Employer Relations Sample Clauses

The Employer Relations clause defines the expectations and obligations regarding the relationship between the employer and other parties, such as employees, contractors, or unions. It typically outlines standards for communication, dispute resolution procedures, and compliance with labor laws or workplace policies. By establishing clear guidelines for interactions and responsibilities, this clause helps prevent misunderstandings and ensures a harmonious and legally compliant working environment.
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Employer Relations. RIAS has an aggregate of approximately 65 employees who are employed in connection with the Transferred Business, excluding Jero▇▇ ▇▇▇▇▇▇, ▇▇it▇ ▇▇▇▇▇▇▇▇ ▇▇▇ Gary ▇▇▇▇, ▇▇d, to the best of its knowledge, generally enjoys a good employer-employee relationship. RIAS is not delinquent in any material respect in payments to any of its employees or consultants for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to the date hereof or amounts required to be reimbursed to such employees. Upon termination of the employment of any said employees, AutoCyte will not by reason of any act or omission of RIAS prior to the Closing be liable to any of said employees or consultants for any payments, other than such as may be included in the Assumed Liabilities. SCHEDULE 6.21 contains a list of all employees and consultants of RIAS who, individually, have received or are scheduled to receive compensation from RIAS for the current fiscal year in excess of $35,000. In each case such SCHEDULE includes the aggregate annual compensation of each such individual. RIAS does not employ 100 or more employees (excluding employees who work less than 20 hours per week or who have worked for RIAS less than six of the last twelve months) and will not have employed 100 or more employees at any point during the 90 days prior to and including the Closing Date.
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Employer Relations. Except as disclosed in the Section 2.13 of the Disclosure Letter, no employee of any Transferred Company is represented by a union, and, to the Knowledge of the Sellers, no union organizing efforts have been conducted since January 1, 2001 or are now being conducted. Except as disclosed in Section 2.13 of the Disclosure Letter, no Transferred Company has at any time since January 1, 2001 had, nor to the Knowledge of the Sellers is there now threatened, any material strike, picket, work stoppage, work slowdown or similar labor dispute involving the operations of employees of any Transferred Company.
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Employer Relations. The Seller has an aggregate of approximately five employees and generally enjoys a good employer-employee relationship. The Seller is not delinquent in payments to any of its employees or consultants for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to the date hereof or amounts required to be reimbursed to such employees. Upon termination of the employment of any said employees, neither the Seller nor the Buyer will by reason of anything done prior to the Closing be liable to any of said employees or consultants for severance pay or any other payments (other than accrued salary, vacation or sick pay in accordance with the Seller’s normal policies). Schedule 2.22 contains a list of all employees and consultants of Seller who, individually, have received or are scheduled to receive compensation from Seller for the current fiscal year. In each case such Schedule includes the current job title and aggregate annual compensation of each such individual. Seller does not employ 100 or more employees (excluding employees who work less than 20 hours per week or who have worked for Seller less than six of the last twelve months) and will not have employed 100 or more employees at any point during the 90 days prior to and including the Closing Date.
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Employer Relations. The LVER will establish and maintain regular contact with employers to maximize the development of employment and training opportunities for the veteran community. This will be accomplished through the following: • Development of an employer contact plan designed to encourage the employment of veterans using business and community organizations such as the Chamber of Commerce, human resource groups, and others as determined to be beneficial in the facilitation of hiring veterans. This can be accomplished by: o Personal Visits o Phone Calls o Email Contact • Internet connections or other means deemed effective • Monitoring federal contractor job listings and encouraging the hiring of veterans by federal contractors. • Coordinating activities with DVOP specialists, along with other career center staff andpartners to promote veteran job seekers who have been deemed job ready to employers looking to match the specific skill sets of individuals to their needs • Advocating veterans as a category of job seekers who have highly transferable skills and experience. This can be accomplished by encouraging employers to develop apprenticeship programs to increase the employment opportunities for veterans.
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Employer Relations. 17 2.24 Insurance.....................................................................................18 2.25 Brokerage.....................................................................................18 2.26 Hazardous Materials...........................................................................18 2.27 Sufficiency of Purchased Assets...............................................................19 2.28 Year 2000 Compliance..........................................................................19 2.29 Full Disclosure...............................................................................19
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Employer Relations. As of the date of this Agreement the Seller has an aggregate of approximately 47 employees and generally enjoys a good employer-employee relationship. The Seller is not delinquent in any material respects in payments to any of its employees or consultants for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to the date hereof or amounts required to be reimbursed to such employees and immediately following the Closing the Seller will pay all such amounts which are due. Upon termination of the employment of said employees, neither the Seller nor the Buyer will by reason of anything done prior to the Closing be liable to any of said employees or consultants for severance pay or any other payments (other than accrued salary, vacation or sick pay in accordance with the Seller's normal policies). SCHEDULE 2.23 of the Seller and Shareholder Disclosure Schedule contains a list of all employees and consultants of Seller. In each case such Schedule includes the current job title and aggregate annual compensation of each such individual. Seller does not currently employ, and will not have employed at any point in the six calendar months prior to and including the Closing Date, 50 or more full-time employees in any single facility or town in Massachusetts. Seller does not employ 100 or more employees (excluding employees who work less than 20 hours per week or who have worked for Seller less than six of the last twelve months) and will not have employed 100 or more employees at any point during the 90 days prior to and including the Closing Date.
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Employer Relations. TMR has an aggregate of approximately 125 employees and generally enjoys a good employer-employee relationship with such employees. TMR is not delinquent in payments to any of its employees or consultants for any wages, salaries, commissions, bonuses or other direct compensation for any services performed by them to the date hereof or amounts required to be reimbursed to such employees. Upon termination of the employment of any said employees, neither TMR nor MAXIMUS will by reason of anything done prior to the Closing be liable to any of said employees or consultants for severance pay or any other payments (other than accrued salary, vacation or sick pay in accordance with TMR's normal policies). Schedule 2.18 contains a list of all employees and consultants of TMR working for TMR who, individually, have received or are scheduled to receive compensation from TMR for the current fiscal year in excess of $75,000. In each case such Schedule includes the current job title and aggregate annual compensation of each such individual.
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Employer Relations 
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Related to Employer Relations

  • Employer Union Relations No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this, the Union shall supply the Employer with the names of its officers and similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Employees; Labor Relations The Company and its Subsidiaries are, and have at all times within the past five years been, in compliance in all material respects with all Laws relating to the employment of labor, including any provision thereof relating to wages, hours, collective bargaining, labor relations, employment practices, prohibited discrimination, immigration status, worker classification (including the proper classification of working as independent contractors and consultants and exempt or non-exempt), equal opportunity, leave issues, unemployment insurance, workers’ compensation, affirmative action, plant closing, layoffs, and employee health, safety and welfare. Neither the Company nor any Subsidiary is the subject of any Actions or Proceedings or other legal controversies, including strikes, slowdowns, work stoppages, lockouts or other material labor dispute, that is pending or, to the Knowledge of Sellers, threatened, which involve any past or current employees or contractors of the Company or any of its Subsidiaries, and no such Actions or Proceedings or other legal controversies have occurred within the past five (5) years. Neither the Company nor any of its Subsidiaries is or has been party to (or required to be a party to) or bound by any collective bargaining, or contract with a union or other similar labor-related representative or organization, and, to the Knowledge of Sellers, there exists no current union organizational effort with respect to any employees of the Company or any of its Subsidiaries. To the knowledge of Sellers, no employees of the Company or any of its Subsidiaries are represented by a union or similar employee representative or organization. No officer of the Company has notified the Company that he or she intends to terminate his or her employment with the Company. To the Knowledge of Sellers, no past or current employee of or consultant to the Company or any of its Subsidiaries is currently in violation of any Restrictive Covenant owing (i) to the Company or any of its Subsidiaries or (ii) to any other Person that would reasonably be expected to adversely affect the right or ability of any such individual to work for or provide services to the Company or any of its Subsidiaries.

  • Employment Relations (a) BETA and each of its subsidiaries is in compliance with all Federal, state or other applicable laws, domestic or foreign, respecting employment and employment practices, terms and condi­tions of employment and wages and hours, and has not and is not engaged in any unfair labor practice; (b) no unfair labor practice complaint against BETA or any of its subsidiaries is currently pending before the National Labor Relations Board nor has such a complaint been pending in the last two years; (c) there is no labor strike, dispute, slowdown or stoppage actually pending or threatened against or involving BETA or any of its subsidiaries nor has one existed during the last two years; (d) no representation question exists respecting the employees of BETA or any of its subsidiaries; (e) no grievance which might have an adverse effect upon BETA or any of its subsidiaries or the conduct of BETA ’ Business exists, no arbitration proceeding arising out of or under any collective bargaining agreement is pending and no claim therefor has been asserted; (f) Neither BETA nor any of its subsidiaries is a party to, nor does there otherwise exist, any union, collective bargaining agreement or similar agreement with respect to the employees of BETA or any of its subsidiaries and no collective bargaining agreement or similar agreement is currently being negotiated by BETA or any of its subsidiaries; and (g) Neither BETA nor any of its subsidiaries has experienced any labor difficulty during the last two years. There has not been any adverse change in relations with employees of BETA or any of its subsidiaries as a result of any announcement of the transactions contemplated by this Agreement.