Personal Hardship Clause Samples
The Personal Hardship clause allows a party to request relief from certain contractual obligations if they experience significant personal difficulties, such as illness, family emergencies, or other unforeseen personal challenges. Typically, the clause outlines the process for notifying the other party and may specify what types of hardships qualify, as well as the forms of relief available, such as deadline extensions or temporary suspension of duties. Its core function is to provide flexibility and fairness in the contract, ensuring that individuals are not unduly penalized for circumstances beyond their control.
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Personal Hardship. It is not unusual for students to find adjusting to college and living in a student residential community a big challenge. Whether it is finding a quiet place to study, resolving differences with a roommate, or adjusting to sharing a room, it may feel that community living isn’t working for you. Other options: Although the CSUEB University Housing Office understands this feeling of incompatibility, it is not a reason that can be accepted for canceling a License Agreement. Instead, a Residence Life staff member will meet with you personally to identify your concerns and assist in developing an appropriate response. Some of the approaches that you will be asked to pursue are: ● Speak with your Resident Assistant or Residence Life staff member ● Discuss with your Residence Life staff member about options of a room/apartment change ● Meet with one of the counselors at Counseling Services Required Documentation: If a student pursues personal hardship as his/her reason for cancellation, he/she must submit the following: ● A letter describing the hardship in detail and specific steps taken to resolve the matter ● Supporting documentation from your Residence Life staff member to demonstrate resolution attempts ● Supporting documentation from a counselor and/or medical doctor. Examples of Cancellation Denial on Personal Hardship: ● Preference to live with others off-campus ● Preference to available food options with residential dining meal plan ● Unsatisfactory residential experience ● Limited use of residential facilities Likewise, some students may find adjusting to academic courses challenging, and may want to consider withdrawing from course(s), term, and/or the university. This is outside the scope of automatic cancellation for students who have declared graduation or have ended an international program with the campus. Depending on the circumstances, CSUEB University Housing may identify certain circumstances that impact ability for canceling a License Agreement, including ability to meet campus policies around add/drop deadlines, cancellation deadlines, enrollment periods, and engagement with academic support. The CSUEB University Housing Office does not cancel a license based on dropping of partial classes and/or mid semester withdrawal. Some of the approaches that you will be asked to pursue are: ● Speak with an academic advisor to guide you through academic adjustments and options. ● Met cancellation deadlines as set by Housing ● Speak with financial aid ...
Personal Hardship. 1. When an employee feels that an out-of-town assignment will create a personal hardship he should explain all the facts to his Supervisor. The Supervisor should listen to the employee, evaluate the situation and make a decision whether to send the employee on a non-voluntary basis or not. These decisions will have to be made on a case-by-case basis, relying on the information supplied by the employee as well as other facts which may be known to the Supervisor.
2. If a non-voluntary job assignment lasts more than eight (8) weeks the Supervisor should consider rotating personnel to complete that job assignment. (If for example, the Supervisor knows that an out-of-town work assignment will last for ten (10) weeks, he might consider sending two (2) different groups for five (5) weeks each.)
Personal Hardship. When an employee feels that an out-of-town assignment will create a personal hardship they should explain all the facts to their Supervisor. The Supervisor should listen to the employee, evaluate the situation and make a decision whether to send the employee on a non-voluntary basis or not. These decisions will have to be made on a case-by-case basis, relying on the information supplied by the employee as well as other facts, which may be known to the Supervisor.
Personal Hardship a. Employees can request to be excluded from a CWS if they believe working the CWS would impose a personal hardship on them. Accommodations to CWS for an Employee's personal hardships will be determined by the supervisor. The Employer should be sensitive to the possibility that a CWS could have an adverse effect on certain employees, particularly disabled employees and those who are responsible for the care of disabled family members or dependent children. Depending on the facts and circumstances in the individual case, other valid hardship situations may occur that could be grounds for excusing an employee from working under a CWS program. Requests for exemptions will be submitted to the supervisor. A determination regarding the request for an exemption will be made and communicated to the employee as soon as possible but no later than ten days after the request is submitted. Sufficient documentation may be required to support the request. Every effort will be made to accommodate the request within the goals and purposes of the CWS and patient care needs.
b. The Union may provide input and recommendations on individual requests and general principles to be applied.
Personal Hardship. Child-rearing and the preparation therefore
Personal Hardship. 1. Any employee may request special consideration due to personal hardship. Personal hardship is an appropriate consideration in any Management action affecting employees.
2. Hardships are situations outside of the employee’s reasonable ability to control that affect the health and welfare of the employee or his or her family. Some examples of significant hardship are:
a. A specific long-term medical situation where services or care are more accessible in a specific location.
b. Special education needs for children related to physical or mental disability.
c. Significant and recurring harassment or discrimination against the employee or his or her family at work or in the community.
d. Specific situations related to marital status, such as divorce, reconciliation, sibling care issues, and spousal placement (dual career).
Personal Hardship. Any bargaining unit employee may request special consideration due to personal hardship. Management will consider all hardship requests and where possible, take steps to provide assistance.
Personal Hardship. 9.1 Any case of personal hardship caused by non-approval of leave must be discussed by the employee with the Plant Manager.
Personal Hardship. An employee may request approval of a work-at-home arrangement which presents a significant personal hardship. However, this program may not be used as a substitute for dependent care or child care.
Personal Hardship. Any employee who encounters a personal hardship with their work hours may request an accommodation from their Department Head. A hardship request will be limited to an employee’s authorized hours of work. An accommodation will be considered only after the employee has exhausted all other personal options to resolve the hardship. If the employee is unable to resolve their problem, the employee may request an accommodation from their Department Head by submitting a hardship claim. The Department Head may authorize an accommodation after reviewing said claim or assign a manager to investigate and recommend a resolution of the hardship claim. The manager may recommend one of the following:
1. Approve an appropriate flex schedule that does not disrupt the department’s ability to deliver its services or create disruption in the work unit;
2. Deny the employee’s proposed solution to resolve the hardship; or
3. Reassign the employee to a 5/40 work schedule. The Department Head may accept any one of the manager’s recommendations or advance their own to resolve the hardship.