Cases. A claim by an employee that he has been unjustly discharged from his employment shall be treated as a special grievance commencing at Step of the Grievance Procedure, if written statement of such claim is lodged with the Company within five (5) working days after the discharge action has been taken by the Company. S special grievances may be settled by confirming the action dismissing the employee, or by reinstating the employee with full for lost, or by any other arrangement which is just and equitable in the opinion the parties, or of the arbitrator. When an employee has been dismissed without notice he shall have the right to his xxxxxxx for a period of fifteen (15) minutes before leaving the Company premises. ARTICLE SENIORITY E hired into Skilled Trades will be considered on probation will not seniority standing with the Company until after they have completed hundred twenty (120) days of work. All other employees will be considered on probation for a of sixty (60) days of work. All employees on completion of their period will have their seniority back dated one hundred and twenty (120) days or sixty (60) days as a I ble. P seniority lists will be prepared by the Company and will be posted on the plant boards. Such lists will be revised every six (6) months. A copy of all lists will forwarded to the Union on request. Probationary employees will be added to the list but shown separately.
Cases. The U.S. Cases were commenced on the Petition Date and the Canadian Case was commenced on August 4, 2009, in each case, in accordance with applicable law and proper notice thereof and of the hearing for the approval of the Final Order has been given as identified in the Certificate of Service filed with the Bankruptcy Court.
Cases. ● Each student will be issued a protective case for his/her Chromebook that should be used whenever the Chromebook is being transported or not in use. ● Although the cases are reinforced to help protect the Chromebooks, they are not guaranteed to prevent damage. It remains the student’s responsibility to care for and protect his/her device. Carrying Chromebooks ● Always transport Chromebooks with care and in Pioneer Regional School Corporation-issued protective cases. Failure to do so may result in disciplinary action. ● Never lift Chromebooks by the screen. ● Never carry Chromebooks with the screen open. Screen Care The Chromebook screen can be damaged if subjected to heavy objects, rough treatment, some cleaning solvents, and other liquids. The screens are particularly sensitive to damage from excessive pressure. ● Do not put pressure on the top of a Chromebook when it is closed. ● Do not store a Chromebook with the screen open. ● Do not place anything in the protective case that will press against the cover. ● Make sure there is nothing on the keyboard before closing the lid (e.g. pens, pencils, or disks). ● Only clean the screen with a soft, dry microfiber cloth or anti-static cloth. Asset Tags ● All Chromebooks will be labeled with a District asset tag. ● Asset tags may not be modified or tampered with in any way. ● Students may be charged up to the full replacement cost of the Chromebook for tampering with a District asset tag or turning in a Chromebook without a District asset tag. School Use ● Students are expected to bring a fully charged Chromebook to school every day and bring their Chromebooks to all classes unless specifically advised not to do so by their teacher. ● Sound must be muted at all times unless permission is obtained from a teacher. ● Headphones may be used at the discretion of the teachers. ● Students should have their own personal set of headphones for sanitary reasons. ● Students will log into their Chromebooks using only their school issued Google Account. ● Students should never share their account passwords with others. ● The district will not be responsible for the loss of any student work. ● Students may not attempt to circumvent any security policies, settings or software that is installed or enforced by Pioneer Regional School Corporation ● Use of technology at Pioneer Regional School Corporation is for educational purposes only. ● In order to utilize Pioneer Regional School Corporation technology and participate in the C...
Cases. A claim by a seniority employee that they have been discharged without just cause shall be treated as a grievance and shall commence at Step of Article provided a written grievance signed by the employee and their Department Xxxxxxx is presented to the Human Resources Manager within three (3) days after the discharge. The International Representative of the Union will be to attend the meeting held pursuant thereto, with the Management Committee. The Union Will not question the discharge of any probationary employee nor shall such discharge be the subject of a grievance. A discharge or suspension grievance shall be referred to a single arbitrator. The Company shall the Union representative of the discharge of bargaining unit employees. Should the parties agree or should the satisfy the arbitrator that a seniority employee has been discharged without proper cause, such employee shall be reinstated as an employee without loss of seniority and shall be compensated in accordance with the provisions of Article hereof subject to the right of the arbitrator to substitute such other penalty for discharge as the arbitrator deemsjust and reasonable in all the circumstances.
Cases. Each student that is part of our take home program will be issued a protective case for the device that should be used whenever the device is being transported or not in use. No items other than the device and charger should occupy the case. Although the cases are reinforced to help protect the device, they are not guaranteed to prevent damage. It remains the student's responsibility to care for and protect his/her device. Carrying Devices Always transport device with care and in its protective case. Failure to do so may result in severe damage such as shattered screens. Never lift Chromebooks/laptops by the screen. Never carry the device with the screen open where it can be scratched or damaged. If stacked with books, the devices and case should be on the top with no weight applied. Optionally, a shoulder strap can be used to carry the case/device. Screen Care Screens can be damaged if subjected to heavy objects, rough treatment, some cleaning solvents, and other liquids. The screens are particularly sensitive to damage from excessive pressure. Do not put pressure on the top of a device when it is closed. Do not store a device with the screen open. Do not place anything in the protective case that will press against the cover. Only clean the screen with a soft, dry microfiber cloth or anti-‐static cloth.
Cases. The cases provided by DPS Monarch International School offer sufficient protection from normal use and provide a suitable means for transporting the device to and from school; however, students provide the best protection against accidental damage.
Cases. Nothing herein shall be deemed to affect any of the rights and obligations of any of the Supporting Lenders in any other capacity they may have in the Chapter 11 Cases or otherwise.
Cases. (a) An employee may only be discharged for just cause, except an employee who has not completed her probationary period may be terminated on the basis of a fair and proper assessment of her suitability for employment with the Lodge but which action may be taken up as a grievance at Step One. Pertainingto discipline any warning to be placed in an employee's file, the employee will be given a copy and a copy will be sent to the Union office. If a complaint be submitted as a written grievance or if a grievance be submitted to Arbitration, it shall be accompanied by a written statement which shall clearly set forth the nature of the grievance, parties involved, remedies sought, reason relied upon, and the clause or clauses of this Agreement said to be violated, all in clear and concise terms. Subject to the foregoing, a complaint submitted as a written grievance shall set forth wherever possible the clause or of this Agreement said to be violated. Where the Arbitration Board determinesthat an employee has been discharged or otherwise disciplined by the Employer for cause and there is no penalty for the infraction agreed to by the Employer and the Union as comprising a part hereof, the Arbitration Board may substitute such other penalty for the discharge or penalty as the Board deems just and reasonable in all the circumstances.