Employment Issues. 2. A practicum placement is not to be made when such placement will replace a regular, part- time, or casual worker who is on lay-off or whose job has been eliminated due to budget cuts or “downsizing”. Should a lay-off or any regular, part time or casual worker(s) occur during the placement, the educational supervisor will be notified and the placement will be terminated.
Employment Issues. As of the date of this Agreement, (a) there is no labor strike, dispute, slowdown, stoppage or lockout actually pending, or, to the Company’s Knowledge, threatened against the Company or any Subsidiary by a union or labor organization, and during the past three (3) years there has not been any such action, (b) to the Company’s Knowledge, no union claims to represent the employees of the Company or any Subsidiary, (c) neither the Company nor any Subsidiary is a party to or bound by any collective bargaining or similar agreement with any labor organization, or work rules or practices agreed to with any labor organization or employee association applicable to employees of the Company or any Subsidiary, (d) none of the employees of the Company or any Subsidiary is represented by any labor organization and the Company does not have any Knowledge of any current union organizing activities among the employees of the Company or any Subsidiary, nor is there a question concerning whether representation exists concerning such employees, (e) the Company and its Subsidiaries are, and for the past three years have been, in material compliance with all applicable Laws respecting employment and employment practices, terms and conditions of employment, wages, hours of work and occupational safety and health, and are not engaged in any unfair labor practices as defined in the National Labor Relations Act or other applicable Law, (f) there is no unfair labor practice charge or complaint against the Company or any Subsidiary pending or, to the Knowledge of the Company, threatened before the National Labor Relations Board or any similar state or foreign agency, (g) there is no grievance arising out of any collective bargaining agreement or other grievance procedure, (h) to the Company’s Knowledge, no charges with respect to or relating to the Company or any Subsidiary are pending before the Equal Employment Opportunity Commission, the Department of Labor or any other agency responsible for the prevention of unlawful employment practices, (i) neither the Company nor any Subsidiary has received notice of the intent of any federal, state, local or foreign agency responsible for the enforcement of labor or employment Laws to conduct an investigation with respect to or relating to the Company or any Subsidiary and, to the Company’s Knowledge, no such investigation is in progress, (j) there are no complaints, lawsuits or other Proceedings pending or, to the Company’s Knowledge, thre...
Employment Issues. Job descriptions currently reflect essential functions of the job, and nonessential functions of the job are listed separately. Job application form EEO statement mentions that your agency does not discriminate on grounds of disability. Questions on job application form are job related and do not inquire about disabilities. Job vacancies are advertised using a variety of media and formats. Job vacancy notices include EEO statement, including clause saying that your agency does not discriminate on the basis of disabilities. Employment policies do not discriminate against applicants or employees with disabilities or their associates. Any required medical exam, administered following an offer of employment, follows acceptable practices regarding disabilities. Drug testing requirements comply with EEOC and Department of Justice regulations. Leave policies and benefits packages do not discriminate against employees with disabilities, their relatives or associates. Employment tests administered to applicants measure skill levels, and do not screen out individuals on the basis of their disabilities.
Employment Issues. (a) Section 3.14(a) of the Company Disclosure Schedule sets forth a list of those current Employees of the Company subject to written employment or consulting agreements (collectively, the “Employment Agreements”). A true and correct copy of each Employment Agreement has been made available by the Company to Parent. Other than those agreements listed in Section 3.14(a) of the Company Disclosure Schedule, there are no other agreements or contracts promising employment for a specified term or beyond at will.
Employment Issues. 5.1 The structure shall be as per the diagram attached hereto at Appendix 1. This is a regional team, employed through the Lead Council, that will work across the three EPG areas. Overall management of the Function shall be undertaken by a Regional Officer. Each EPG shall have a Resilience Manager, who will be responsible for the programme management of the EPG, and shall co-ordinate planning, response and recovery activities across their area. Each EPG area shall also have at least one Resilience Officer who will be responsible for specific work streams. The Regional Officer will be based at Armagh City, Banbridge and Craigavon Borough Council with other staff hosted across the three EPG areas. Indicative draft job descriptions for the Regional Officer, Resilience Manager and Resilience Officer are attached hereto at Appendix 2.
Employment Issues. Provider is an employer subject to, and shall comply with, all Applicable Laws, including without limitation applicable wage and hour statutes, unemployment compensation statutes and occupational safety and health statutes, and shall be responsible for withholding and payment of any and all payroll taxes and contributions, including without limitation federal, state, provincial, commonwealth and local income taxes; Federal Insurance Contributions Act, Federal Unemployment Tax Act and state unemployment contributions; and workers’ compensation and disability insurance payments.
Employment Issues. The employees at the Hotels are not represented by any union and, to the knowledge of ShoLodge, have not been solicited with respect to organization or representation by any labor organization or similar body. There are no employment agreements or other labor agreements with respect to any employees at the Hotels. Except as set forth on Exhibit M attached hereto and incorporated herein by this reference, there is not any "employee benefit plan" as defined in ss. 3(3) of the Employment Retirement Income Security Act of 1974, as amended ("ERISA"), nor any stock purchase plan, practice or arrangement, nor any other material benefits, practice or arrangement relating to employees at the Hotels (each such plan, practice or arrangement being referred to as a "Benefit Plan"). ShoLodge is not currently required to contribute to any multi-employer plans (as defined within the meaning of ss. 3(37) of ERISA) for the benefit of the employees of any Hotel, nor has ShoLodge been required to contribute to any multi-employer plans (as defined within the meaning of ss. 3(37) of ERISA) for the benefit of the employees at the Hotels, nor has ShoLodge been required to contribute to any multi-employer plan for the benefit of the employees at the Hotels within the last five (5) years. With respect to each Benefit Plan set forth on Exhibit M, if any, ShoLodge has furnished Prime, to the extent applicable to each Benefit Plan (i) complete and accurate copies of the Benefit Plan, including all amendments, (ii) the most recent determination letter from the Internal Revenue Service, (iii) the most recent actuarial reports, and (iv) all reports of the Benefit Plan required by ERISA and the regulations thereunder. The execution and delivery of this Agreement by ShoLodge and the consummation of the transactions contemplated hereunder (x) do not constitute a prohibited transaction within the meaning of ss. 406 of ERISA or ss. 4975 of the Code, and (y) will not result in any obligation or liability of Prime or ShoLodge to the Pension Benefit Guaranty Corporation in respect of any Benefit Plan.
Employment Issues. 18.1. The parties do not consider or intend that the Transfer of Undertakings (Protection of Employment) Regulations 2006 (the “Transfer Regulations”) or any provisions replacing or amending these provisions shall operate to transfer the employment of (i) any employees of or
Employment Issues. 31TRANSFERRING EMPLOYEES Transfer Regulations It is agreed between the parties that this Project Agreement will give rise to a relevant transfer or relevant transfers to which the Transfer Regulations apply and that the Employees are assigned wholly or mainly to the relevant undertaking or part of an undertaking for the purposes of the Transfer Regulations. It is agreed further that the Employees will transfer to the employment of PPP Co. (or the relevant contractors or sub-contractors) on the Transfer Date other than those Employees, if any, who object in writing to the transfer of their employment to PPP Co. Save where the Employees have resigned and/or formally objected to the transfer of their employment, PPP Co. will employ the Employees (the “Transferring Employees”) (and procure the employment of the Transferring Employees by the relevant contractors or sub-contractors) on and after the Transfer Date on the same terms and conditions of employment as those in force immediately before the transfer of their employment under this Project Agreement.
Employment Issues. (a) It is expressly agreed that Buyer’s right to offer employment to Xxxxx X. Xxxxxxx shall be contingent upon the termination of his existing employment agreement with Seller relating to the Managed Vision Business, dated July 1, 2000, without any liability or cost to Seller. Furthermore, Buyer’s right to offer employment to Xxxxxx Xxxxxxxxx shall be contingent upon the termination of his existing employment agreement with Seller relating to the Managed Vision Business, dated February 1, 2001, with a maximum of $60,000 liability or cost to Seller.
