 21.2 The notification of the employee’s intent to return to normal duties will be the same as Clause 17.7 (Parental Leave). 21.3 Job protection provisions will be the same as in Clause 17.9.1 (Job Protection). 21.4 The provisions of this clause are separate from and in addition to normal unpaid leave provisions and it is acknowledged that employees may apply for unpaid leave at any time during their employment.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer. (b) In the event an Employee resigns and elects to leave before serving the required notice period, the balance of the notice period not served will not be paid out by the Employer.

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Employee Responsibilities The Employer's policy with respect to employee responsibilities provides for employees:

  • Employee Responsibility Each employee is responsible for the care and maintenance of such equipment. The Company retains the right to inspect the equipment at any time and to require the employee to provide an accounting of any loss or abuse.

  • Employee Removal At District’s request, Contractor shall immediately remove any Contractor employee from all District properties in cases where the District in its sole discretion determines that removal of that employee is in the District’s best interests.

  • Employee Records ‌ Each employee shall be entitled to receive a record of their sick leave standing and a copy of any performance appraisal or disciplinary action which is added to their file.

  • Labor and Employee Relations As of the date hereof, except as disclosed in Section 4.11(a) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports, (i) neither PSNC nor any of the PSNC Subsidiaries is a party to any collective bargaining agreement or other labor agreement with any union or labor organization and (ii) to the best knowledge of PSNC, there is no current union representation question involving employees of PSNC or any of the PSNC Subsidiaries, nor does PSNC know of any activity or proceeding of any labor organization (or representative thereof) or employee group to organize any such employees. PSNC has delivered or otherwise made available to SCANA true, correct and complete copies of the collective bargaining agreements listed in Section 4.11(a) of the PSNC Disclosure Schedule, together with all amendments, modifications or supplements thereto. Except as disclosed in Section 4.11(b) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports filed prior to the date hereof or except to the extent such could not reasonably be expected to have a PSNC Material Adverse Effect, (a) there is no unfair labor practice, employment discrimination or other written grievance, arbitration, claim, suit, action or proceeding against PSNC or any of the PSNC Subsidiaries pending, or to the best knowledge of PSNC, threatened before any court, governmental department, commission agency, instrumentality or authority or any arbitrator, (b) there is no strike, lockout or material dispute, slowdown or work stoppage pending or, to the best knowledge of PSNC, threatened against or involving PSNC, and (c) there is no proceeding, claim, suit, action or governmental investigation pending or, to the best knowledge of PSNC, threatened in respect of which any director, officer, employee or agent of PSNC or any of the PSNC Subsidiaries is or may be entitled to claim indemnification from PSNC or such PSNC Subsidiary pursuant to their respective charters or by-laws or as provided in the indemnification agreements listed in Section 4.11(c) of the PSNC Disclosure Schedule. Except as set forth in Section 4.11(d) of the PSNC Disclosure Schedule, to the knowledge of PSNC, PSNC and the PSNC Subsidiaries are in material compliance with all federal, state and local laws with respect to employment practices, labor relations, safety and health regulations and mass layoffs and plant closings.

  • Employee Training The Provider shall provide periodic security training to those of its employees who operate or have access to the system. Further, Provider shall provide LEA with contact information of an employee who LEA may contact if there are any security concerns or questions.

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