Relocation Policy. 35.01 It is understood that the employer determines the community in which a uniformed employee serves and may require him or her to transfer to several different work locations in the province of Ontario during his or her employment. In recognition of these unique operational considerations, a uniformed employee will be entitled to reimbursement of relocation expenses under the employer’s written Relocation Expenses Directive as long as:
(a) the new work location is at least forty (40) kilometres away from the old workplace; and
(b) the road distance between the new work location and new residence is at least forty (40) kilometres less than the road distance between the new place of employment and old residence.
Relocation Policy. Employees who have completed their initial probationary period and who have commenced their first work assignment and who thereafter may be transferred or relocated shall be eligible for the benefits provided in Section 13 through Section 17 below, provided the employee is transferred or relocated more than 15 miles and moves his or her family residence more than 15 miles closer to the new work location. Except for employees covered by Section 13 of this Article, the Employer is not obligated to pay these benefits as a result of an employee's being granted a voluntary transfer if the employee was paid these benefits less than four years earlier as a result of a previous voluntary transfer.
Relocation Policy. Executive shall be entitled to receive the benefits and/or reimbursements for relocation costs related to Executive’s relocation to the Allegan, Michigan area, in each case, payable pursuant to the Company’s relocation policy. In addition, in the event that Executive’s employment is terminated by the Company without Cause or by Executive for Good Reason, in each case within two years after the Effective Date, the Company shall reimburse Executive for any loss on the sale of his residence in the Allegan, Michigan area in an amount equal to the excess (if any) of Executive’s purchase price for such residence over the greater of (i) the Appraised Value (as defined below), and (ii) the actual sale price of Executive’s residence, provided that (x) the sale of such residence occurs within 18 months after the termination of employment (the “Resale Protection Period”), unless such Resale Protection Period is extended by mutual agreement of the parties to this Agreement, and (y) such actual sale price is not less than the average value of the residence, as determined within 30 days before the sale by two independent appraisers mutually appointed by Executive and the Company (such average value, the “Appraised Value”).
Relocation Policy. 37.01 It is understood that the employer determines the community in which a uniformed employee serves and may require him or her to transfer to several different work locations in the province of Ontario during his or her employment. In recognition of these unique operational considerations, a uniformed employee will be entitled to reimbursement of relocation expenses under the employer’s written relocation policy as long as:
(a) the new work location is at least forty (40) kilometres away from the old workplace; and
(b) the road distance between the new work location and new residence is at least forty (40) kilometres less than the road distance between the new place of employment and old residence.
(A) ACROSS-THE-BOARD WAGE INCREASES The salary schedules for Uniformed Officers for January 1, 2006 through to December 31, 2008 are attached.
(B) PROVINCIAL RESPONSIBILITY INCENTIVE (PRI) Effective July 1, 2003, a new Provincial Responsibility Incentive* will be introduced for all classifications at the rank of First Class Constable and above structured as follows: • 3% of the First Class Constable rate for 8 to 16 completed years of continuous service • 4% of the First Class Constable rate for 17 to 22 completed years of continuous service • 5% of the First Class Constable rate for 23 or more completed years of continuous service The PRI will be considered as basic pay for the purposes of pension contributions and premium calculation (e.g. overtime, statutory holidays, vacation). It is not included in base salary for the purposes of calculating annual increases. Effective July 1, 2004, the PRI will be increased to the following: • 3% of the First Class Constable rate for 8 to 16 completed years of continuous service • 6% of the First Class Constable rate for 17 to 22 completed years of continuous service • 9% of the First Class Constable rate for 23 or more completed years of continuous service The PRI will be considered as basic pay for the purposes of pension contributions and premium calculation (e.g. overtime, statutory holidays, vacation). It is not included in base salary for the purposes of calculating annual increases. * The Provincial Responsibility Incentive is to recognize the contribution made by OPPA members to provincial policing across the province. Service for the purposes of the Provincial Responsibility Incentive (PRI) only will be calculated as follows: • For employees hired directly from another police force, prior to May 28, 2003, servi...
Relocation Policy. The Government agrees to review the relocation policy every five (5) years so as to ensure that it serves the purpose for which it was intended.
Relocation Policy. If the Employee is requested to relocate his principal residence for the Company's benefit and the Employee agrees to relocate, the Employee shall be reimbursed for all expenses in accordance with the Company's relocation policy as in effect from time to time.
Relocation Policy. The Hotel shall treat any Company guest at least equally as the Hotel treats any other Hotel guest, including, without limitation, how the Hotel handles overbooking situations. If Hotel is unable to honor a guest’s reservation after all other efforts to relocate direct bookings and other guests have been made by Hotel, then Hotel shall immediately (a) notify Company of such inability, (b) relocate the guest to a property that is of an equal star quality rating than Hotel, (c) prepay or make other arrangements to cover the room charges at such property for first night room and tax and all transportation costs to such property, and (d) deliver a written explanation absolving Company of responsibility for Hotel’s failure to honor the reservation. Company shall not be responsible for any amounts owing to Hotel related to such guest’s reservation in the event the guest remains dissatisfied. or any other correspondence must be acknowledged by Hotel reservation team within 48 hours from email or fax received. Without this acknowledgement the Hotel will not accept any responsibilities. Company is responsible to ensure Hotel´s acknowledgment within this time frame. Failure to receive acknowledgement by Hotel reservations should be notified by Company to the Hotel and the Company will make best effort to receive reply from the Hotel´s reservations department.
Relocation Policy. This policy covers usual and customary costs associated with relocation (a copy will be provided for your review). In addition, for a period of twelve months from the commencement of employment, if necessary, the Company will provide for the costs of temporary housing near the corporate offices.
Relocation Policy. During the Period of Employment, if Executive’s principal place of employment is moved to a location outside of 100 miles from Executive’s residence as of the Effective Date, the Company shall pay or reimburse Executive up to $10,000 for reasonable relocation expenses incurred by Executive and Executive’s household in moving to the new location. Such expenses shall include, without limitation, travel, transportation, meal and similar related moving expenses.”
Relocation Policy. In the event the Hotel is unable to provide a guestroom to a delegate holding a reservation, the Hotel agrees to notify the Company as soon as possible and provide the Company the opportunity to determine which delegate is to be relocated. Accommodation will be provided at the nearest comparable hotel and a three (3) minute long distance call plus one daily round-trip transportation between the other hotel and the Hotel during the time the attendee is at the alternate hotel shall be at the Hotel’s sole expense. Company shall in case of such termination be obliged to compensate the Hotel and pay damages of no less than the amount of cancellations fees which would apply upon cancellation of the event at that point in time prior to the event. ROOMS DESCRIPTION REQUIRED DUE DATE DUE AMOUNT PAID DEPOSIT Total charges in USD (excl. VAT) Yes 16/06/2024 $ 5,340.00 - If the terms of payment are violated for more than one day, The Hotel is authorized to present a written request to the Company charging him with fine in the amount of 0.5% of the non-paid sum for each violated day Billing Instructions Charges related to this Contract should be invoiced as follows: Master Account Individual Accommodation X Breakfast X All charges shall be invoiced and paid as set out above. The Individuals shall pay any charges which remain unpaid by individuals. The invoiced amounts shall be paid in USD . No discount of any kind or bank charges shall be subtracted from the amount due. COMPANY Billing Address: LLC "Hotel Inturist Kazbegi" S/K: Receiving bank: Bank code: Account number:
