Volunteering for RIF Resignation Sample Clauses

Volunteering for RIF Resignation. An employee may volunteer for RIF in the place of an employee who has received a notice of RIF. The employee volunteering for RIF provides a written notice to TVA of his/her willingness to accept a RIF. Such an offer may be accepted at the option of TVA. If accepted by TVA, the employee is eligible for severance pay as is provided in S-10:N. (A termination under this paragraph is handled as a special kind of resignation.) The above paragraph also applies to an employee who volunteers for RIF on the basis of a general notice to employees in a competitive area that a reduction of a specified approximate number of positions in the competitive area will be made. In the event a general notice is used and there are sufficient volunteers, acceptable to TVA to satisfy the need for RIF, no further action is needed. If, however, an insufficient number of employees volunteer for RIF on the basis of a general notice, other employees in the competitive area may still volunteer for RIF after individual notices of RIF have been issued.
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Related to Volunteering for RIF Resignation

  • Termination for Cause by The District The District may immediately terminate this Agreement for cause for any of the following reasons:

  • No Penalty for Release or Resignation There shall not be a penalty for the release or resignation of the Superintendent from this contract; provided no resignation shall become effective until the expiration of the contract unless it is accepted by the Board, and the Board shall fix the date at which the resignation shall take effect.

  • NOTICE TO EMPLOYEES REGARDING THE SAFELY SURRENDERED BABY LAW The Contractor shall notify and provide to its employees, and shall require each Subcontractor to notify and provide to its employees, a fact sheet regarding the Safely Surrendered Baby Law, its implementation in Los Angeles County, and where and how to safely surrender a baby. The fact sheet is set forth in Exhibit I of this Contract and is also available on the Internet at xxx.xxxxxxxxxx.xxx for printing purposes.

  • Resignation of Representative A Representative may resign at any time by giving notice to the Company and all of the Holders of the Notes at least thirty (30) days before such resignation is to become eRective. Upon the resignation of a Representative, a replacement shall be selected by the affirmative vote of Holders holding a majority of the Notes, measured by outstanding principal amount. If such Holders have not selected a replacement Representative within sixty (60) days following the eRective date of the resignation, then Portal may, at any time, by giving notice to the Company and all of the Holders, designate a replacement Representative who shall not be related to or affiliated with Portal or the Company.

  • Termination of Probationary Appointment (a) The Employer may terminate a probationary appointment at any time.

  • Termination of Representative The services of a Representative may be terminated at any time by the affirmative vote of Holders holding a majority of the Notes, measured by the outstanding principal amount with respect to each such Note, but only if they simultaneously appoint a replacement Representative.

  • Notification of Vacancies A laid off employee shall be notified by certified mail of an appropriate vacancy, sent to the employee’s address on file in the office of the Executive Director for Human Resources Management. An employee’s failure to respond affirmatively in writing within five calendar days after receipt of the Employer’s letter shall cause loss of recall rights.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • TERMINATION OF APPOINTMENT 6.1 The Issuer may terminate the appointment of the Calculation Agent at any time by giving to the Calculation Agent at least 45 days' prior written notice to that effect, provided that, so long as any of the Relevant Notes is outstanding:

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

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