Minimum Moving Distance Sample Clauses

Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 40 radius kilometers closer to the new work location to qualify for relocation assistance (see diagram). However, where an employee believes that this requirement creates a hardship, a joint Society-Management review at the Divisional or Business Unit level of the receiving unit shall consider the individual situation. This review shall consider the following criteria: • increase in commuting time; • increase in commuting cost; • access to public transit; • personal family considerations; • recognition that ESA is not responsible for upgrading the individual's standard of living; • permanence of move to the new work location; • relationship between road distance and radius distance; • comparability of eligibility in comparison to treatment of Society- represented employees in similar circumstances. The review team will balance the results of this review with the business requirements of the unit and may decide to waive or amend the minimum distance rule. The decision of the review team is final and binding. If the review team is unable to reach consensus, the matter will be referred to the JSMT (Joint Society Management Team), which will have the authority to make a decision or to have the issue resolved as they see fit without prejudice. What is meant by 40 km closer to the new work location is shown in the diagram below.
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Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 40 road kilometers by the shortest normal route closer to the new work location to qualify for relocation assistance.
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Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 50 radius kilometers closer to the new work location to qualify for relocation assistance (see diagram). However, where an employee believes that this requirement creates a hardship, a joint Society-Management review shall consider the individual situation. This review shall consider the following criteria:  increase in commuting time;  increase in commuting cost;  access to public transit;  personal family considerations;  recognition that Kinectrics is not responsible for upgrading the individual's standard of living;  permanence of move to the new work location;  relationship between road distance and radius distance;  comparability of eligibility in comparison to treatment of Society-represented employees in similar circumstances. The review team will balance the results of this review with the business requirements of the unit and may decide to waive or amend the minimum distance rule. The decision of the review team is final and binding. If the review team is unable to reach consensus, the matter will be referred to the JSMC which will have the authority to make a decision or to have the issue resolved as they see fit without prejudice. What is meant by 50 km closer to the new work location is shown in the diagram below.
Sample 1
Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 40 road kilometers closer to the new work location to qualify for relocation assistance. Distances on which calculations will be made are land distances by the most direct route. However, where an employee believes that this requirement creates a hardship, a joint Society- Management review at the Divisional or Business Unit level of the receiving unit shall consider the individual situation. This review shall consider the following criteria: • increase in commuting time; • increase in commuting cost; • access to public transit; • personal family considerations; • recognition that NWMO is not responsible for upgrading the individual's standard of living; • permanence of move to the new work location; • comparability of eligibility in comparison to treatment of Society-represented employees in similar circumstances. The review team will balance the results of this review with the business requirements of the unit and may decide to waive or amend the minimum distance rule. The decision of the review team is final and binding. If the review team is unable to reach consensus, the matter will be referred to the JSMC which will have the authority to make a decision or to have the issue resolved as they see fit without prejudice.
Sample 1
Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 40 radius kilometers closer to the new work location to qualify for relocation assistance (see diagram). However, where an employee believes that this requirement creates a hardship, a joint Society-Management review at the Divisional or Business Unit level of the receiving unit shall consider the individual situation. This review shall consider the following criteria: • Increase in commuting time. • Increase in commuting cost. • Access to public transit. • Personal family considerations. • Recognition that Xxxxx Xxxxx is not responsible for upgrading the individual's standard of living. • Permanence of move to the new work location. • Relationship between road distance and radius distance. • Comparability of eligibility in comparison to treatment of Society-represented employees in similar circumstances. The review team will balance the results of this review with the business requirements of the unit and may decide to waive or amend the minimum distance rule. The decision of the review team is final and binding. If the review team is unable to reach consensus, the matter will be referred to the JWP which will have the authority to make a decision or to have the issue resolved as they see fit without prejudice. What is meant by 40 km closer to the new work location is shown in the diagram below.
Sample 1
Minimum Moving Distance. 52.2.1 Normally, an employee must move a minimum of 40 radius kilometers closer to the new work location to qualify for relocation assistance (see diagram). However, where an employee believes that this requirement creates a hardship, a joint Society-Management review by the Company shall consider the individual situation. This review shall consider the following criteria: • Increase in commuting time. • Increase in commuting cost. • Access to public transit. • Personal family considerations. • Recognition that Xxxxx Power is not responsible for upgrading the individual's standard of living. • Permanence of move to the new work location. • Relationship between road distance and radius distance. • Comparability of eligibility in comparison to treatment of Society-represented employees in similar circumstances. The review team will balance the results of this review with the business requirements of the unit and may decide to waive or amend the minimum distance rule. The decision of the review team is final and binding. If the review team is unable to reach consensus, the matter will be referred to the JWP which will have the authority to make a decision or to have the issue resolved as they see fit without prejudice. What is meant by 40 km closer to the new work location is shown in the diagram below. The provisions set out in Subsection 52.2.1 will apply unless Mid-Term Agreements pursuant to Article 7 are in effect. New Work Headquarters B{ Old Principle Residence C New Principle Residence Distance A minus Distance B equals Distance C Distance C must be greater than or equal to 40 radius km 52.3 Expenses for Reimbursement
Sample 1

Related to Minimum Moving Distance

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The objective is to make clear that there needs to be no one to one correspondence between the courses followed abroad and the ones replaced at the sending institutions. The aim is rather that a group of learning outcomes achieved abroad replaces a group of learning outcomes at the sending institution, without having a one to one correspondence between particular modules or courses. A normal academic year of full-time study is normally made up of educational components totalling 60 ECTS* credits. It is recommended that for mobility periods shorter than a full academic year, the educational components selected should equate to a roughly proportionate number of credits. In case the student follows additional educational components beyond those required for his/her degree programme, these additional credits must also be listed in the study programme outlined in table A. When mobility windows are embedded in the curriculum, it will be enough to fill in table B with a single line as described below: Component code (if any) Component title (as indicated in the course catalogue) at the sending institution Semester [autumn / spring] [or term] Number of ECTS* credits Mobility window … Total: 30 Otherwise, the group of components will be included in Table B as follows: Component code (if any) Component title (as indicated in the course catalogue) at the sending institution Semester [autumn / spring] [or term] Number of ECTS* credits Course x … 10 Module y … 10 Laboratory work … 10 Total: 30 The sending institution must fully recognise the number of ECTS* credits contained in table A if there are no changes to the study programme abroad and the student successfully completes it. Any exception to this rule should be clearly stated in an annex of the Learning Agreement and agreed by all parties. 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A recommended level has been agreed between the sending and receiving institutions in the inter-institutional agreement. In case the student would not already have this level when he/she signs the Learning Agreement, he/she commits to reach it with the support to be provided by the sending or receiving institution (either with courses that can be funded by the organisational support grant or with the Erasmus+ online tutored courses). All parties must sign the document; however, it is not compulsory to circulate papers with original signatures, scanned copies of signatures or digital signatures may be accepted, depending on the national legislation. * In countries where the "ECTS" system it is not in place, in particular for institutions located in partner countries not participating in the Bologna process, "ECTS" needs to be replaced in all tables by the name of the equivalent system that is used and a weblink to an explanation to the system should be added. 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