Ramp Rate Limit Sample Clauses

Ramp Rate Limit. Any control mode should be limited by maximum power ramp values (in kW/s). This will allow rapid fluctuations of primary power sources not to be transmitted as power oscillations to the electrical power grid, in order to ensure compliance with typical requirements of network codes for generation plants. Maximum ramp values include increased and decreased power. They will be configured by the plant operator of the Local controller.
Sample 1
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Ramp Rate Limit. It should also be possible to include an active power offset (delta) between the power production and the available power. In this case the active power production of the hybrid plant will be limited to a delta value of the active power corresponding to the dominant control mode. Independent delta values will have the possibility to be parameterized for each renewable energy source, in order to separately limit solar and wind energy resources. It will also be possible to set minimum values for active power; in which case the active power cannot decrease below these values. This will ensure the operation of subsystems above their technical minimums.
Sample 1

Related to Ramp Rate Limit

  • Continuation of Optional Coverages During Unpaid Leave or Layoff An employee who takes an unpaid leave of absence or who is laid off may discontinue premium payments on optional policies during the period of leave or layoff. If the employee returns within one (1) year, the employee shall be permitted to pick up all optionals held prior to the leave or layoff. For purposes of reinstating such optional coverages, the following limitations shall be applicable. For the first twenty-four (24) months of long-term disability coverage after such a period of leave or layoff during which long-term disability coverage was discontinued, any such disability coverage shall exclude coverage for pre-existing conditions. For disability purposes, a pre-existing condition is defined as any disability which is caused by, or results from, any injury, sickness or pregnancy which occurred, was diagnosed, or for which medical care was received during the period of leave or layoff. In addition, any pre-existing condition limitations that would have been in effect under the policy but for the discontinuance of coverage shall continue to apply as provided in the policy. The limitations set forth above do not apply to leaves that qualify under the Family Medical Leave Act (FMLA).

  • Paid Rest Periods All Employees shall be given a paid rest period of fifteen (15) minutes in the first and second half of their daily shift in an area made available by the Employer. If mutually agreed to between the parties, the two (2) rest periods shall be combined.

  • Rest Period An employee who works overtime shall have at least a ten hour rest period between the end of ordinary hours on any one day and start of ordinary hours on the next day. If on the instructions of the employer, the employee resumes or continues work without having had 10 consecutive hours off duty, the employee shall be paid double time until he or she is released from duty for ten hour rest period. The employee shall then be entitled to be absent without loss of pay for ordinary working hours occurring during the ten hour rest period. In the case of shift workers, eight hours shall be substituted for ten hours when overtime is worked:

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