Late Resignation Policy Sample Clauses

Late Resignation Policy. An employee who requests to be released from a signed contract after June 1 may be held responsible up to a maximum of $135 for the costs incurred to contract a qualified replacement provided the decision to resign was entirely of the employee’s own volition and not due to extenuating circumstances beyond his/her control. Extenuating circumstances would be, but not limited to, transfer of spouse, serious illness in the family, or a doctor’s recommendation for resignation.
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Related to Late Resignation Policy

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • Retention Policy City shall retain ten percent (10%) of the amount due for Required Services detailed on each invoice (the “holdback amount”). Upon City review and determination of Project Completion, the holdback amount will be issued to Consultant.

  • Cancellation Policy Client is responsible for payment of the agreed upon fee for any missed session(s). Client is also responsible for payment of the agreed upon fee for any session(s) for which Client failed to give Therapist at least 24 hours’ notice of cancellation. Cancellation notice should be left on Therapist’s voice mail at 925-322-1681.

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • Appointment Policy In making promotions and transfers, the qualifications and abilities of the employees concerned shall be the primary considerations, and where such factors are relatively equal, seniority shall be the determining factor.

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

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