Relocation Stipend. The School Corporation shall pay the Superintendent a moving and relocation lump-sum payment in the amount of Twenty-Seven Thousand Five Hundred Dollars ($27,500.00) to be paid within thirty (30) days of signing this Contract. Superintendent agrees to reimburse the School Corporation within one hundred twenty (120) days if Superintendent voluntarily terminates his employment prior to the completion of this Contract term as follows: ● Superintendent voluntarily terminates his employment within the first twelve (12) months of July 1, 2022; 100% reimbursement of Relocation Stipend; ● Superintendent voluntarily terminates his employment between twelve (12) and twenty- four (24) months of July 1, 2022; 50% reimbursement of Relocation Stipend; and ● Superintendent voluntarily terminates his employment between twenty-four (24) and thirty-five (35) months of July 1, 2022; 25% reimbursement or Relocation Stipend.
Relocation Stipend. The Employer shall provide all newly hired and current employees who are requested to transfer to a new location a relocation stipend as set forth in the chart below. The Employer may not attempt to collect this stipend from an employee should that employee resign or be terminated from employment so long as the employee has remained employed by SPLC in the new location for one year. Except in the case of an emergency, if an employee leaves employment prior to one year, the employee will be obligated to reimburse SPLC for the relocation stipend on a pro-rated basis. The Employer shall pay half the relocation stipend before the newly hired or current employee relocates. The second half of the relocation stipend shall be included in the employee’s first paycheck after relocation. This Article does not apply to an employee who has chosen or chooses to relocate for their own personal reasons and then must return to a previously assigned work location and position. Miles from home to SPLC office 0-49 50-249 250-499 500-999 1000+ Relocation Stipend $0 $6500 $7500 $8500 $9500
Relocation Stipend. Company shall pay Employee Seventy Thousand Dollars ($70,000), grossed-up at a mutually agreed assumed tax rate of Forty Percent (40%) for a total payment of Ninety-Eight Thousand Dollars ($98,000) (the “Relocation Payment”), to reimburse Employee for Employee’s relocation expenses associated with his move to Wisconsin in connection with his employment by the Company. The Relocation Payment will be paid on January 15, 2015. If Employee incurs actual, reasonable and customary relocation expenses during the first year of his employment that exceed Seventy Thousand Dollars ($70,000) (for items such as real estate commissions and other closing costs relating to the sale of Employee’s current house, payment for moving Employee’s household goods to Wisconsin, including packing, unpacking, and insurance, storage of Employee’s household goods for a maximum of six (6) months while Employee and his family are in temporary housing, and the cost of moving up to two vehicles) (“Excess Relocation Expenses”), he may provide the CEO with documentation of such Excess Relocation Expenses, and the CEO may elect, in his discretion, to reimburse Employee for all or part of such Excess Relocation Expenses. In addition to the Relocation Payment and Excess Relocation Expenses, Company will reimburse Employee for the reasonable cost of temporary housing in Wisconsin and reasonable occasional travel back to Employee’s current house for up to six (6) months and will reimburse Employee for the reasonable expenses associated with two (2) house-hunting trips by Employee and his spouse. Reimbursement of such costs and expenses will be made upon the request of the Employee, subject to Employee’s providing reasonable documentation of the reimbursable costs and expenses. Employee agrees that if Employee terminates his employment with the Company without Good Reason (as defined below) at any time before January 1, 2016, Employee shall repay all payments made to him pursuant to this Section 4.5 (including without limitation the Relocation Payment) within thirty (30) days of the effective date of his termination. Employee further agrees that if Employee fails to relocate his primary residence to Wisconsin by September 1, 2016, he shall, on September 2, 2016, repay the Relocation Payment. Any taxes payable with respect to the payments made by the Company to Employee pursuant to this Section 4.5, including without limitation the Relocation Payment, shall be the sole responsibility of Employee, ...
Relocation Stipend. In connection with and to assist with Executive’s relocation, the Company will pay Executive a one-time relocation stipend of $50,000 (subject to applicable deductions and withholdings), such amount to be paid within 30 days of the Effective Date. In the event that Executive’s employment is terminated by the Company for Cause, or by Executive for any reason other than Good Reason, in any case before the first anniversary of the Effective Date, Executive shall repay to the Company this amount in full within 30 days of termination. For the avoidance of doubt, in the event that Executive’s employment is terminated by the Company other than for Cause, Executive shall not be obligated to repay to the Company this amount. In addition, if Executive does not relocate to the San Francisco Bay Area within six months of the Effective Date, Executive shall repay to the Company this amount in full within 30 days of the expiration of such six-month period.
Relocation Stipend. To assist with Executive’s permanent relocation to Los Angeles County, California, the Company shall provide Executive with a one-time payment in the net amount (i.e., after applicable deductions and withholdings) of $175,000 (the “Relocation Stipend”). For the avoidance of doubt, the Company will gross up this net amount payment to an amount sufficient to cover all federal, state and local taxes applicable to such net payment, and the total grossed up amount shall, for tax purposes, be deemed income paid to Executive. Such payment shall be made with 30 days after the later of (a) the Effective Date and (b) Executive’s permanent relocation to Los Angeles County, California. Promptly following any request by the Company, Executive shall furnish to the Company any and all documentation reasonably requested by the Company to confirm Executive’s permanent relocation to Los Angeles County, California, which may include copies of utility bills, leases, invoices from movers and/or a signed statement from Executive attesting to such permanent relocation. Executive hereby acknowledges and agrees that, if Executive’s employment with the Company is terminated by the Company for Cause (as defined below), or if Executive terminates Executive’s employment with the Company without Good Reason (as defined below), at any time on or prior to February 5, 2026, Executive shall repay to the Company the full net amount of any such Relocation Stipend within 10 days following the date of such termination.
Relocation Stipend. Company shall pay Employee a stipend in the amount of One Hundred Thousand Dollars ($100,000) (“Relocation Stipend”), with a deduction for any tax withholdings required under applicable law, to cover anticipated expenses in connection with her relocation to the Madison, Wisconsin area for purposes of her employment with the Company. The Relocation Stipend shall be paid at the time, and only if, Employee relocates her primary residence to the Madison, Wisconsin area. Employee agrees that if Employee terminates her employment with the Company without Good Reason (as defined below), or if the Company terminates Employee’s employment for Cause (as defined below), at any time before the first anniversary of the effective date of this Agreement, Employee shall repay the Relocation Stipend within thirty (30) days of the effective date of her termination. Any taxes payable with respect to the Relocation Stipend shall be the sole responsibility of Employee, and the Company will follow federal, state and local tax regulations with regard to reporting of the payment of the Relocation Stipend and required withholdings related to the payment of the Relocation Stipend.
Relocation Stipend. On the Company’s first regularly scheduled payroll date following the Start Date, Executive shall receive a one-time lump sum relocation stipend in the amount of $135,000. This relocation stipend is intended to cover all relocation expenses including, but not limited to, moving costs, realtor fees, closing costs, etc. 4.
Relocation Stipend. In consideration of Executive’s relocation to the Chicago, Illinois metropolitan area, the Company shall pay to Executive a one-time cash payment equal to Seventy Thousand and 01/100 Dollars ($70,000) within thirty (30) days following the Effective Date.
Relocation Stipend. It is a condition of your employment hereunder that you relocate your primary state tax residence within a reasonable commuting distance of the ACTIVE/97201856.2 Company's Cambridge Massachusetts office prior to the one-year anniversary of your Start Date. The Company shall provide you with a stipend in the about of $40,000.00 to cover the costs of such relocation ("Relocation Stipend"), to be paid to you on the Company's first regularly-scheduled payroll date following the Start Date, less applicable taxes and withholdings. In the event your employment with the Company is terminated by the Company for Cause (as defined below) prior to the conclusion of the one-year anniversary of your Start Date, you must repay the Company for 100% of the Relocation Stipend paid to you within 10 days following your last date of employment with the Company, and, if any amount remains unpaid, then you authorize the Company to deduct such amount from any final payments otherwise due to you by the Company, to the extent permitted by law.
Relocation Stipend. In lieu of any other relocation allowance or other reimbursement, Executive will be paid a monthly stipend of four thousand dollars ($4,000) during each month of the first twelve (12) months that Executive is in continuous employ of the Company on a full-time basis. The monthly stipend will be grossed up based on Executive’s income tax bracket so that it is a net payment to Executive, i.e., the Company will pay Executive such additional compensation as is necessary to place Executive in the same after tax position he would have been in had no income tax been incurred on the monthly stipend payment.
