Common use of Termination and Renewal Clause in Contracts

Termination and Renewal. This Agreement shall be in full force and effect from the date it is ratified by both parties until August 31, 2025 and shall continue in effect from year to year thereafter unless either party gives notice, in writing, at least sixty (60) days prior to any expiration date of its desire to terminate or modify such agreement; provided that, in the event the Union serves written notice in accordance with this Section, any strike or stoppage of work after any expiration date shall not be deemed in violation of any provision of this Agreement, any other provision to the contrary notwithstanding. EXECUTED in Seattle, Washington this 25th day of July 2023. By By Xxxxxxx Xxxx Xxxxxxx Xxxxx-Xxxxx Business Manager President By Xxxx Xxxxxxx Union Representative By Xxxxxxx Xxxxxxxx Union Representative XxXxxxxx Xxxxx (Jul 25, 2023 15:11 PDT) Xxxxxx Xxxxx Bargaining Committee By Xxxxx Xxxxxx Bargaining Committee By Xxxxxx Xxxxx Bargaining Committee By Xxxxxx Xxxxxxx Bargaining Committee By Xxxxxxx Xxxxxxxx Bargaining Committee p:contract/proofed/CORNISH-OPEIU8 2023-2025.doc liuna#242/afl-cio The Office and Professional Employees International Union Local 8, hereinafter known as the “Union,” and Cornish College of the Arts, hereinafter known as the “Employer,” hereby agree to the following: 1. The Employer and the Union recognize that fair and reasonable compensation at Cornish College is in our mutual interest. In the spirit of this shared interest, the parties agree to address this concern by working collaboratively in assessing the current pay structure for the bargaining unit. 2. By February 1, 2024, the Employer will establish a committee of bargaining unit members and Employer representatives to discuss and recommend a compensation program that includes a wage scale with step increases. The committee will consist of eight people, four (4) from the Union and four (4) from the Employer. The committee shall attempt to reach a consensus over a salary schedule that will be recommended for adoption by the Employer. The recommendation shall be completed for consideration no later than June 1, 2024. Either the Employer or the Union may choose to adopt the recommendation or otherwise negotiate a pay structure for the reopener effective September 1. 2024. The parties will make an effort to bargain in June and July 2024 for wages effective September 1, 2024. 3. Nothing in this side agreement guarantees a particular outcome for the reopener bargaining on wages.

Termination and Renewal. This 3.1 The City may terminate this Agreement shall be in full force and effect from if the date it is ratified by both parties until August 31, 2025 and shall continue in effect from year to year thereafter unless either party gives notice, in writing, at least sixty (60) days prior to any expiration date of its desire to terminate or modify such agreement; provided that, in the event the Union serves written notice in accordance with this Section, any strike or stoppage of work after any expiration date shall not be deemed in violation of Organizer breaches any provision of this Agreement and the Organizer fails to correct or act reasonably in seeking to correct such breach within ninety (90) days of receipt of written notice from the City specifying the nature of the breach. 3.2 The City may for any reason terminate this Agreement at any time by giving the Organizer written notice within thirty (30) days following the date that the Organizer is required, under section 2.2 of this Agreement, any other provision to submit its post Special Event Report to City Council, and the City shall not be liable to the contrary notwithstanding. EXECUTED Organizer for any amount, loss, claim for compensation, or expense if it so elects to terminate this Agreement. 3.3 In the event that: a) the Agreement hereby granted should be taken in Seattleexecution or attachment by any person, Washington or the Organizer commits an act of bankruptcy, becomes insolvent, or is petitioned into bankruptcy or voluntarily enters into an arrangement with its creditors; or b) the City discovers that the Organizer either in its application for this 25th day of July 2023. By By Xxxxxxx Xxxx Xxxxxxx Xxxxx-Xxxxx Business Manager President By Xxxx Xxxxxxx Union Representative By Xxxxxxx Xxxxxxxx Union Representative XxXxxxxx Xxxxx (Jul 25grant or otherwise has, 2023 15:11 PDT) Xxxxxx Xxxxx Bargaining Committee By Xxxxx Xxxxxx Bargaining Committee By Xxxxxx Xxxxx Bargaining Committee By Xxxxxx Xxxxxxx Bargaining Committee By Xxxxxxx Xxxxxxxx Bargaining Committee p:contract/proofed/CORNISH-OPEIU8 2023-2025.doc liuna#242/afl-cio The Office and Professional Employees International Union Local 8, hereinafter known as in the “Union,” and Cornish College opinion of the ArtsCity, hereinafter known as the “Employer,” hereby agree misrepresented or withheld any fact material to the following: 1. The Employer application; the City, having delivered fourteen (14) days’ written notice to the Organizer, may cancel this Agreement and the Union recognize that fair and reasonable compensation at Cornish College is rights herein granted. 3.4 The Organizer shall not be entitled to any compensation, whether for damages or otherwise, in our mutual interest. In the spirit respect of a cancellation of this shared interestAgreement by the City under this section 3. 3.5 The Organizer may for any reason terminate this Agreement at any time by giving the City at least thirty (30) days’ written notice, and the Organizer shall not be liable to the City for any amount, loss, claim for compensation, or expense based solely on such notice and termination. 3.6 Should either party terminate this Agreement, the parties agree Organizer shall repay to address this concern the City, within ninety (90) days following the date the notice of termination was delivered, the full amount of any monies granted to the Organizer by working collaboratively in assessing the current pay structure City that have been awarded for the bargaining unitupcoming Special Event. 2. By February 1, 2024, 3.7 On receiving notice from the Employer will establish a committee of bargaining unit members and Employer representatives to discuss and recommend a compensation program that includes a wage scale with step increases. The committee will consist of eight people, Organizer at least four (4) from months prior to the Union expiry of the Term, the City will consider a proposal to renew this Agreement; and four (4) from if acceptable to the Employer. The committee shall attempt City, this Agreement may be renewed, with any changes or modifications proposed and mutually agreed to reach a consensus over a salary schedule that will be recommended for adoption in writing by the Employer. The recommendation shall be completed for consideration no later than June 1, 2024. Either the Employer or the Union may choose to adopt the recommendation or otherwise negotiate a pay structure for the reopener effective September 1. 2024. The parties will make an effort to bargain in June and July 2024 for wages effective September 1, 2024both parties. 3. Nothing in this side agreement guarantees a particular outcome for the reopener bargaining on wages.

Termination and Renewal. 23.1 This Agreement agreement shall be binding and continue in full force and effect from the date it is ratified by both parties until August 31, 2025 and shall continue in effect from year to year thereafter unless either party gives notice, in writing, at least sixty written notice to the other party of its desire to bargain for amendments within ninety (6090) days prior to any expiration the termination date of its desire February 6, 2013. Upon receipt of such notice by one party or the other, both parties will meet thereafter for the purpose of bargaining. 23.2 If notice of amendment is given by either party, the other party agrees to terminate or modify meet for the purpose of negotiation within thirty (30) days after the giving of such agreement; provided thatnotice, in if requested to do so. For the event Union: For the Employer: Hourly Equivalent of One Year of Service CLASSIFICATION EFF. 7-FEB-10 EFF. 7-FEB-11 EFF. 7-FEB-12 Name(s) of Employee(s) Reporting Department Supervisor to whom report is submitted Date/Time Report Submitted Terrace/Work Area of Occurrence Date/Time of Occurrence Provide a concise summary of the occurrence/workload situation: Check one: This is an isolated incident.  This is an ongoing situation  I/WE recommend the following corrective action(s): Supervisor’s Signature: Date: I/WE agree with the resolution of my/our concern(s).  I/WE do not agree with the resolution of my/our concerns for the following reason(s):  Employee Signature(s): Date: Date Reviewed Signature of Union serves written notice in accordance with this SectionRepresentative Signature of Management Representative For the Union: For the Employer: LETTER OF UNDERSTANDING (Influenza Vaccinations) a) Employees shall, any strike or stoppage of work after any expiration date shall not be deemed in violation of any provision of this Agreement, any other provision subject to the contrary notwithstanding. EXECUTED in Seattlefollowing be required to be vaccinated for, Washington this 25th day of July 2023. By By Xxxxxxx Xxxx Xxxxxxx Xxxxxor take anti-Xxxxx Business Manager President By Xxxx Xxxxxxx Union Representative By Xxxxxxx Xxxxxxxx Union Representative XxXxxxxx Xxxxx (Jul 25, 2023 15:11 PDT) Xxxxxx Xxxxx Bargaining Committee By Xxxxx Xxxxxx Bargaining Committee By Xxxxxx Xxxxx Bargaining Committee By Xxxxxx Xxxxxxx Bargaining Committee By Xxxxxxx Xxxxxxxx Bargaining Committee p:contract/proofed/CORNISH-OPEIU8 2023-2025.doc liuna#242/afl-cio The Office and Professional Employees International Union Local 8, hereinafter known as the “Union,” and Cornish College of the Arts, hereinafter known as the “Employer,” hereby agree to the following: 1. The Employer and the Union recognize that fair and reasonable compensation at Cornish College is in our mutual interest. In the spirit of this shared interest, the parties agree to address this concern by working collaboratively in assessing the current pay structure viral medication for the bargaining unitinfluenza. 2. By February 1, 2024b) If the full cost of such medication is not covered by some other source, the Employer will establish pay the cost for the vaccine and will endeavour to offer vaccinations during an employee’s working hours. In addition, employees will be provided with information, including risks and side effects, regarding the vaccine. c) The Employer recognizes that employees have the right to refuse any required vaccination. d) If an employee refuses to take the vaccine and the anti-viral medication required under this provision, she or he may be placed on an unpaid leave of absence during any influenza outbreak in the Residence until such time as the employee is cleared to return to work. If an employee is placed on unpaid leave, she or he can use banked lieu time or vacation credits in order to keep her or his pay whole. e) If an employee refuses to take the vaccine and the anti-viral medication because it is medically contra-indicated, and where a committee medical certificate is provided to this effect, she or he will be reassigned during the outbreak period, unless reassignment is not possible, in which case the employee will be paid. It is further agreed that any such reassignment will not adversely impact the scheduled hours of bargaining unit members and other employees. f) Unless the Employer representatives has reason to discuss and recommend doubt that an employee is sick as a compensation program that includes result of a wage scale with step increases. The committee will consist of eight people, four (4) from vaccination which reason shall be provided to the Union and four (4the employee applies to WSIB, the Employer will not oppose the claim. g) from This clause shall be interpreted in a manner consistent with the EmployerOntario Human Rights Code. Dated at Xxxxxxxx, Ontario this day of November 2014. The committee Parties agree that at the first Labour/Management Committee Meeting following ratification or an arbitrated award a draft of the Return to Work Policy shall attempt to reach a consensus over a salary schedule that will be recommended for adoption provided by the EmployerResidence for discussion. The recommendation shall be completed for consideration Residence will implement the Return to Work Policy no later than June 1three (3) months following the Labour/Management Meeting. Pending ratification or an arbitration award the draft Return to Work policy contained in the Collective Agreement as page 51 to 53 shall govern. Dated at Hamilton, 2024Ontario this day of November 2014. Either the Employer or the Union may choose to adopt the recommendation or otherwise negotiate a pay structure for the reopener effective September 1. 2024. The parties In accordance with legislative requirements, St. Peter’s Residence will make reasonable efforts to accommodate employees who become disabled as the result of an effort to bargain in June and July 2024 for wages effective September 1, 2024occupational or non- occupational injury or illness. 3. Nothing in this side agreement guarantees a particular outcome for the reopener bargaining on wages.

Termination and Renewal. The Agreement may be terminated by the Connecticut DEEP, the Signatory Authority or the Subscriber. Upon termination of this Agreement, the associated ability to submit Electronic Filings through CT DEEP’s electronic filing system will also terminate. This Subscriber Agreement becomes effective upon notification of approval by the Connecticut DEEP to the Subscriber and Signatory Authority (which may be either an automated message from the CT DEEP software or a separate notification). The Connecticut DEEP will normally provide notification of the effective date. The Subscriber Agreement will continue until modified by mutual consent or unless terminated with 60 days written notice by either Connecticut DEEP or the Signatory Authority. The Signatory Authority must resubmit this form when responsibility transfers from one person, entity, or organization to another. This Subscriber Agreement should be periodically reviewed and amended or revised when required. The Connecticut DEEP reserves the right to approve or disapprove this Subscriber Agreement. GOVERNING LAW: This Agreement shall be governed by and interpreted in full force accordance with chapters 445, 446c, and effect from 446k of the date Connecticut General Statutes, and the regulations promulgated thereunder as well as Connecticut General Statutes sections 1-266 to 1-286 inclusive, other applicable provisions of the laws of the State of Connecticut, and the federal laws of the U.S. SUBSCRIBER AND SIGNATORY AUTHORITY AGREEMENT: As the Subscriber, I understand and agree that it is ratified by both parties until August 31my responsibility: To protect my account and eSignature from Compromise, 2025 not allow anyone else to use my account, and shall continue in effect from year not share my eSignature with any other person, entity or organization; To request to year thereafter unless either party gives noticechange my eSignature if there is reason to believe it has or will become known to any other person, entity or organization; To promptly report to the Connecticut DEEP any evidence of the loss, theft, or other Compromise of my account or eSignature within one business day of becoming aware of such occurrence; To notify the Connecticut DEEP, in writing, at least sixty (60) days if my employment is terminated, if I am reassigned or if there is any other change that affects my status pursuant to this Agreement or my authorization to submit documents pursuant to this Agreement. Notification shall occur prior to the time that such a change takes effect. To timely review the e-mail and onscreen acknowledgements and copies of Electronic Filings submitted through my account to the Connecticut DEEP; and To report any expiration date discrepancy, or evidence of its desire a discrepancy, between the Electronic Filing as submitted and what the Connecticut DEEP received. The Parties further understand and agree that: In no event will the Connecticut DEEP be liable to terminate the Regulated Person, the Subscriber, or modify such agreement; provided thatthe Signatory Authority for any special, in the event the Union serves written notice in accordance with this Sectionconsequential, indirect or similar damages, including, but not limited to, any strike lost profits or stoppage lost data arising out of work after any expiration date shall not be deemed in violation the use or inability to use the software or of any provision data supplied therewith even if Connecticut DEEP or anyone else has been advised of this Agreementthe possibility of such damages, or for any claim by any other provision Person. The Connecticut DEEP disclaims all warranties, express or implied, including but not limited to implied warranties of merchantability and fitness for a particular purpose, with respect to the contrary notwithstanding. EXECUTED in Seattle, Washington this 25th day of July 2023. By By Xxxxxxx Xxxx Xxxxxxx Xxxxx-Xxxxx Business Manager President By Xxxx Xxxxxxx Union Representative By Xxxxxxx Xxxxxxxx Union Representative XxXxxxxx Xxxxx (Jul 25, 2023 15:11 PDT) Xxxxxx Xxxxx Bargaining Committee By Xxxxx Xxxxxx Bargaining Committee By Xxxxxx Xxxxx Bargaining Committee By Xxxxxx Xxxxxxx Bargaining Committee By Xxxxxxx Xxxxxxxx Bargaining Committee p:contract/proofed/CORNISH-OPEIU8 2023-2025.doc liuna#242/afl-cio The Office and Professional Employees International Union Local 8, hereinafter known as the “Union,” and Cornish College of the Arts, hereinafter known as the “Employer,” hereby agree to the following: 1. The Employer software and the Union recognize that fair and reasonable compensation at Cornish College is in our mutual interest. In the spirit of this shared interest, the parties agree to address this concern by working collaboratively in assessing the current pay structure for the bargaining unitaccompanying written materials. 2. By February 1, 2024, the Employer will establish a committee of bargaining unit members and Employer representatives to discuss and recommend a compensation program that includes a wage scale with step increases. The committee will consist of eight people, four (4) from the Union and four (4) from the Employer. The committee shall attempt to reach a consensus over a salary schedule that will be recommended for adoption by the Employer. The recommendation shall be completed for consideration no later than June 1, 2024. Either the Employer or the Union may choose to adopt the recommendation or otherwise negotiate a pay structure for the reopener effective September 1. 2024. The parties will make an effort to bargain in June and July 2024 for wages effective September 1, 2024. 3. Nothing in this side agreement guarantees a particular outcome for the reopener bargaining on wages.

Termination and Renewal. This (a) The initial term of this Agreement shall be in full force and effect for an 18 month period from the date it Effective Date (the "Initial Term"). (b) This Agreement may be renewed by the parties for subsequent twelve (12) months periods (each such period is ratified referred to as a "Renewal Term"), by both parties until August 31an agreement in writing. The Client Company agrees to give the Contractor no less than ninety (90) days notice of its intention not to renew the Agreement for a Renewal Term prior to the expiration of the Initial Term or a Renewal Term, 2025 and as the case may be, provided that any failure to provide such notice shall continue in effect from year not be deemed an agreement to year thereafter unless renew the Agreement for a Renewal Term. If the Client Company does not give the Contractor a notice of its intention not to renew this Agreement as provided for herein, then this Agreement will expire at the end of the Initial Term, or Renewal Term, as the case may be. (c) This Agreement may be terminated as follows: (i) during the Initial Term or any Renewal Term, by either party gives noticeif the other party has committed any material breach of the terms of this Agreement, in writing, at least sixty which breach has not been cured within thirty (6030) days prior to any expiration date from the receipt of its desire to terminate or modify such agreement; provided that, a notice from the other party (a "Termination for Breach"); (ii) by the Client Company in the event the Union serves written notice in accordance with this Section, any strike or stoppage of work after any expiration date shall not be deemed in violation of any provision of this Agreement, any other provision to the contrary notwithstanding. EXECUTED in Seattle, Washington this 25th day of July 2023. By By Xxxxxxx Xxxx Xxxxxxx Xxxxx-Xxxxx Business Manager President By Xxxx Xxxxxxx Union Representative By Xxxxxxx Xxxxxxxx Union Representative XxXxxxxx Xxxxx (Jul 25, 2023 15:11 PDT) Xxxxxx Xxxxx Bargaining Committee By Xxxxx Xxxxxx Bargaining Committee By Xxxxxx Xxxxx Bargaining Committee By Xxxxxx Xxxxxxx Bargaining Committee By Xxxxxxx Xxxxxxxx Bargaining Committee p:contract/proofed/CORNISH-OPEIU8 2023-2025.doc liuna#242/afl-cio The Office and Professional Employees International Union Local 8, hereinafter known as the “Union,” and Cornish College aggregate of the Arts, hereinafter known Net Revenue and Third Party Related Net Revenue (as those terms are defined in Schedule B) of the “Employer,” hereby agree to the following: 1. The Employer Subsidiary and the Union recognize that fair and reasonable compensation at Cornish College is Other Entities in our mutual interest. In the spirit of this shared interest, the parties agree to address this concern by working collaboratively in assessing the current pay structure for the bargaining unit. 2. By February any calendar quarter commencing on July 1, 2024, 2000 is not at least five percent (5%) of the Employer will establish a committee Client Company Worldwide Revenue in the calendar quarter. Client Company shall provide Contractor no less than thirty (30) days notice of bargaining unit members its intention to terminate this Agreement pursuant to this Clause 7(c)(ii). As used herein the term "Client Company Worldwide Revenue" means the aggregate gross revenue of the Client Company and Employer representatives to discuss its affiliates (including the Subsidiary and recommend a compensation program that includes a wage scale with step increases. The committee will consist of eight people, four (4Other Entities) from the Union sales and/or licenses of the Product and four third party products related to the Products and the supply of services related thereto invoiced and collected by such entities during the relevant period (4net of allowances, credits, discounts (based on volume or otherwise) from the Employer. The committee shall attempt to reach a consensus over a salary schedule that will be recommended for adoption and net of actual bad debts in respect of invoices issued by the Employer. The recommendation shall be completed for consideration no later than June 1, 2024. Either the Employer or the Union may choose to adopt the recommendation or otherwise negotiate a pay structure for the reopener effective September 1. 2024. The parties will make an effort to bargain in June and July 2024 for wages effective September 1, 2024. 3. Nothing in this side agreement guarantees a particular outcome for the reopener bargaining on wages.such entities);