Return Home Sample Clauses

Return Home. Up to the Benefit Xxxxxx stated in the Schedule of Benefits for additional expenses reasonably and necessarily incurred in returning the Insured Person, their Personal Belongings and any portable Business equipment to their home in the event that they were prevented from returning there due to physical incapacity lasting 48 hours. The return must be organised by Chubb Assistance.
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Return Home. If the Insured Person’s Accidental Bodily Injury, disease or illness occurs during a Trip and results in the Insured Person being unable to continue traveling on a Trip due to medically imposed restrictions as determined by a Physician then We will pay, up to the maximum Benefit Amount shown in Section IV-C of the Schedule of Benefits, to return the Insured Person to their Permanent Primary Residence. We will also pay to return the Insured Person’s Dependents who are travelling with the Insured Person to their Permanent Primary Residence. In the event that We are asked to return the Insured Person or Dependents to a location other than their Permanent Primary Residence, We will only reimburse up to what the cost would have been to return the Insured Person or Dependents to their Permanent Primary Residence. Any additional costs shall be the responsibility of the Insured Person. All transportation arrangements must be made by Our Assistance Services Administrator and shall be by the most direct and economical route. In no event will We pay more than the Benefit Amount for Return Home, shown in Section IV-C of the Schedule of Benefits, regardless of the number of people that are returned home. With respect to this Return Home benefit, the Disease or Illness Exclusion in Section VI - General Exclusions of the Contract does not apply.
Sample 1
Return Home. An employee who is required to perform any of the duties specified in clause 3.2.2 of this Schedule, will not be paid a meal allowance unless the employee satisfies the Secretary, that it is not reasonable to expect that the employee return to a permanent or temporary residence and obtain a meal between the time at which the employee ceases duty before the meal, and the time at which the employee is required to commence duty after the meal. The following allowances and reimbursable expenses are listed in this Schedule: • First Aid Certificate allowance; • Occupational Health and Safety allowance; • Fire Warden allowance; • Motor Vehicle allowance; • Disruption allowance; • Excess travelling time; • Relocation; • Shiftwork; and
Sample 1
Return Home. Where an Employee is required to return home to collect personal protective equipment not brought to work, the Employee is obliged to return to work on the same day in a prompt manner. Should the Employee choose to remain absent from work on that day this will be deemed as an act of misconduct and may lead to Summary Dismissal. The time taken to return home and return to work will constitute unpaid time.
Sample 1

Related to Return Home

  • Return to Position Upon return from FMLA leave, the employee shall be returned to the same or equivalent position in the same class and work location, including the same shift or equivalent schedule, unless the University and the employee agree in writing to other conditions and terms under which such leave is to be granted.

  • Return Rights The President and Vice-President will have the right to return to the same position or in another position in the same job classification and the same geographic area as determined by the Employer, provided such reemployment is not in conflict with other articles in this Agreement. The employee and the Employer may enter into a written agreement regarding return rights at the commencement of the leave. The period of leave will not impact the employee’s seniority date.

  • Return Policy Subject to the requirements of this Agreement, Customer may return standard Hardware and Software within thirty (30) days of the invoice date. NI reserves the right to charge Customer a fifteen percent (15%) restocking fee for any Products returned to NI. No returns will be accepted after the thirty (30) day period has expired. A Return Material Authorization (RMA) number is required for Customer to return any Products. Acceptance of returns of customized Products and Non-NI Branded Products is in the sole discretion of NI.

  • Return to Former Position (a) An employee who has had at least 12 months' continuous service with an employer immediately before commencing part-time employment after the birth or placement of a child has, at the expiration of the period of such part-time employment or the first period, if there is more than one, the right to return to his or her former position. (b) Nothing in Clause 2.4.3(a) shall prevent the employer from permitting the employee to return to his or her former position after a second or subsequent period of part-time employment.

  • Return to Service Upon completion of a leave of absence, the employee is to be returned to the classification formerly occupied, or to a similar classification if the employee's former classification no longer exists. The employer has the right to fill the position formerly occupied when the employer feels it necessary. An employee may be returned to active pay status prior to the originally scheduled expiration of the leave if such earlier return is agreed to by both the employee and the Superintendent.

  • Return Upon the expiration date of this Agreement with respect to any or all Equipment, You will return the property to Us, together with all accessories, free from all damage and in the same condition and appearance as when received by You.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Return Requirements Ordering entity shall coordinate returns with the Contractor. Upon notification by the ordering entity of a duplicate shipment, over-shipment or shipment in poor condition, the products must be promptly removed at the contractor and/or dealer’s expense. Ordering entities reserve the right to return products for defects in material and/or workmanship. In the event of product return, the ordering entity reserves the right to accept either a full refund for the returned product or a replacement of the product.

  • Return of Company Property On the date of Executive's termination of Service with the Company for any reason (or at any time prior thereto at the Company's request), Executive shall return all property belonging to the Company (including, but not limited to, any Company-provided laptops, computers, cell phones, wireless electronic mail devices or other equipment, or documents and property belonging to the Company).

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

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