Statutory Employment Protection Provision Sample Clauses

Statutory Employment Protection Provision. ‌ In any case of restructuring, as defined in the Employment Relations Act 2000, where it is proposed that Te Pūkenga (or part of it) is to be sold, contracted out, or transferred to another entity, Te Pūkenga will notify TEU and affected kaimahi that restructuring is a possibility as soon as is practicable, subject to the requirements to protect commercially sensitive information.
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Statutory Employment Protection Provision. 1 If the employer enters into any contract or arrangement with any person (the “new employer”) under which the whole or part of the employer’s business is undertaken for the employer by the new employer, or if the employer sells or transfers the whole or part of its business to the new employer, the employer, if required by law, will:
Sample 1

Related to Statutory Employment Protection Provision

  • Employment Protection Provisions 9.1.1 ‘Restructuring’ is given the same definition as in section 69OI of the Employment Relations Act 2000 and includes:

  • Employment Provisions A. TEACHER TRANSFERS When vacancies, new positions, or extra-duty assignment vacancies occur in the school system, teachers within the system are entitled to apply for those positions through transfer requests. A vacancy shall be deemed to exist whenever a continuing position 1) is no longer staffed or 2) will not be staffed in the future by the employee currently assigned to the position. A vacancy shall not be deemed to exist whenever a continuing position will be staffed by a teacher currently employed by the district who will be reassigned to the position and the teacher currently employed in the position is also being reassigned. Information regarding vacancies and impending vacancies is maintained at the Board of Education. Transfers to another building or changes in grade or subject shall be given consideration. Requests for such transfers shall be submitted in writing to the Superintendent. All transfer requests are subject to position availability. A list of vacancies which occur during the school year shall be posted at all school sites, one (1) week prior to being filled except in emergencies. First notice of available positions will immediately be sent by district e-mail to all teachers and a printed copy will be sent to each site during the school year. A list of known and possible vacancies in bargaining unit positions for the ensuing school year shall be posted at all school sites by May 15. A copy of posting will be provided to the TEA president. Teachers who are interested in being notified of vacancies during the summer break will leave notice at the central office in writing at the end of school indicating their interest along with an address and telephone number where they can be notified. If a position becomes open, interested teachers will be contacted. (July 2010) The vacancy list shall include:

  • CALIFORNIA FAIR EMPLOYMENT AND HOUSING ACT CERTIFICATION Pursuant to Public Contract Code (PCC) section 2010, the following certifications must be provided when (i) submitting a bid or proposal to the JBE for a solicitation of goods or services of $100,000 or more, or (ii) entering into or renewing a contract with the JBE for the purchase of goods or services of $100,000 or more. CERTIFICATIONS:

  • FAIR EMPLOYMENT PRACTICES Pursuant to NRS 338.125, Fair Employment Practices, the following provisions must be included in any contract between CONSULTANT and a public body such as CITY:

  • Fair Employment Practices and Americans with Disabilities Act Party agrees to comply with the requirement of Title 21V.S.A. Chapter 5, Subchapter 6, relating to fair employment practices, to the full extent applicable. Party shall also ensure, to the full extent required by the Americans with Disabilities Act of 1990, as amended, that qualified individuals with disabilities receive equitable access to the services, programs, and activities provided by the Party under this Agreement. Party further agrees to include this provision in all subcontracts.

  • GENERAL EMPLOYMENT PRACTICES 13.1 As the Board is a fair and equal opportunity employer, marital status, race, creed, religion, sex, age, national origin or number of years teaching experience shall not be made a condition of employment. The Board and the Superintendent shall continue to implement and review their Affirmative Action Program designed to prohibit discriminatory practices, provide encouragement for applications from minority groups and women, and maintain the principle of employing a competent staff member to fill each vacancy. The Association will be advised of any proposed changes in the Affirmative Action Program and through the personnel office may make suggestions for improving the plan.

  • Non-Discrimination and Equal Employment Opportunity Provider represents and agrees that it does not and shall not discriminate against any employee or applicant for employment because of race, religion, color, sex, or national origin.

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