Employer Action. The Employer must take any action under the Plan in accordance with applicable Plan provisions and with proper authority such that the action is valid and under applicable law and is binding upon the Employer.
Employer Action. 1. An employer can deny a requested leave if the employee fails to provide proper advance notice, unless the employee was unable to comply because of the need for emergency health care.
2. An employer may deny a requested leave if the employee does not provide the required medical certification within 15 calendar days after being requested to do so unless the employee was unable to comply because of the need for emergency health care.
Employer Action. After receiving notice, the Employer shall permit the employee an immediate medical leave of absence subject to the provisions of Article 17, to obtain medical treatment or to participate in a rehabilitation program. In addition, the Employer shall remove the employee from the duties of a test-designated position until the employee submits to and passes a follow-up drug test or alcohol test. The Employer may require the employee to submit to further follow-up testing, as provided in subsection C-4 above, as a condition of continuing or returning to work.
Employer Action. With the assistance of the Union, the Employer shall work with all persons, entities or organizations which own and/or control work space to which bargaining unit employees are assigned to ensure that healthy and safe working conditions are maintained and to ensure compliance with applicable laws, rules, and regulations. The Employer shall also take appropriate action to ensure that any reported hazardous or unsafe working conditions are examined and, if necessary, corrected in a timely manner.
Employer Action. Except as may be specifically provided herein, any action required or permitted to be taken by the Employer may be taken on behalf of the Employer by any officer of the Employer.
Employer Action. The Safety Director will, within thirty (30) days after receiving notice of a conviction from an employee, or upon concluding that an employee has violated paragraph (4) above:
a. For a first offense the employer may require the employee to satisfactorily participate in a drug rehabilitation program as provided herein. If the employee rejects participation in the drug rehabilitation program then appropriate disciplinary action shall be taken against such employee up to and including termination.
b. On a second or subsequent offense the employer may take appropriate disciplinary action against such employee up to and including termination.
Employer Action. After receiving notice, the Employer shall permit the employee an 38 immediate leave of absence to obtain medical treatment or to participate in a 39 rehabilitation program. In addition, the Employer shall remove the employee from 40 the duties of a test-designated position until the employee submits to and passes a 41 follow-up drug test or alcohol test. The Employer may require the employee to 42 submit to further follow-up testing as a condition of continuing or returning to work.
Employer Action. Any action required of the Employer shall be by resolution of its Board of Directors or by a person authorized to act by Board resolution.
Employer Action. Following his/her review of a proposed disciplinary action, the designated management representative must issue a signed statement indicating his or her decision based on the employee’s response.
1. If the proposed action is to be implemented, the specific charges against the employee and the effective date of the action will also be included.
2. The statement must be mailed by certified mail or be personally delivered to the employee no later than ten (10) days after the meeting with the employee or receipt of his/her response, whichever is later.
3. This statement must clearly inform the employee that the employee has the right to request an appeal hearing, if a request for a hearing is made in writing within ten (10) days after receipt of this notice.
Employer Action. Notwithstanding section 12.3 or any other provision of this Agreement, personnel working in each Footwear Department (the "Footwear Department Employees") shall be employees of Licensee and Licensee shall exercise control over such employees, including hiring, firing, promoting, determining wages and work procedures and the like ("Employer Action"), which control shall be at Footstar's direction subject to (i) any applicable employment or union contracts, (ii) Licensor's Rules and Regulations and (iii) applicable laws. Footstar shall be responsible for all Employer Actions and shall reimburse, indemnify, defend and hold Licensor and its subsidiaries and affiliates and their respective officers, directors and employees harmless from and against any and all loss, damage, cost, expense or penalty, or any claim or action therefor, arising out of any such Employer Action.
