Notice to the Government of Labor Disputes Sample Clauses

Notice to the Government of Labor Disputes. If the CNA has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of this Agreement, the CNA shall immediately give notice, including all relevant information, to the Agreement Officer.
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Notice to the Government of Labor Disputes a. If the awardee has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of the agreement, the awardee must immediately give notice, including all relevant information, to the cognizant NSF Grants and Agreements Officer. b. The awardee agrees to insert the substance of this article in any subaward, contract or other contractual arrangement to which a labor dispute may delay the timely performance of the agreement. Each contract must provide that in the event its timely performance is delayed or threatened by delay by any actual or potential labor dispute, the contractor must immediately notify the next higher tier contractor or the prime awardee, as the case may be of all relevant information concerning the dispute.
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Notice to the Government of Labor Disputes. A. If the Awardee has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of this agreement, the Awardee shall immediately give notice, including all relevant information, to the Grants and Agreements Officer. B. The Awardee agrees to insert the substance of this clause, including this, in any subcontract to which a labor dispute may delay the timely performance of this agreement; except that each subcontract shall provide that in the event its timely performance is delayed or threatened by delay by any actual or potential labor dispute, the subcontractor shall immediately notify the next higher tier subcontractor or the prime Awardee, as the case may be, of all relevant information concerning the dispute.
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Notice to the Government of Labor Disputes. 1. If the Contractor has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of the Contract, the Contractor must immediately give notice, including all relevant information, to the Transition to Operations Coordinator or the Contract Officer. 2. The Contractor agrees to insert the substance of this provision 6.D.l in any subcontract to which a labor dispute may delay the timely performance of the Contract. Each subcontract shall provide that in the event its timely performance is delayed or threatened by delay by any actual or potential labor dispute, the subcontractor shall immediately notify the next higher tier subcontractor or Contractor, as the case may be, providing all relevant information concerning the dispute.
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Notice to the Government of Labor Disputes. The Contractor shall inform the COR of any actual or potential labor dispute that is delaying or threatening to delay the timely performance of this contract.
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Notice to the Government of Labor Disputes. June 23rd, 2018 - 52 222 33 Notice of Requirement for Project Labor Agreement As prescribed in 22 505 a 1 insert the following provision Notice of Requirement for Project Labor Agreement May 2010'
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Notice to the Government of Labor Disputes. JUNE 23RD, 2018 - 52 222 33 NOTICE OF REQUIREMENT FOR PROJECT LABOR AGREEMENT AS PRESCRIBED IN 22 505 A 1 INSERT THE FOLLOWING PROVISION NOTICE OF REQUIREMENT FOR PROJECT LABOR AGREEMENT MAY
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Notice to the Government of Labor Disputes. If the Contractor has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of this contract, the Contractor shall immediately give notice, including all relevant information, to the Contracting Officer.
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Notice to the Government of Labor Disputes. (FEB 1997)
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Related to Notice to the Government of Labor Disputes

  • Absence of Labor Dispute No labor dispute with the employees of the Company or any of its subsidiaries exists or, to the knowledge of the Company, is imminent, and the Company is not aware of any existing or imminent labor disturbance by the employees of any of its or any subsidiary’s principal suppliers, manufacturers, customers or contractors, which, in either case, would result in a Material Adverse Effect.

  • No Labor Disputes No labor disturbance by or dispute with employees of the Company or any of its subsidiaries exists or, to the knowledge of the Company, is contemplated or threatened, and the Company is not aware of any existing or imminent labor disturbance by, or dispute with, the employees of any of its or its subsidiaries’ principal suppliers, contractors or customers, except as would not have a Material Adverse Effect.

  • Labor Disputes No labor disturbance by or dispute with employees of the Company or any of its Subsidiaries exists or, to the knowledge of the Company, is threatened which would reasonably be expected to result in a Material Adverse Effect.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • No Labor Dispute No labor disturbance by or dispute with the employees of any of the Partnership Entities exists or, to the knowledge of the Partnership Parties, is imminent or threatened that could reasonably be expected to have a Material Adverse Effect.