Adverse Sample Clauses
The "Adverse" clause is designed to address situations where a party is negatively affected by certain events or changes in circumstances. Typically, this clause outlines what constitutes an adverse event, such as a material change in financial condition, regulatory status, or other key factors relevant to the agreement. By clearly defining what is considered adverse, the clause helps parties anticipate and manage risks, ensuring that both sides are aware of the triggers that may require renegotiation, notification, or other remedial actions.
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Adverse. The Employer shall make 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 of any complaint that may be detrimental to the employee's advancement or standing with the Employer. Any employee shall acknowledge viewing such report or complaint by affixing thereto his signature. An employee's reply to such a report shall become part 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 employee shall not be used against them at any time when eighteen months have elapsed since the of a letter of reprimand, provided there ha no recurrence of similar and/or other infraction.
Adverse. The Employer shall notify an employee in writing of any expression of dissatisfaction concerning work within ten working days of the event of the complaint, with copies to the Union and to the representatives. This notice shall include particulars of the work performance which led to such dissatisfaction. this procedure is not followed, such expression of dissatisfaction shall not become part of record for use against in the regard to discharge, discipline, promotion, demotion or other related matters. This article shall be applicable to any complaint or accusation which may be detrimental to an employee's advancement or standing with the Employer, whether or not it relates to work. The employee's reply to such complaint, accusation or expression of dissatisfaction shall become part of record. The record of an employee shall not be used against at any time after twelve months following a suspension or disciplinary action, including letters of reprimand or any adverse reports. Failure to grieve previous discipline, or to pursue such a grievance to arbitration, shall not be considered an admission that such discipline was justified.
Adverse. Where the Employer notifies an employee in writing of any dissatisfaction work or otherwise which may affect the employee’s standing with the Employer, such notification shall be given within five (5) working days of the event of the complaint or discovery of the complaint. If this procedure is not followed, such expression of dissatisfaction shall not become part of record for use against at any time. If an investigation is required the time in the Articleshall commence upon completion of the investigation. When employees are required to attend a meeting where a disciplinarydecisionconcerning them is to be taken by the Employeror a representative Employer, the employees are entitled to have at their request a representative of the Union attend the meeting. The Employer shall notify the employee of this right prior to said meeting. If, upon investigation, the Employerfeels that disciplinary action is necessary, such action shall be taken based on the Collective Agreement. In situations where the Employer is unable to investigate the matter to its satisfaction, but feels the employee should be removed from place of employment, it shall be with pay.
Adverse. All letters of censure, reprimand, or criticism shall be placed on an Employee's file. Letters of censure, reprimand, or criticism which are not placed upon the Employee's file or are eighteen (18) months old or more, shall not be considered in with any disciplinary action or promotional opportunity. A copy of such reports shall be sent to the Union, and the Employee. Further distribution shall be restricted to a "need to know'' basis.
Adverse. REACTIONS
Adverse. The record of an employee shall not be used against at any time after twenty-four (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 twenty-four month period. A copy of such reports shall be given to the employee. (Not Applicable to or Temp except as otherwise indicated ) 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. 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. CHANGE The determination by Bank that a Material Adverse Change has occurred of any Obligor.
Adverse. Disciplinary actions that are life critical rule violations and traffic violations under the Highway Traffic Act will be removed from the employee’s record after months; other disciplinary actions will be removed from the employees record after months.