SUSPENSION AND Sample Clauses
The Suspension clause allows one or both parties to temporarily halt the performance of their contractual obligations under certain conditions. Typically, this clause outlines the specific circumstances that justify suspension, such as non-payment, breach of contract, or force majeure events, and may detail the process for notifying the other party and the duration of the suspension. Its core practical function is to provide a structured mechanism for pausing obligations without terminating the contract, thereby protecting parties from being unfairly penalized or forced to perform under problematic conditions.
SUSPENSION AND. An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or or reporting for work while under the of such substances; the by the employee to abide by the requirements of the Employer's clients; the refusai by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices. Such suspension or discharge is subject to the Grievance procedure. When the attitude or performance of an employee calls for a warning by the Employer, such a warning be noted by the The will the Union ▇▇▇▇▇▇▇ of the within twenty-four (24) hours. This agreement will be effective of ninety-seven will remain in effect the for further periods of one (1) year unless be given by of the desire to delete, change, or amend any of the provisions contained herein, within the from one hundred twenty (120)to sixty (60) days prior to the date. of the parties give such notice, this Agreement will renew for a period of one (1)year. Should negotiations not completed prior to the expiration date of this Agreement negotiated items will retroactive from the date of signing to the expiration date of the Until a new agreement has been concluded provisions in this Collective Agreement will remain in full force and CLASSIFICATIONS AND HOURLY WAGES AS OF JANUARY
SUSPENSION AND. The Company shall provide an employee with a written statement of the However, in cases where the or discharge occurs while the employee is on assignment, the statement shall be given to a Union An suspended away from his home shall receive transportation to his home terminal. Records of discipline not work shall be from an employee's and be used against him (24) months expired from the date that the discipline was imposed, provided disciplinary action of a similar nature is recorded during that time. Any employee who is to a disciplinary meeting before management suspension or discharge will occur must have a ▇▇▇▇▇▇▇ present. the meeting is held without the ▇▇▇▇▇▇▇, the disciplinary action shall be null and void, except in circumstances which give rise to about the safety of Company personnel or property or public safety and property. Before disciplinary action is finalized, a conference will be held between the ▇▇▇▇▇▇▇ and the employee. The following paid holidays, regardless of they fall, will be granted to with pay they have completed their probationary period: New Year's Day Civic Friday Heritage Day Christmas Day ▇▇▇▇▇▇▇▇ ▇▇▇ (when declared) Boxing Day Dominion Day Thanksgiving Day * Christmas Eve New Eve *Note: Where a choice of holiday date is available, that choice shall be accorded in order of seniority provided the chosen time does not conflict with the efficient operation of the business, If one of these holidays should fall on a Saturday or Sunday, the day by local shall be the recognized holiday unless mutual between the Company the Union has determined otherwise. The basis of payment shall be (8) hours at city wage rates on each In order to be holiday pay, an must have worked his full scheduled shift prior to and immediately following the statutory holiday. Approval for absence will be granted for justifiable reasons including medical Vacation shall be based on full years of continuous service with the Company as a regular full-time employee. ice with the The choice of dates shall be according to seniority provided it not with the operation of the business. Vacations may be taken at any time and the will have the right to take any part or all of his vacation at one time the calendar year. A vacation list will be posted on the bulletin board by March of each year to allow employees to select their vacations at least thirty (30) days in advance. full-time be on the Of 'I Entitlement for annual vacation is measured from the date the employee re...
SUSPENSION AND. An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer’s clients; the refusal by the employee to abide by the requirements of the Employer’s rules, regulations, policies and practices. Such suspension or discharge subject to the Grievance procedure.
SUSPENSION AND. CANCELLATION; REPAYMENT; TERMINATION
SUSPENSION AND cancellation Suspend or cancel access licences in accordance with statutory requirements. Sections 77A, 78 and 78A of WMA Conferred function for WNSW customers – s77A(5), 78(1)(c) (except that the power to suspend or cancel under s 78(1)(c) may only be exercised on grounds that fees, charges, interest or rates imposed in respect of the licence have not been paid) Conferred for all persons – 78(1), (but only to the extent that WNSW may suspend a licence for failure to pay fees and charges imposed by WNSW), 78A(1), 78A(1A) Gives notification to DPIE Water (under section 78A) in relation to any proposed action on licences held by WAMC or the Minister for Water. Delegated function Undertakes suspension and cancellation tasks with respect to NRAR customers, in relation to unpaid fees and charges. This is in addition to suspension and cancellation actions that result from compliance activities, which NRAR undertakes with respect to all persons. WNSW DPIE NRAR
SUSPENSION AND. No Employee shall be disciplined, suspended or discharged, except for just cause. It is recognized that the Employer has the right to discipline, suspend, or discharge. An Employee may request that they have a union representative present during the imposition of discipline, suspension or discharge and the Employer shall make every reasonable effort to accommodate this request. An Employee shall be given as much notice as is reasonably possible of a disciplinary meeting and shall be advised of right to have a representative of the union in attendance at such meeting. The Union will also be notified. In the event that an Employee is disciplined, the Employee shall be notified in writing of the reasons for the imposition of discipline and the resulting decision. Where it is determined, through the grievance process, that an Employee has been unjustly disciplined, suspended or discharged, the Board shall forthwith compensate the Employee for any amounts as agreed between the parties or as determined by arbitration, including, where appropriate, reinstatement. If following a full hearing on the merits of the grievance, the is fully exonerated from any wrongdoing; all records held by the Employer dealing with such discipline, suspension or discharge will be removed from the personnel file and destroyed.
SUSPENSION AND. No will be disciplined withoutjust and sufficient cause. When an Employee is suspended from duty with pay, pending investigation, the Employer undertakes to notify the Employee, and the Bargaining Agent, in writing, of the reason for the suspension within ten (10) calendar days. The Employer shall notify the Local Representative of the Alliance immediately that such a suspension has occurred, and the purpose of the investigation. The Employer shall notify, in writing, the Bargaining Agent, and the Employee, the results of the investigation within ten (10) calendar days, following completion of the investigation. When an Employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him, or her, the Employee shall have a representative of the Bargaining Agent in attendance to represent the Employee at the meeting. The Employee and the Bargaining Agent shall receive at least one (1) day’s notice of such meeting. The Employer shall not introduce as evidence in a hearing relating to disciplinary action, any document from the file of an Employee, the content of which the Employee was not aware of at the time of filing, or within a reasonable period thereafter. The Employee or the Alliance Representative will acknowledge receipt of any such document upon Management’s request. Any document or written statement related to disciplinary action, which may have been placed on the Personnel File of an Employee shall be handled in the following way: A Level I disciplinary action is a formal letter of reprimand, or a notice on file of a verbal warning, but no suspension. The record of such action will be removed from the Personnel File after twelve (12) months if no further disciplinary action occurs in that period. A Level disciplinary action is a suspension without pay for a period of up to (5) calendar days. The record of such action will be removed the Personnel File after (24) months, if no further disciplinary action occurs in that period. A Level disciplinary action is a suspension without pay for a period in excess calendar days. The record of such action will be removed from the Personnel file eight (48) months if no disciplinary action occurs in that period. A disciplinary action is dismissal. The Union will be notified when the notice of the disciplinary action is removed from the Employee’s Personnel File.
SUSPENSION AND. When employees are to be suspended or discharged from duty, the Employer shall notify the employee in writing of the reasons for such suspension or discharge within twenty-four (24) hours of the suspension or discharge in sufficient detail that the employee may defend against it. The Employer shall notify the representative of the Union that a discharge has occurred or is to occur. When employees are required to attend a meeting where a disciplinary decision them is to be taken by the Employer, or a representative of the Employer, the employees are entitled to have a representative of the Union attend the meeting. The Employer shall notify employees of right to have a representative of the Union in attendance prior to the meeting. Inthe event of a suspension without pay of thirty (30)days or a termination the Committee shall meet to review the action and shall attempt to resolve the matter within four (4) days of the disciplinary action.
SUSPENSION AND. When an employee is dismissed or suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such measure. The Employer shall endeavour to give such notification at the time of dismissal or suspension.
SUSPENSION AND. This Article does not apply to probationary employees. An employee may only be disciplined or discharged for cause. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the local representative of the Union that such suspension has occurred. When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representativeof the Union attend the meeting. Where practicable, the employee shall receive a minimum of one day's notice of such a meeting. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of in advance of the hearing. A copy of any document that may form the basis of disciplinary action will be given to the employee at the time of filing. At the request of the employee, any document related to disciplinary action, which may have been placed on the personnel file of an employee, shall be reviewed after three (3) years have elapsed since the disciplinary action was taken. Provided that no further disciplinary action has been recorded during this period, the document will be deleted.