Reasonable Distance Sample Clauses

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Reasonable Distance. For purposes of this Charter, the term “reasonable distance” shall be defined as residing in the area located between two (2) and four (4) miles of the School. Students who reside within a reasonable distance from the School have the right to free transportation.
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Reasonable Distance. The School shall be responsible for transporting, in a non-discriminatory manner, to and from the School, all those students who are entitled to transportation by law. The term “reasonable distance” shall be defined in accordance with Chapters 1000 through 1013, Florida Statutes, as amended from time to time and the standards and guidelines provided by the State Department of Education.
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Reasonable Distance. Transportation will not be a barrier to equal access for all students residing within the Lee County School District.
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Reasonable Distance. Transportation will not be a barrier to equal access for all students 10 residing within the District, and the School shall provide transportation to all students 11 residing in the District subject to the lim itations in this Section 6.B. Students residing 12 within two m iles of the school will be exp ected to furnish their own transportation, 13 except that certain students, as specified in Section 1006.21, F.S., for exam ple students 14 with disabilities and elem entary grade student s who are subject to specified hazardous 15 walking conditions, must be provided transportation, regardless of the distance from the
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Reasonable Distance. Employees are required to live within a reasonable distance from the office out of which they work.
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Reasonable Distance. The provisions of this Section will apply to a pilot moving to a new domicile located a reasonable distance from his new base. Reasonable distance is defined as a distance which will allow the pilot to commute daily, to and from work, by ground transportation.
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Reasonable Distance. The School and Sponsor shall cooperate in making arrangements that ensure that transportation is not a barrier to equal access for all students residing within a reasonable distance to be mutually agreed upon by both parties, in writing.
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Related to Reasonable Distance

  • Reasonable Suspicion “Reasonable suspicion” or “reasonable cause” is a belief based upon facts gathered from the totality of the circumstances that would cause a reasonable manager to suspect impaired performance or reduced job safety by an employee on the job. Reasonable suspicion is not to be based upon unconfirmed rumors, but shall be based upon individual observation by an individual of managerial rank trained by the District to recognize the symptoms of substance abuse. The Manager is required to take into account other possible explanations for observed behavior, such as illness, lack of sleep, fatigue, and reactions to noxious fumes or smoke. The facts supporting the reasonable suspicion shall be documented and recorded in a manner provided in Attachment I. In determining if reasonable suspicion exists, the manager shall consider factors such as, but not limited to, fatigue, lack of sleep, side effects of prescription and/or over the counter medications, reactions to nauseous fumes or smoke, etc., which may explain the behavior of the employee. The involvement of an employee in an accident or on-the-job injury shall not, standing alone, constitute the reasonable suspicion required by this Policy. The subject employee shall, where possible, be interviewed prior to a reasonable suspicion determination being made. The employee shall have the right to Teamsters, Local 1932 representation during such interview unless acquiring such representation would delay the interview and possible test for an unreasonable period of time. An unreasonable delay is one which may impact the validity of any test results. The suspected employee shall have the right to Teamsters, Local 1932 representation during such interview, if requested, and the employee shall be advised of that right by the Fire Chief or designee prior to any such interview. The employee and, if applicable, the Teamsters, Local 1932 representation shall upon request be given copies of all available documentation of reasonable suspicion and have reasonable time to review these documents before the interview commences. During the interview, the Fire Chief or designee shall give the employee the opportunity to explain his or her condition, and the Fire Chief or designee shall keep a record of the interview. A non-inclusive description of behavior that may constitute evidence of reasonable suspicion is as follows: Slurred speech; Physical altercation; Verbal altercation; On-duty possession of alcohol or drugs; Information obtained from a reliable person with personal knowledge as to an employee’s drug or alcohol use or possession; Disorientation or job impairment (inability to perform employee’s job in a routine manner); Any bargaining unit member arrested and/or convicted for driving any type of vehicle under the influence of alcohol or drugs; Any bargaining unit member arrested and/or convicted of an alcohol or drug-related criminal charge; Odor of alcohol on breath; Unsteady gait or balance Glassy eyes;

  • Communicable Disease Bodily injury" or "property damage" which arises out of the transmission of a communi- cable disease by an "insured";