Labor Law Sample Clauses

Labor Law. By accepting this Performance Shares award, the Employee acknowledges that: (a) the grant of these Performance Shares is a one-time benefit which does not create any contractual or other right to receive future grants of Performance Shares, or benefits in lieu of Performance Shares; (b) all determinations with respect to any future grants, including, but not limited to, the times when the Performance Shares shall be granted, the number of Performance Shares subject to each Performance Share award and the time or times when the Performance Shares shall vest, will be at the sole discretion of the Company; (c) the Employee’s participation in the Plan is voluntary; (d) the value of these Performance Shares is an extraordinary item of compensation which is outside the scope of the Employee’s employment contract, if any; (e) these Performance Shares are not part of the Employee’s normal or expected compensation for purposes of calculating any severance, resignation, redundancy, end of service payments, bonuses, long-service awards, pension or retirement benefits or similar payments; (f) the vesting of these Performance Shares will cease upon termination of employment for any reason except as may otherwise be explicitly provided in the Plan or this Agreement; (g) the future value of the underlying Shares is unknown and cannot be predicted with certainty; (h) these Performance Shares have been granted to the Employee in the Employee’s status as an employee of the Company or its Subsidiaries; (i) any claims resulting from these Performance Shares shall be enforceable, if at all, against the Company; and (j) there shall be no additional obligations for any Subsidiary employing the Employee as a result of these Performance Shares.
Labor Law. By accepting this award of Restricted Stock Units, the Participant acknowledges that: (a) the grant of this award of Restricted Stock Units is a one-time benefit which does not create any contractual or other right to receive future grants of Restricted Stock Units, or benefits in lieu of Restricted Stock Units; (b) all determinations with respect to any future grants, including, but not limited to, the times when the Restricted Stock Units shall be granted, the number of shares of Common Stock issuable pursuant to each award of Restricted Stock Units, the time or times when Restricted Stock Units shall vest, will be at the sole discretion of the Company; (c) the Participant’s participation in the Plan is voluntary; (d) this award of Restricted Stock Units is an extraordinary item of compensation which is outside the scope of the Participant’s employment contract, if any; (e) this award of Restricted Stock Units is not part of the Participant’s normal or expected compensation for purposes of calculating any severance, resignation, redundancy, end-of-service payments, bonuses, long-service awards, pension or retirement benefits or similar payments; (f) the vesting of this award of Restricted Stock Units ceases upon termination of Service for any reason except as may otherwise be explicitly provided in the Plan or this Agreement; (g) the future value of the underlying shares of Common Stock is unknown and cannot be predicted with certainty; (h) this award of Restricted Stock Units has been granted to the Participant in the Participant’s status as an Employee, a non-employee member of the Board or a consultant or independent advisor of the Company or its Parent or Subsidiary; (i) any claims resulting from this award of Restricted Stock Units shall be enforceable, if at all, against the Company; and (j) there shall be no additional obligations for the Participant’s Employer as a result of this award of Restricted Stock Units.
Labor Law. The Contractor and each and every Subcontractor performing work at the site of the project to which this Contract relates shall comply with applicable and provisions of all pertinent Federal, State, and Local Labor Laws.
Labor Law. Any Purchase or Blanket Order awarded as a result of this bid is subject to the provisions of the New York State Labor Law and the Contractor will be required to pay the prevailing wage rate as published by the New York State Department of Labor. An updated New York State Schedule of Prevailing Hourly Wage Rates for this contract has been applied for and should be attached. If the updated schedule has not been received at the time of this bid, they will be attached and made part of this bid prior to the execution of a contract. Until the revised Wage Rate Schedules are made part of this bid, the Prevailing Wage Rates apply. If this is a public work contract covered by Article 8 of the Labor Law or a building service contract covered by Article 9 thereof, neither Contractor’s employees nor the employees of its Subcontractors may be required or permitted to work more than the number of hours or days stated in said statutes, except as otherwise provided in the Labor Law and as set forth in prevailing wage and supplement schedules issued by the State Labor Department. Furthermore, Contractor and its Subcontractors must pay at least the prevailing wage rate and pay or provide the prevailing supplements, including the premium rates for overtime pay, as determined by the State Labor Department in accordance with the Labor Law. The Contractor and each Subcontractor shall furnish to the NHCC on demand a verified copy of his payroll and also any other information required by the NHCC to satisfy the provisions of the New York State Labor Law as to the hours of employment and rates of wages are being observed. Every Contractor on a Public Works Contract to which NHCC is party shall, on behalf of its employees, Subcontractors, employees of Subcontractors and independent contractors and Subcontractors, submit a transcript of its original payroll record for all work performed by the Contractor to the Finance Department of the NHCC, 2201 Hempstead Turnpike, East Meadow, NY 11554, within thirty (30) days after the issuance of its first payroll, and every thirty (30) days thereafter. Submissions shall be in such a form as to comply with Section 220 of the New York State Labor Law.SEE ATTACHMENT TO BID
Labor Law. By accepting this option, the Employee acknowledges that: (a) the grant of this option is a one-time benefit which does not create any contractual or other right to receive future grants of options, or benefits in lieu of options; (b) all determinations with respect to any future grants, including, but not limited to, the times when the stock options shall be granted, the number of shares subject to each stock option, the Exercise Price, and the time or times when each stock option shall be exercisable, will be at the sole discretion of the Company; (c) the Employee’s participation in the Plan is voluntary; (d) the value of this option is an extraordinary item of compensation which is outside the scope of the Employee’s employment contract, if any; (e) this option is not part of the Employee’s normal or expected compensation for purposes of calculating any severance, resignation, redundancy, end of service payments, bonuses, long-service awards, pension or retirement benefits or similar payments; (f) the vesting of this option ceases upon termination of employment for any reason except as may otherwise be explicitly provided in the Plan or this Agreement; (g) the future value of the underlying shares is unknown and cannot be predicted with certainty; (h) if the underlying shares do not increase in value, this option will have no value; (i) this option has been granted to the Employee in the Employee’s status as an employee of the Company or its affiliates; (j) any claims resulting from this option shall be enforceable, if at all, against the Company; and (k) there shall be no additional obligations for any affiliate employing the Employee as a result of this option.
Labor Law. The Contractor shall conform to all applicable requirements of Article 8 of the Labor Law, including the following:
Labor Law. 11 Introduction The Labor Contract Law No 20,744 is applicable to all labor relations It governs the rights and obligations of both employers and employees establishing the basic working conditions within the entire territory of Argentina However, employees of the public administration (National, Provincial and Municipal), domestic service and farm laborers have their own special legal regulations 12 Working Conditions 121 Working day The basic working day is 8 hours per day and may not exceed 48 hours per week However, night work (from 9 pm to 6 am) is limited to a seven-hour shift Whenever the work has been declared to be unhealthy by the respective administrative authority, working hours may not exceed 6 daily hours or 36 weekly hours Overtime work is permitted, though it is subject to certain restrictions On weekdays and Saturday mornings, overtime is paid at time-and-a-half Double time is paid for Saturday afternoons, Sundays and public holidays However, the employer may organize his staff in work teams ("equipos de trabajo") These teams may work in rotary shifts (morning, afternoon and night shifts) so as to cover 24 hours a day Since work teams constitute an exception to the ordinary working day described above, the employer is not bound to pay overtime for hours worked on Saturdays, Sundays and public holidays Moreover, night work may exceed seven hours shifts The only requirement to be borne in mind is that, after three weeks' work, the teams should not have worked more than the equivalent to 8 hours per day or 48 hours per week; that is, teams should not have worked in excess of 144 hours of actual work and should have enjoyed leaves equivalent to one day and a half, for every week of actual work 122 Vacations All employees who have worked at least one half of the yearly working days are entitled to a 14-day paid vacation In case of termination of the labor relation for any reason whatsoever, employees are entitled to collect the amount of vacation payment accrued up to the moment of termination Vacation periods vary from 14 to 35 calendar days, depending on seniority Special leaves are granted for marriage (10 calendar days), death of next of kin (from 1 to 3 calendar days), birth of a child (90 calendar days for women and 2 calendar days for men) and high school or university examinations (2 calendar days per exam with a maximum of 10 calendar days per annum) Further benefits are often agreed between the parties 123 Compensation and Statutory B...
Labor Law. See Paragraph 18, entitled Labor Law, of the Sample Agreement (Attachment “B”)
Labor Law. The Principle of Equal Treatment ARTICLE 5. Discrimination in employment is prohibited. No discrimination based on language, race, sex, political opinion, philosophical belief, religion and sex or similar reasons is permissible in the employment relationship. Except for biological reasons or reasons related to the nature of the job, the employer must not make any discrimination, either directly or indirectly, against an employee in the conclusion, conditions, execution and termination of his/her employment contract due to the sex or maternity of employee. The differential remuneration for similar jobs or work of equal value is not permissible.The Worker’s Right of the Immediate Termination for the Valid Reason ARTICLE 24. Whether or not the duration is fixed, the worker can terminate before the end of the contract or without waiting for the notice period. The employment contract is not subject to any special form unless the contrary is stipulated by the Law.Overtime Work ARTICLE 41. Overtime work can be done for reasons such as the general benefits of the country and increased production. Overtime work requires the employee’s consent.ARTICLE 42. Compulsory overtime work is only allowed for all or some of the employees in case of a breakdown, whether actual or threatened or in the case of urgent work to be performed on machinery, tools or equipment or in case of force majeure. Compulsory overtime work shall not exceed the time necessary to enable the normal operating of the establishment.Working Age and Prohibition of Child Employment ARTICLE 71. The employment of children under the age of fifteen is prohibited. However, children who have reached the age of fourteen and have completed their primary education may be employed in light labor that will not hinder their physical, mental or moral development.
Labor Law. Contractor is an employer and has certification from the Department of Labor and Human Resources indicating that it has no unemployment insurance or State Insurance Fund debts. The Contractor knows and accepts that this is an essential condition to the present contract and that offering untrue information is sufficient cause for the administrator to cancel the contract. In such event, the Contractor will return all the payments received from the first party under this contract. The parties stipulate that this contract does not constitute an employment or job relationship, between Contractor's employees and the Administrator. Contractor will be responsible for all deduction prescribed by law of their employees. Contractor will notify the Treasury Department of the Commonwealth of Puerto Rico the amount paid to its employees and will be responsible for rendering appropriate Federal Social Security Tax Forms. Contractor agrees that its employees are not entitled to regular vacation time, sick leave, compensatory time, Christmas Bonus, or any other kind of privileges or benefits that apply to regular employees of the Administrator.