Adverse. The Employer shall available to an employee or an officer of the Union, with the consent of the employee concerned, any report concerning his work which may be on file, including particulars any complaint that may be detrimental to the employee's advancement or standing with the Any employee shall acknowledge viewing such report or complaint by affixing his signature. An employee's reply to such a report shall become of record.
Adverse. Where the Employer places on record a written report which may adversely affect an employee’s standing or advancements; the employee shall be supplied with a copy of such report within thirty (30) working days. The report shall be dated and shall delineate the nature of the inadequacy of the employee’s performance together with other pertinent aspects of the situation. Where there is a month period during which no adverse report has been entered or letter of reprimand issued, all previous adverse reports with respect to the employee shall be destroyed. the foregoing, where the adverse report incident involves an interaction with a student it shall be maintained in an employee’s personnel file for a period of five (5) years. Thereafter, the adverse report shall not affect the employee’s standing and shall not be considered, relied upon or referred to for purposes of advancement, promotion or discipline. The Board shall keep any medical information pertaining to an employee in a separate folder which shall be held in a secure manner.
Adverse. The record of an employee shall not be used against them at any time when eighteen months have elapsed since the issuance of a letter of reprimand, provided there has been no recurrence of a similar and/or other infraction.
Adverse. The record of an employee shall not be used against at any time after (24) months following suspension or disciplinary action, and any letters of reprimand or adverse reports shall be removed from file at the end of the month period. A copy of such reports shall be given to the employee. ARTICLE SENIORITY (Not Applicable to or Temp except as otherwise indicated ) Definition Seniority is defined as the length of service with the Employer as a permanent employee in a position within this Bargaining Unit, except that an employee shall continue to accrue seniority within the Bargaining Unit, while assigned to a position outside the Bargaining Unit, for a maximum of six (6) months. Notwithstanding Article for the purpose of calculating seniority in the bargaining unit, seniority shall include temporary service provided the temporary service was continuous and unbroken prior to the employee becoming a permanent employee. Employment as a Membership Development Trainee as defined in clause shall not be included in any calculation of seniority. Notwithstanding the above, former members of the Bargaining Unit, demoted back into the Bargaining Unit in accordance with Article shall count their continuous service in a position outside the Bargaining Unit as if it were seniority earned within the Bargaining Unit. When a permanent full-time employee's status is changed to permanent part-time, seniority shall be carried over on the basis of one (1) year of seniority being equal to eighteen hundred and twenty (1820) hours of work.
Adverse. CONDITIONS If the Premises or the building in which they are located are currently cited for uncorrected building or housing code violations, or contain conditions adversely affecting habitability (including lack of hot or cold running water, lack of operating plumbing or sewage disposal, unsafe or inadequate heating facilities, no electric service, unsafe electrical system, or hazardous conditions or structure) these conditions shall be listed under the Special Provisions section, or in a separate addendum to this Lease, and Landlord shall exhibit copies of any uncorrected code violations or orders to Tenant, before this Lease is signed or any deposit is accepted. LEGAL NOTICE Section 943.215 State Statutes: ABSCONDING WITHOUT PAYING RENT states that a tenant who intentionally absconds without paying all current and past rent within five days of vacating premises or does not provide landlord with a complete and accurate forwarding address, in writing, within 5 days of vacating the premises is guilty of a Class A Misdemeanor for which maximum penalties are nine months in jail, up to a $10,000 fine or both. NOTICE OF DOMESTIC ABUSE PROTECTIONS 1) As provided in section 106.50 (5m) (dm) of the Wisconsin statutes, a tenant has a defense to an eviction action if the tenant can prove that the landlord knew, or should have known, the tenant is a victim of domestic abuse, sexual assault, or stalking and that the eviction action is based on conduct related to domestic abuse, sexual assault, or stalking committed by either of the following:
Adverse. CHANGE The determination by Bank that a Material Adverse Change has occurred of any Obligor.
Adverse. CONSEQUENCES To the best of the Borrower's knowledge the execution, delivery and subsequent performance by each of the Security Parties and Finance Parties of the Security Documents will not have any adverse consequences for the Finance Parties.
Adverse. On the Closing Date and assuming fulfillment of the condition set forth in Section 10(k), there will be no liabilities or indebtedness or contingencies of the Company whatsoever (whether accrued, unmatured, contingent or otherwise and whether due or to become due) to Seller, Cerplex S.A.S. or any of their affiliates. Other than as provided above, to Seller's Knowledge there is no basis for the assertion against the Company of any other material liability or loss contingency.
Adverse. The Employer shall notify an employee in writing of any dissatisfaction concerning his work within seven calendar days of the event of the complaint. This notification shall include particulars of the work performance which led to such dissatisfaction. If this procedure is not followed, such expression of dissatisfaction shall not become a part of his record for use against him at any time. The report of an employee shall not be used against him after eighteen months have elapsed, providing another warning or reprimand relating to the same or similar offence has not been given within that period. The employee’s written reply to such notification of dissatisfaction shall become part of his record. This article shall apply in respect of any expression of dissatisfaction relating to his work or otherwise which may be detrimental to an employee’s advancement or standing with the Employer. All correspondence pertaining to the adverse report, including the report itself, shall be disregarded and subsequently removed from the personal file after eighteen months. The employee shall be responsible to see that any such documents are removed. The time limits outlined in (a) to above, may be extended with mutual consent between the Employer and the Union.
Adverse. The Corporation agrees not to introduce as evidence in a hearing related to disciplinary action, any document from the file of an employee that was not to have existed by the employee prior to the hearing, thereby denying the employee the opportunity of placing a written response on the record.
