Special Arrangement Clause Samples

Special Arrangement. ‌ 1. If you reach the retirement age within five years of the date of your dismissal, and you have been employed at Sanquin for at least ten years on that date, you can make use of Article 13.4, paragraph 6. Or you can accept an offer by Sanquin to remain employed until you reach the state pension age. 2. If you remain employed until your retirement date, you receive the statutory minimum wage in the period up to the end of your employment. And you remain available for all the work that Sanquin can assign to you with good reasons. 3. If you perform the assigned work, you receive the wage that fits the work you do. Your income will then exceed the minimum wage. The parties to the Collective Labour Agreement are of the opinion that Sanquin should pursue a responsible social policy. In view of developments in society this policy should be dynamic and develop in a process-oriented manner. The Social Policy Statute is a guideline along which the social policy at Sanquin ought to develop in particular in the consultations between the employer and the works council. The social policy is an integrated part of ▇▇▇▇▇▇▇'s total policy, this with due regard to the principles, stated in ▇▇▇▇▇▇▇'s articles of association. • To shape the organisation and relationships of authority in such a way that within their framework the employees want and can give their contribution to the proper functioning of Sanquin. • To organise the activities in such a way that they constitute meaningful work with as much as possible power and responsibility for the employees themselves, adjusted to their talents, abilities and ambitions. • To involve the employees in organising their own work environment and determining the policy within Sanquin. • To create conditions for the employees' development. • To create to the extent of ▇▇▇▇▇▇▇'s possibilities good material facilities for the employees according to criteria that are socially responsible, transparent to everybody and as objective as possible. • Where training is given in the organisation, to create such a learning and working environment with the associated reference frameworks that due consideration is given to both aspects. • Within Sanquin the structure and dynamics of the organisation should be known and open to discussion. • Information and communication are of great importance, the more so since exchange of information is often difficult in view of the many independently operating departments. • The employees' participation in ...

Special Arrangement. 1.7.4.1 Special arrangement shall mean those provisions, approved by the competent authority, under which consignments which do not satisfy all the requirements of ADR applicable to radioactive material may be transported.

Special Arrangement. Notwithstanding Section 8.2(k)(i), if (1) Supplier terminates a Transitioned Employee’s employment (A) at the end of the Interim Period or any extensions thereof agreed to by Supplier and the applicable employee or (B) prior to the end of the Interim Period for any reason other than “cause” or “performance” (as defined in Section 8.1(d)), or (2) a Transitioned Employee rejects a employment offer that does not qualify as a Qualified Offer (as defined in Section 8.1(a)(ii) above), or (3) the Transitioned Employee rejects a Qualified Offer because it requires a change in work location that meets Suppliers requirements for benefits under its U.S Mobility Plan, then Supplier shall pay such Transitioned Employee, upon receipt of a signed general release covering both ABM and IBM, a severance payment equal to one (1) week of their base pay for each fully completed combined (ABM and Supplier) year of employment, with a six (6) week minimum payment and a twenty-six (26) week maximum payment. Each such Transitioned Employee also shall be eligible for Supplier’s Career Transition Services (CTS), subsidized Transitional Medical Program (COBRA) and Transitional Group Life Insurance (GLI) programs based upon combined ABM and IBM service. Supplier shall be financially responsible for all severance payments and other separation benefits provided to such Transitioned Employees. Thirty (30) days after the close of the Interim Period, Supplier shall calculate the total cost of the severance payments and other separation benefits provided to Transitioned Employees who were released by Supplier at the end of the Interim Period. Supplier will then either invoice or reimburse ABM, as appropriate, for any amounts above or below the planned eight hundred fifty thousand dollars ($850,000) budgeted for such expenses. Notwithstanding the foregoing, if, during his or her specified term of employment, a Transitioned Employee is offered and accepts regular employment for an indeterminate period of time, such Transitioned Employee shall not be entitled to the enhanced severance benefits described in this Section 8.1.2(k)(ii).

Special Arrangement. 1. An employee who will reach the state pension age within five years after the date of dismissal and who, moreover, has been employed by Sanquin for at least ten years on the date of dismissal, can choose to make use of Article 13.4, paragraph 6, or accept the offer to remain in the employer’s employment until reaching his or her AOW pension age. 2. In the period up to the end of the employment, the employee receives the statutory minimum wage, and he or she remains available for all the employer’s work that can reasonably be assigned to him or her. 3. The activities are performed at their wage value. When at work, the employee receives an income that exceeds the minimum wage. The parties to the Collective Labour Agreement are of the opinion that Sanquin should pursue a responsible social policy. In view of developments in society this policy should be dynamic and develop in a process- oriented manner. The Social Policy Statute is a guideline along which the social policy at Sanquin ought to develop in particular in the consultations between the employer and the (central) works council. The social policy is an integrated part of Sanquin's total policy, this with due regard to the principles, stated in Sanquin's articles of association. - To shape the organisation and relationships of authority in such a way that within their framework the employees want and can give their contribution to the proper functioning of Sanquin. - To organise the activities in such a way that they constitute meaningful work with as much as possible power and responsibility for the employees themselves, adjusted to their talents, abilities and ambitions. - To involve the employees in organising their own work environment and determining the policy within Sanquin. - To create conditions for the employees' development. - To create to the extent of Sanquin's possibilities good material facilities for the employees according to criteria that are socially responsible, transparent to everybody and as objective as possible. - Where training is given in the organisation, to create such a learning and working environment with the associated reference frameworks that due consideration is given to both aspects. - Within Sanquin the structure and dynamics of the organisation should be known and open to discussion. - Information and communication are of great importance, the more so since exchange of information is often difficult in view of the many independently operating departments. - The...

Special Arrangement. The Buyer is not obligated to assume any obligation of the Seller under the Seller's employment agreement with Wilf▇▇▇ ▇. ▇▇▇▇▇▇▇, ▇▇ich agreement will be terminated by the Seller in connection with the Closing.

Special Arrangement. This agreement comes into force upon signature by both parties.

Special Arrangement. If the Company is unable to provide an arrangement satisfactory to the Executive to assist him in the exercise of certain stock options granted to him by his previous employer, the Company agrees to pay the Executive up to $75,000, to the extent required by Executive to defray interest or other costs associated with obtaining financing to exercise such options and hold the underlying stock.

Special Arrangement. Notwithstanding the foregoing provisions of paragraphs 3.2.1 and 6.1, however, LCS agrees that, until the Adjustment Date (as hereinafter defined), (i) the total compensation of the chief administrative officer shall not be a reimbursable expense, but shall be borne by LCS, and (ii) the monthly fee shall be a fixed fee of $21,012 a month, subject to being increased on each January 1 following the date hereof by the same percentage as the Consumer Price Index for All Urban Items ("CPI-U") for the preceding December is greater than the CPI-U for December of the prior year. No reductions shall be made in the event of a decrease in the CPI-U. The "Adjustment Date" means the last day of the month during which the Fair Share Allocation Formula under the residency agreements has been fully implemented such that any increase in payments to be made to LCS by the Sponsor, if any, resulting from the reimbursable nature of the chief administrator's total compensation and the change in month fee from the adjustable fixed fee to the percentage fee, are thus fully paid by the residents. Following the Adjustment Date said provisions of paragraphs 3.

Special Arrangement. Without prejudice, the University may propose a plan to an academic staff member who is not eligible for early retirement whereby that member’s employment may be discontinued in accordance with a special arrangement including a suitable financial settlement. A member may submit a request to the University to initiate such an arrangement. Without prejudice, the University may offer an early retirement package to an individual member or to a group of members eligible to take early retirement and who meet certain conditions such as age and length of service. The University will keep the Faculty Association and the membership who are eligible for such a special arrangement apprised of the basic terms of the arrangement, with the understanding that there may be some flexibility in order to provide for the particular needs of individuals. Whenever the University formally proposes a plan for discontinuance of employment or assisted early retirement as outlined in and above, it shall inform the Faculty Association in writing of the terms of the offer. The Faculty Association has the right to have a representative participate in any discussion which may take place the University and the member pursuant to any proposal initiated under and Any agreement or arrangement concluded pursuant to and must be in writing. The agreement will not take effect unless and until the Director of Personnel Services or other senior representative of the University, the affected member, and the Faculty Association have signed the agreement. Any offer made in writing by the University shall remain open for a minimum of thirty calendar days.