Notice to Employee. If an employment agreement entered into after August 1, 1977 contains a provision requiring the employee to assign or offer to assign any of the employee’s rights in any invention to an employer, the employer must also, at the time the agreement is made, provide a written notification to the employee that the agreement does not apply to an invention for which no equipment, supplies, facility or trade secret information of the employer was used and which was developed entirely on the employee’s own time, and (1) which does not relate (a) directly to the business of the employer or (b) to the employer’s actual or demonstrably anticipated research or development, or (2) which does not result from any work performed by the employee for the employer.
Notice to Employee. In the event of an actual layoff, management will notify the affected employees in writing as soon as possible, but not less than fifteen (15) working days in advance of the layoff date and will send a copy of such notice to the Union. Where notices are sent by first class mail, the time shall begin to run one day after the date of the mailing of the notice.
Notice to Employee. After the discussion in Paragraph (B), a Department Head who concludes that suspension, demotion or dismissal is justified, shall notify the affected employee in writing of the proposed action; the reasons therefore with a copy of charges and material on which it is based and the right to respond to the Department Head or designee. Said notice must be served on the employee at least five work days before the intended action.
Notice to Employee. A discharged employee, or an employee directly involved in a grievance of continuing liability, shall be notified by the Union, in writing, within a reasonable time prior to the Panel hearing, prefer- ably seven (7) days, of the time and place of the grievance meeting. A copy of the notification shall be made available to the Panel upon request.
Notice to Employee. When the University has determined that an employee has been overpaid wages, the University will provide written notice to the employee, which will include the following items: o The amount of the overpayment. o The basis for the claim. o The rights of the employee under the terms of this Agreement. o The timeframe by which the employee must select a repayment option.
Notice to Employee. In the event that proposed changes result in the elimination of a permanent position(s), the employee whose substantive position has been identified for redundancy shall, where possible, receive written notice of up to three (3) months prior to the position being deleted from the Employer’s establishment.
Notice to Employee. The law requires that Employee be advised and Company hereby advises Employee in writing to consult with an attorney and discuss this Release before executing it. Employee acknowledges Company has provided to Employee at least twenty-one (21) calendar days (forty-five (45) calendar days, in the case of a group termination) within which to review and consider this Release before signing it.
Notice to Employee. The law requires that Employee be advised and Company hereby advises Employee in writing to consult with an attorney and discuss this Release before executing it. Employee acknowledges Company has provided to Employee at least twenty-one (21) calendar days within which to review and consider this Release before signing it. Should Employee decide not to use the full twenty-one (21) days, then Employee knowingly and voluntarily waives any claims that Employee was not in fact given that period of time or did not use the entire twenty-one (21) days to consult an attorney and/or consider this Release. Employee acknowledges that Employee may revoke this Release for up to seven (7) calendar days following Employee's execution of this Release and that it shall not become effective or enforceable until such revocation period has expired. Employee further acknowledges and agrees that such revocation must be in writing and delivered to Company in accordance with Section 11(b) of the Agreement and must be received by Company as so addressed not later than midnight on the seventh (7th) day following Employee's execution of this Release. If Employee so revokes this Release, the Release shall not be effective or enforceable and Employee will not receive the monies and benefits described above. If Employee does not revoke this Release in the time frame specified above, the Release shall become effective at 12:00:01 A.M. on the eighth (8th) day after it is signed by Employee. PLEASE READ CAREFULLY. THIS AGREEMENT CONTAINS A GENERAL RELEASE OF ALL KNOWN AND UNKNOWN CLAIMS. I have read and understood the foregoing General Release, have been advised to and have had the opportunity to discuss it with anyone I desire, including an attorney of my own choice, and I accept and agree to its terms, acknowledge receipt of a copy of the same and the sufficiency of the monies and benefits described above, and hereby execute this Release voluntarily and with full understanding of its consequences. Dated: ---------------------- ------------------------------------------- XXXX X. XXXXXXXXX EXHIBIT B GENERAL RELEASE (Group Termination) This General Release ("Release") is executed and delivered by XXXX X. XXXXXXXXX ("Employee") to and for the benefit of URS Corporation, a Delaware corporation, and any parent, subsidiary or affiliated corporation or related entity of URS Corporation (collectively, "Company"). In consideration of certain payments and benefits which Employee will receive follo...
Notice to Employee. Notice to Employee shall have occurred and be effective when: (i) Employee receives actual notice, whether in writing or otherwise; and/or (ii) when a written notice is mailed via certified mail to Employee’s then-current address as reflected in Motive’s records.
Notice to Employee. I, , a member of the Batavia Fire Department, and a member of a bargaining unit represented by the Batavia Fulltime Fire Fighters Association, Local 3436, International Association of Fire Fighters, being proposed for discipline by the City, have been informed of my options to dispute discipline in accordance with the Collective Bargaining agreement between the City and the Union. I understand that I may elect to pursue a grievance over such discipline (option A), or I may choose to dispute the discipline before the City’s Board of Fire and Police Commissioners (option B), but not both. I understand that an election of one of these procedures is a waiver of my rights and remedies to the other. I further understand I must present this Notice to the Union within three days, ( the Union must advise within an additional seven days whether it will pursue this matter to arbitration on my behalf) and that the Union has the final authority on whether to approve this matter for arbitration. If I elect arbitration and the Union declines to authorize arbitration of this matter for any reason, this does not waive my statutory rights under Article 10 of the Illinois Municipal Code to have the matter heard by the Board of Fire and Police Commissioners. I have been given a written notice of the proposed discipline and the factual basis thereof. This notice has been presented to me on , 20 . I have the (10) calendar days, exclusive of today, to return this notice to the Fire Chief, or designee, indicating my choice of disciplinary forum. If I do not return this form electing arbitration then the proposed discipline will be subject to the Board of Fire and Police Commissioners. Fire Chief or Designee: Employee: Local 3436 Representative:
