Right to work checks Sample Clauses

Right to work checks. All Candidates and Temporary Resources must be eligible to work in the United Kingdom (UK). Though the Hirer will employ successful Candidates (and therefore will be legally responsible for ensuring that successful Candidates have the right to work in the UK) the Relevant Supplier is expected to take reasonable steps not to Introduce to the Hirer any Candidate or Temporary Resource who does not have the right to work in the UK. If the Vendor or Relevant Supplier sources a Candidate who does not at the time of Introduction have the right to work in the UK but may be of interest to the Hirer, the Vendor will confirm with the Hirer (and then the Relevant Supplier) whether the Hirer is prepared to consider that Candidate’s application. For the avoidance of doubt, the Hirer will be responsible for obtaining any necessary right to work permissions for any Candidate it wishes to engage.
Sample 1
Right to work checks. A right to work in the UK check must be carried out before the student undertakes any work. The People Team carry out the right to work checks and upon receipt of an approved SAF we will reach out to the individual to arrange this. UK Visas & Immigration Regulations No student should work more than 6 or 10 hours per week. Students at degree level on student visas must not work more hours than stated on their visa. Most student visas stipulate a 20 hour per week working limit in any given week during term time or until the course is completed, however this should not be an issue given the limited hours that should be allocated ( 6 or 10 hours).
Sample 1
Right to work checks. In respect of all personnel engaged or used by the Supplier in connection with the provision of the Services or otherwise under this Agreement (whether at University premises or otherwise), the Supplier shall comply with UK immigration legislation and shall ensure full compliance with the UK Border Agency's guidance for employers on the prevention of illegal working, including the Immigration, Asylum and Nationality Xxx 0000. The University expects and requires that proper “right to work checks”, including repeat checks for individuals with limited right to work in the United Kingdom, will have 1 FOIA [Freedom of Information Action 2000] & EIR [Environmental Information Regulations 2004] been carried out for all personnel engaged or used by the Supplier in connection with the provision of the Services or otherwise under this Agreement, and that the Supplier complies fully with its record-keeping and reporting responsibilities for any migrant workers sponsored by the Supplier under Tier 2 or Tier 5 of the UK Border Agency's points based immigration system.
Sample 1
Right to work checks. All Agency Workers must be eligible to work in the UK. The Agency is expected to use its best endeavours not to introduce to the Company any Agency Worker who does not have the right to work in the UK. The Agency must confirm the eligibility to work in the UK of an Agency Worker by:- (i) checking and (ii) (ii) taking photocopies of the original appropriate documentation before introducing the Agency Worker to the Company.
Sample 1

Related to Right to work checks

  • Right to Work For purposes of federal immigration law, you will be required to provide to the Company documentary evidence of your identity and eligibility for employment in the United States. Such documentation must be provided to us within three (3) business days of your Start Date, or our employment relationship with you may be terminated.

  • Right to Refuse Unsafe Work Employees have the right to refuse to perform unsafe work pursuant to the Occupational Health and Safety Regulations of the Workers Compensation Act.

  • Right to Grieve Where an employee feels that she has been aggrieved by a decision of the Employer related to promotion, demotion or transfer, the employee may grieve the decision at Step 3 of the grievance procedure in Article 9 of this Agreement within seven (7) days of being notified of the results.

  • Right to Withdraw Unless otherwise agreed, each Holder shall have the right to withdraw such Holder’s request for inclusion of its Registrable Securities in any Underwritten Offering pursuant to this Section 2.02 at any time prior to the execution of an underwriting agreement with respect thereto by giving written notice to the Company of such Holder’s request to withdraw and, subject to the preceding clause, each Holder shall be permitted to withdraw all or part of such Holder’s Registrable Securities from a Piggyback Registration at any time prior to the effective date thereof.

  • Right to Opt Out If you do not wish to agree to arbitrate all Disputes in accordance with the terms and conditions of this section, you must advise us in writing at the following address by either hand delivery or a letter postmarked within thirty (30) days following the date you enter into this Agreement. You may opt-out without affecting your application or cardholder status.

  • Recall to Work 5.6.2.1 An employee recalled to work overtime after leaving the company’s premises (whether notified before or after leaving the premises) will be paid for a minimum of three hours work at the appropriate rates for each time the employee is so recalled. Except in the case of unforeseen circumstances arising, the employee will not be required to work the full three hours if the job the employee was recalled to perform is completed within a shorter period.

  • Right to withdraw Sale to withdraw, postpone and call off the sale of the Property at any time prior to the auction date and before the fall of the hammer; and

  • RIGHT TO WITHHOLD If work under this Contract is not performed in accordance with the terms hereof, Government will have the right to withhold out of any payment due to Contractor, such sums as Government may deem ample to protect it against loss or to assure payment of claims arising therefrom, and, at its option, Government may apply such sums in such manner as Government may deem proper to secure itself or to satisfy such claims. Government will immediately notify the Contractor in writing in the event that it elects to exercise its right to withhold. No such withholding or application shall be made by Government if and while Contractor gives satisfactory assurance to Government that such claims will be paid by Contractor or its insurance carrier, if applicable in the event that such contest is not successful.

  • Right to Refuse Overtime All employees shall have the right to refuse to work overtime, except when required to do so in emergency situations, without being subject to disciplinary action for so refusing.

  • Returning to Work (a) Returning to work early (i) During the period of parental leave an Employee may return to work at any time as agreed between the Employer and the Employee, provided that time does not exceed four weeks from the recommencement date desired by the Employee. (ii) In the case of adoption, where the placement of an eligible child with an Employee does not proceed or continue, the Employee will notify the Employer immediately and the Employer will nominate a time not exceeding four weeks from receipt of notification for the Employee’s return to work. (b) Returning to work at conclusion of leave (i) At least four weeks prior to the expiration of parental leave, the Employee will notify the Employer of their return to work after a period of parental leave. (ii) Subject to 51.23(b)(iii), an Employee will be entitled to the position which they held immediately before proceeding on parental leave. In the case of an Employee transferred to a safe job pursuant to clause 51.12 above, the Employee will be entitled to return to the position they held immediately before such transfer. (iii) Where such position no longer exists but there are other positions available which the Employee is qualified for and is capable of performing, the Employee will be entitled to a position as nearly comparable in status and pay to that of their former position. (c) Returning to work at a reduced time fraction (i) To assist an Employee in reconciling work and parental responsibilities, an Employee may request to return to work at a reduced time-fraction until their Child reaches school age, after which the Employee will resume their substantive time-fraction. (ii) Where an Employee wishes to make a request under 51.23(c)(i) such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the Employee is due to return to work from parental leave.