Involuntary. In certain cases, THE CARRIER is responsible for the interruption of the Passenger’s trip due to some irregularity. THE CARRIER may reimburse the total or partial amount of the ticket, as follows:
(a) 100% of the value of the ticket will be refunded in the event that the Passenger has not used any portion of his ticket or that the interruption has occurred at an intermediate point of his departure segment and the interruption to his flight is due to an irregular operation such as maintenance or delay of equipment.
(b) The value of the ticket minus applicable administrative charges, taxes and duties may be refunded in the event that the interruption of his flight is due to reasons beyond THE CARRIER’s control, such as natural disasters, weather, government issues, and irregular situations, among other things, which hinder THE CARRIER’s regular operations, according to the guidelines issued by THE CARRIER for each situation.
(i) For tickets purchased in Brazil, in cases where the interruption one’s flight is due to reasons beyond THE CARRIER’s control, such as natural disasters, weather conditions, government affairs, irregular (unforseen) situations, among others, which prevent regular operations by THE CARRIER, the ticket will be refunded as determined by Brazilian legislation and Resolution no. 400 from the National Civil Aviation Agency do Brasil, or other legislation that replaces or amends same.
(c) A percentage of the value of the ticket will be refunded in the event that the Passenger has used any of the portions of his ticket. THE CARRIER shall subtract applicable administrative charges, penalties, taxes and duties from any refund.
Involuntary. When an Employee relocates at the direction of the Company, that Employee shall be entitled to reasonable moving allowances and expenses as determined by Company Policy.
Involuntary. Upon the termination of the Employment Term:
(1) by the Company for any reason other than Cause, Death or Total Disability, or
(2) by the Employee for Good Reason, the Employee shall be entitled to receive in a lump sum the balance of his or her base salary for the lesser of the remaining term of the Employment Term (exclusive of any renewals of the then existing term) or a period of 6 months (the "Severance Term"), together with prorated vacation pay and expense reimbursement through the date of termination. In addition, Employee shall be entitled to payment by the Company of the premiums for group health insurance coverage otherwise payable by Employee under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA") for the Severance Term. It shall be a condition to Employee's right to receive the payments described above that Employee shall be in compliance with all of the Employee's obligations which survive termination hereof, including without limitation those arising under Articles IV and V hereof. The payments described above are intended to be in lieu of all other payments to which Employee might otherwise be entitled in respect of termination of Employee's employment without Cause unless otherwise required by law or under other agreements between the parties. Notwithstanding anything to the contrary contained herein, to the extent Employee receives any direct or indirect compensation, consulting fees or health insurance from any Third Parties (as hereinafter defined) during the Severance Term or with respect to services performed during the Severance Term such compensation shall be credited dollar for dollar against the Severance Term payment obligations of Company under this Section 2.4(c).
Involuntary. In making transfers, district-wide seniority, along with certification and qualifications (training, experience, and teacher evaluation), shall be the determining factors. When involuntary transfers are necessary, lists of vacant positions in other schools shall be made available to all teachers being transferred. In filling such positions, the professional employee's preference shall be considered.
Involuntary. After all volunteers have been considered, the lowest ranked teacher(s) as identified in 13.12 Seniority by Area in the building(s)/department(s) still requiring reductions shall be involuntarily transferred. This may create reassignment within the building/department. Prior to the implementation of the Transfer/Reassignment process, positions for exclusion will be jointly identified by Human Resources and the ETA during Involuntary Transfer and therefore will not be available. When involuntary transfers are necessary, lists of positions in other schools shall be made available to all teachers being transferred. In filling such positions, all persons who are to be involuntarily transferred shall be offered the available positions in order of statutory ranking, from highest to lowest. In cases where the teacher is qualified to hold more than one available position, the teacher will indicate their order of preference and the district will assign the teacher. The district will endeavor to honor the indicated preference and provide a rationale for placement. All persons being involuntarily transferred shall be placed prior to newly hired teachers and no later than June 1.
Involuntary a. An involuntary transfer is defined as the transfer of an Employee from one (1) assignment to another without the approval and over the expressed objection of the Employee.
b. The Association and District agree that transfers of Employees from one (1) assignment to another may be disturbing to the individual involved; however, it is sometimes necessary to transfer an Employee to another assignment in order to continue to serve the educational needs of the children of the District.
c. All involuntary transfers will be discussed by the Superintendent, or his/her designee, and the Employee.
d. An involuntarily transferred Employee shall be given at least ten (10) workdays written notice.
e. The District shall notify the Association of all involuntary transfers.
Involuntary. Involuntary transfers and reassignments shall be subject to the provisions of the grievance procedure; however, the decision of the Board shall be final and binding.
Involuntary. Involuntary transfers shall be made only in the event of a reduction in personnel or to utilize personnel in an appropriate and efficient manner as determined and recommended by the Superintendent to the Board. The district shall solicit and consider voluntary transfers to meet program needs prior to making involuntary transfers. No employee shall realize a decrease in their hourly rate of compensation due to an involuntary transfer.
Involuntary. The District may require that a teacher take, and report the results of, a physical or mental examination by an appropriate medical specialist selected by the District at the District's expense, whenever the superintendent feels that such examination is warranted. On the basis of such examination, the District may require the teacher to take an involuntary leave of absence after the teacher's allotted or accumulated absence days for personal illness are exhausted. A teacher's return to active employment following an involuntary leave is contingent upon certification of fitness to perform all aspects of the teacher's work assignment by an appropriate medical specialist selected by the District as specified above.
