BUSINESS OR EMPLOYMENT INTERRUPTION Sample Clauses

BUSINESS OR EMPLOYMENT INTERRUPTION. During the term of this Agreement, neither the Union nor the Employees covered by this Agreement will, directly or indirectly, cause, sanction or engage or participate in any strike, walkout, picketing, work stoppage, work interruption, work interference, slow down, boycott or failure to cross a picket line, whether of a primary or secondary nature or in any demonstration or other type of interference with the normal conduct and operations of the Employer. During the term of this Agreement, the Employer will not engage in a lock-out provided that a decision by the Employer to shut down for any reason or to merge or discontinue any part of its operations or functions in the bona fide exercise of its management rights as set forth in this Agreement shall not be deemed to be a lock-out. The Employer shall have the right to discharge, with loss of all rights and benefits, or otherwise discipline any Employee who violates any of the provisions of this Article (and such discipline need not be uniform) and, in the event a grievance is filed, the sole question for arbitration shall be whether the Employee engaged in the prohibited activity.
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BUSINESS OR EMPLOYMENT INTERRUPTION. Neither the Union nor any Registered Nurse will, directly or indirectly, cause, engage or participate in any strike, work stoppage, work interruption, work interference, slowdown, picketing or boycott during the life of this agreement. During the term of this agreement, the Employer will not engage in a lockout, providing that a decision by the Employer to shut down for any reason, including a labor dispute or a work stoppage, or to merge or discontinue any part of its operations or functions within the bona fide exercise of its management rights as set forth in this agreement shall not be deemed to be a lockout. Should a group of Registered Nurses unilaterally or independently engage in any of the aforementioned activities, the Union shall notify such Registered Nurses, in writing, of its disapproval of this action and instruct such Registered Nurses, in writing, to cease such action immediately. Copies of such notice shall be furnished simultaneously to the Employer. The Employer shall have the right to discharge, with loss of all rights and benefits, or otherwise discipline any Registered Nurse who violates any of the provisions of this Section (and such discipline need not be uniform) and, in the event a grievance is filed, the sole question for arbitration shall be whether the Registered Nurse engaged in the activity.
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BUSINESS OR EMPLOYMENT INTERRUPTION. Neither any employee nor the Association shall engage in a strike, and the Association shall not cause, instigate, encourage or condone a strike.
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BUSINESS OR EMPLOYMENT INTERRUPTION 
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Related to BUSINESS OR EMPLOYMENT INTERRUPTION

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • Resolving an Employment Relationship Problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • EMPLOYEE ENGAGEMENT a) All employees shall be initially engaged upon a three month probationary period. Either party may terminate this probationary period with one week’s notice.

  • Employment Records Operator is responsible for maintaining the employment records for all School Personnel.

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • No Employment Relationship Whether or not any Options are to be granted under this Plan shall be exclusively within the discretion of the Plan Administrator, and nothing contained in this Plan shall be construed as giving any person any right to participate under this Plan. The grant of an Option shall in no way constitute any form of agreement or understanding binding on the Company or any Related Company, express or implied, that the Company or any Related Company will employ or contract with an Optionee, for any length of time, nor shall it interfere in any way with the Company’s or, where applicable, a Related Company’s right to terminate Optionee’s employment at any time, which right is hereby reserved.

  • Employment Information A written form will be used to specify initial conditions of hiring (including number of hours to be worked, rate of pay, unit and shift). Upon request to their immediate supervisor, employees will be given written confirmation of a change in status or separation in accordance with University of Washington policy. Upon request to their immediate supervisor, records shall be readily available for employees to determine their number of hours worked, rate of pay, sick leave accrued and vacation accrued.

  • Employees with a Work-related Injury/Disability An employee who was off the State payroll due to a work-related injury or a work-related disability may continue to participate in the Group Insurance Program as long as such an employee receives workers' compensation payments or while the workers' compensation claim is pending.

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

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