Employee Relocation Sample Clauses

Employee Relocation. Pacific shall compensate SoCalGas for management employees employed by Pacific that were SoCalGas employees (within 30 days of their employment by Pacific) by paying an amount equal to twenty five percent (25%) of each such employee's last year's base salary as an employee of SoCalGas.
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Employee Relocation.  Employee  Employee  Spouse  Child, under the age of 24 B.2. REQUIREMENTS WHILE TRAVELING
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Employee Relocation. Any Employee wishing to relocate to another reporting depot shall do so through the Job Posting Procedure under Article Should a Job Posting occur an Employee’s own permanent classification at another reporting depot, the Employee may submit his application for such Job Posting.
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Employee Relocation. The Board shall provide all necessary assistance to move the equipment, materials, and all other professional belongings of an employee whose classroom assignment or program has been relocated to another room or building.
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Employee Relocation. The transaction involves the sale of an employee’s property which is being sold by an employer or relocation company in connection with the employee’s transfer. For income tax purposes the sale is treated as a sale by the employer or relocation company. The undersigned understands that this affidavit may be disclosed to the Department and that any false statement contained herein could be punished by fine, imprisonment, or both. (Signature) (Name-Please Print) If the person making the affidavit is not the Seller, complete the following:
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Employee Relocation. ‌ When an employee becomes medically unfit on a permanent basis due to illness, health impairment or an accident and can no longer do his job, the Company agrees to identify all available and existing functions at the refinery which the employee can perform given his state of health, in consultation with the Union. If the employee is relocated within the bargaining unit, he maintains his hourly rate, continues his progression if he has not reached the top level and is eligible for the general increase. When an employee is relocated outside his bargaining unit, the new hourly rate shall be negotiated between the Company and the Union. The minimum hourly rate that applies to an employee relocated outside the bargaining unit is that of a level 4 operator.
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Employee Relocation. If the Exemptions, or any subsequent order or ruling that applies to the U.S. Requirements, HdH is required to relocate an employee from a “controlled technology area” in order to meet ITAR requirements the following agreed provisions shall be provided by HdH:
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Related to Employee Relocation

  • Employee Relations Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Employee Release 18.1 Employees with 5 years continuous service with the current employer may apply for a one-off continuous period of unpaid Employee Release for a period of three months up to a maximum of twelve months. Such application shall be considered on a case-by-case basis and granted at the discretion of the employer. There will be no right of review. All service related provisions/ benefits will be put on hold until resumption of normal duties.

  • Employee Request Subject to the operational requirements of the service, the Employer shall make every reasonable effort to ensure that an Employee's written request for vacation leave is approved. Where, in scheduling vacation leave, the Employer is unable to comply with the Employee's written request, the immediate management supervisor shall:

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer.

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Employee Responsibilities 1. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence.

  • Employee Responsibility (02) The Union and the employees agree that employees share responsibility for their safety and health and agree to cooperate fully with the Employer on all matters of health and safety. In order to maintain a cooperative interest in safety, employees will inform management as soon as practical of all injuries resulting from accidents occurring in the work place.

  • Employee Removal At District’s request, Contractor shall immediately remove any Contractor employee from all District properties in cases where the District in its sole discretion determines that removal of that employee is in the District’s best interests.

  • Employee Records 31.01 (i) Each employee shall be entitled to receive a record of their sick leave standing and any personal appraisal or disciplinary action that is added to their file.

  • Labor and Employee Relations (i) (A) None of the employees of the Company or any of its Subsidiaries is represented in his or her capacity as an employee of such company by any labor organization; (B) neither the Company nor any of its Subsidiaries has recognized any labor organization nor has any labor organization been elected as the collective bargaining agent of any of their employees, nor has the Company or any of its Subsidiaries signed any collective bargaining agreement or union contract recognizing any labor organization as the bargaining agent of any of their employees; and (C) to the Knowledge of the Company, there is no active or current union organization activity involving the employees of the Company or any of its Subsidiaries, nor has there ever been union representation involving employees of the Company or any of its Subsidiaries.

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