LIBEL ACTION Sample Clauses

LIBEL ACTION. (a) When an employee is named in a libel action in addition to the Company, as a result of publication of an article(s), the Company shall assume all expenses incurred by the employee including fees and expenses of legal counsel retained by the Company and shall indemnify such employee against any monetary loss, including, but not limited to fines, damages, or loss of pay. (b) In the event that an employee and the Company are named in a libel action, the Company shall choose the legal counsel. In no case shall an employee suffer loss of wages, employee status or benefits under this contract as a result of the employee being named with the Company in any libel action. Provided that the employee has acted responsibly and within the scope of employment.
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LIBEL ACTION. 30.01 When an employee is named in a libel action in addition to the Company, as a result of publication of an article(s), the Company shall assume all expenses incurred by the employee, including fees and expenses of legal counsel retained by the Employer and shall indemnify such employee against any monetary loss, including, but not limited to fines, damages, or loss of pay. 30.02 In the event that an employee and the Company are named in a libel action, the Company shall choose the legal counsel. In no case shall an employee suffer loss of wages, employee status or benefits under this contract as a result of the employee being named with the Company in any libel action. 31.01 Any employee may refuse, without penalty or prejudice, to give up custody or disclose to any party other than the Employer, any knowledge, information, notes, records, documents, films, photographs, or tapes, or the source thereof, which relate to news, commentary, advertising, or the establishment and maintenance of their sources, in connection with their employment. The Employer shall not give up custody of or disclose any of the above without consent of the employee, and likewise the employee shall not give up custody of, or disclose, any of the above without consent of the Employer, except by the order of the Court. The Employer shall notify the employee concerned, and the Union of any demand on the Employer for such surrender or disclosure of authentication. Page 40 Kamloops This Week and Unifor 2000
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LIBEL ACTION. 30.01 When an employee is named in a libel action in addition to the Company, as a result of publication of an article(s), the Company shall assume all expenses incurred by the employee, including fees and expenses of legal counsel retained by the Employer and shall indemnify such employee against any monetary loss, including, but not limited to fines, damages, or loss of pay. 30.02 In the event that an employee and the Company are named in a libel action, the Company shall choose the legal counsel. In no case shall an employee suffer loss of wages, employee status or benefits under this contract as a result of the employee being named with the Company in any libel action.
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Related to LIBEL ACTION

  • Civil Action except where a joint Union-Employer Committee considers that there has been flagrant or wilful negligence on the part of an employee, the Employer agrees not to seek indemnity against an employee whose actions result in a judgement against the Employer. The Employer agrees to pay any judgement against an employee arising out of the performance of his/her duties. The Employer also agrees to pay any legal costs incurred in the proceedings including those of the employee.

  • Legal Action If you are dissatisfied with the determination of your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law. Under state law, you may not begin court proceedings prior to the expiration of sixty (60) days after the date you filed your claim. In no event may legal action be taken against us later than three (3) years from the date you were required to file the claim. For members covered by a group (employer sponsored) health plan, your plan may be subject to the Employee Retirement Income Security Act of 1974 (ERISA), as amended. Under federal law, if your plan is subject to ERISA you may have the right to bring legal action under section 502(a) of ERISA after you have exhausted all appeals available under the plan. That means, for both medical and administrative appeals, federal law requires that you pursue a final decision from the plan, prior to filing suit under section 502(a) of ERISA. For a medical appeal, that final decision is the determination of the appeal. You are not required to submit your claim to external review prior to filing a suit under section 502(a) of ERISA. Consult your employer to determine whether this applies to you and what your rights and obligations may be. If you are dissatisfied with the decision on your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law.

  • Civil Actions Except where there has been gross negligence on the part of an employee, the Employer will: (1) exempt and save harmless employees from any liability action arising from the proper performance of their duties for the Employer; and (2) assume all costs, legal fees, and other expenses arising from any such action.

  • Criminal Actions Where an employee is charged with an offence resulting directly from the proper performance of his/her duties and is subsequently found not guilty, the employee shall be reimbursed for reasonable legal fees.

  • Personnel Actions Wages, working conditions, and employee benefits shall be established and administered, and personnel actions of every type, including hiring, upgrading, promotion, transfer, demotion, layoff, and termination, shall be taken without regard to race, color, religion, sex, national origin, age or disability. The following procedures shall be followed: a. The contractor will conduct periodic inspections of project sites to insure that working conditions and employee facilities do not indicate discriminatory treatment of project site personnel. b. The contractor will periodically evaluate the spread of wages paid within each classification to determine any evidence of discriminatory wage practices. c. The contractor will periodically review selected personnel actions in depth to determine whether there is evidence of discrimination. Where evidence is found, the contractor will promptly take corrective action. If the review indicates that the discrimination may extend beyond the actions reviewed, such corrective action shall include all affected persons. d. The contractor will promptly investigate all complaints of alleged discrimination made to the contractor in connection with its obligations under this contract, will attempt to resolve such complaints, and will take appropriate corrective action within a reasonable time. If the investigation indicates that the discrimination may affect persons other than the complainant, such corrective action shall include such other persons. Upon completion of each investigation, the contractor will inform every complainant of all of their avenues of appeal.