180 Days Sample Clauses
The "180 Days" clause establishes a specific time frame of 180 days within which a particular action, obligation, or event must occur or be completed under the agreement. For example, it may set a deadline for delivering goods, providing notice, or fulfilling a contractual condition. By clearly defining this period, the clause ensures that both parties understand their time-related responsibilities and helps prevent disputes over timing or delays.
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180 Days. If LAW FIRM shall endeavor to provide you with the results of its preliminary investigation as soon as possible but in no event later than one hundred eighty (180) days from the commencement of the Engagement, and should LAW FIRM fail to file an action against any Defendant within one hundred eighty (180) days from the Effective Date of this engagement letter, then you shall have the right to terminate this engagement letter by giving written notice of termination to LAW FIRM at any time prior to the time that LAW FIRM does take action on any Defendant, in which event you will owe no fees or Other Charges to LAW FIRM.
180 Days. The District shall pay such affected teachers by February 16 for the first semester and June 30 for the second semester.
180 Days. The Employee must apply for re-employment within 14 days. • Greater Than 180 Days The Employee must apply for re-employment within 90 days. The deadlines may be extended up to two years if the service member was injured in service. In this case you must not apply for re-employment with the Company until after the extended time frame. If you make any inclination to return to the Company, the clock starts at that point, and you will not have the proper extension needed for possible healing. In addition to broader ▇▇▇ ▇▇▇▇, under the USERRA, the Company must make reasonable efforts in finding the Employee another job. The Company can “bump” someone else if needed to “reasonably accommodate” the returning disabled military Employee. The Company may require the Employee to take a physical, but the physical can only be used to determine the right to re-employment in a position, not re-employment in general.