Voluntary Relocation Clause Samples

Voluntary Relocation. In the event that an employee voluntary relocates from one depot to another within the bargaining unit, the employee shall retain his/her overall service for determination of vacation entitlement and branch seniority for vacation selection (see Clause 18.06 for forced relocation).
View SourceView Similar (6)
Voluntary Relocation. (i) If BecoCom, for its own business purposes other than an involuntary relocation, elects to relocate any Facilities, then BecoCom shall pay all costs relating to such relocation, including all costs reasonably incurred by Carrier to connect or reconnect any such Facilities. BecoCom shall use its best efforts (including coordination with Carrier) to minimize all relocations and, in the event of a voluntary relocation, shall ensure Carrier is able to provide the same level and quality of Services throughout and after such voluntary relocation. (ii) BecoCom shall provide Carrier notice of any voluntary relocation no later than 30 days prior to its commencement of such voluntary relocation. Such notice to Carrier shall provide a description of the relocation plan.
View SourceView Similar (2)
Voluntary Relocation. (a) Where positions have been relocated, the Employer shall ask for volunteers from the same classification, same department, and same geographic location as the employee whose position has relocated, who wish to relocate and be offered relocation expenses in accordance with the Collective Agreement. The call for voluntary relocation may include further calls for voluntary relocation from a broader range of employees where an insufficient number of employees have volunteered. The Employer shall consult with the Union on the scope of such further calls for voluntary relocation under this provision. (b) Where the process outlined in 1.2 (a) does not result in the creation of sufficient vacancies for employees whose positions have been relocated, Article 1.3 shall apply.
View Source
Voluntary Relocation a. An employee and the RAC may agree to a temporary relocation for the mutual benefit of the employee and the RAC (for example where an employee wishes to visit family at a particular location). b. The employee is not entitled to reimbursement of travel expenses as prescribed by 22.1, instead being paid an agreed sum in recognition of costs incurred and time spent travelling. Employees will confirm the agreed arrangement in writing.
View Source
Voluntary Relocation. 5.7.1. AIA is committed to retaining the services of current employees wherever possible and will consider any application by an employee for voluntary relocation. Approval of such a request is at AIA’s sole discretion after being considered and approved by the AMT. 5.7.2. AIA will not provide any relocation or associated financial assistance to employees who voluntarily relocate.
View Source
Voluntary Relocation. In the event that client, for no medical reason, decides to leave the facility,
View Source
Voluntary Relocation. If the resident wants to move from the facility, the facility must receive a 30 day written notice from either the resident or resident’s responsible party.
View Source
Voluntary Relocation. Any relocation of the HLP 12.5 kV Line, the HLP 46 kV Line, or the RMP 46 kV Line not undertaken as a result of the requirement of an agency with authority to require the relocation as provided in paragraph 6 of this Agreement may be undertaken only upon mutual consent of the Parties and on terms and conditions to which they mutually agree. The Parties agree to not withhold consent unreasonably and to cooperate in negotiating in good faith mutually fair and equitable terms and conditions for relocation.
View Source

Related to Voluntary Relocation

  • Voluntary Reduction The Borrower shall have the right at any time and from time to time, upon at least five (5) Business Days prior written notice to the Administrative Agent, to permanently reduce, without premium or penalty, (i) the entire Revolving Credit Commitment at any time or (ii) portions of the Revolving Credit Commitment, from time to time, in an aggregate principal amount not less than $3,000,000 or any whole multiple of $1,000,000 in excess thereof. Any reduction of the Revolving Credit Commitment shall be applied to the Revolving Credit Commitment of each Revolving Credit Lender according to its Revolving Credit Commitment Percentage. All Commitment Fees accrued until the effective date of any termination of the Revolving Credit Commitment shall be paid on the effective date of such termination.

  • Voluntary Reassignment If a vacancy occurs in the same or other department or division outside the unit member’s normal assignment, the unit member may submit a written request to the College President to be reassigned. Such requests, if received at least one (1) week prior to the closing date for application for an advertised position, shall be considered before those of other applicants.

  • Voluntary Reductions The Borrower shall have the right to terminate or permanently reduce the unused portion of the Revolving Committed Amount at any time or from time to time upon not less than five (5) Business Days’ prior written notice to the Administrative Agent (which shall notify the Lenders thereof as soon as practicable) of each such termination or reduction, which notice shall specify the effective date thereof and the amount of any such reduction which shall be in a minimum amount of $1,000,000 or a whole multiple of $1,000,000 in excess thereof and shall be irrevocable and effective upon receipt by the Administrative Agent; provided that no such reduction or termination shall be permitted if after giving effect thereto, and to any prepayments of the Revolving Loans made on the effective date thereof, the sum of the aggregate principal amount of outstanding Revolving Loans plus outstanding Swingline Loans plus outstanding LOC Obligations would exceed the Revolving Committed Amount then in effect.

  • Voluntary Redundancy a) With the exception of areas where there is only one position under review, the employer will call for expressions of interest from kaimahi within the area of review who wish to volunteer for redundancy to cover the surplus/es positions that have been identified. b) Should the number of volunteers exceed the number of surpluses, the employer will apply selection criteria as defined in clause 12.7 to determine whose application for redundancy will be accepted. c) Should the number of volunteers not exceed the number of identified surpluses, the employer will accept all expressions of interest from those who have volunteered subject to the operational requirements of the employer. d) Should there be no volunteers or insufficient volunteers to discharge the surplus, the employer shall then apply the criteria set out in clause 11.7 to identify the kaimahi to be declared surplus.

  • Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.