Loss of Employment. An employee shall be considered to have lost his/her date of seniority and employment in the event of:
Loss of Employment. 17.1 Employees shall lose their seniority and their employment shall be terminated for the following reasons:
Loss of Employment. An employee loses employment and all rights associated with employment if the employee:
Loss of Employment. If a tenant becomes unemployed but continues to meet all other eligibility criteria for Affordable Housing, a written application for a temporary rent reduction on the grounds of hardship can be made. Only one application for hardship may be submitted in any 12-month period. Hardship applications must be made within 21 days of the loss of employment. The WHC will consider the evidence and may approve a rent reduction for up to three (3) months, depending on individual circumstances. An approved rent reduction may be backdated to the date of the loss of employment or the end of an employment termination entitlement period, so long as the WHC is notified within 21 days of the loss of employment. If the WHC is notified outside the 21-day period, any approved rent reduction will be applied from the date the WHC receives notification and all relevant evidence. Following a period of approved rent reduction, the rent charge will return to the original subsidised rent amount applicable at the start of the current lease period.
Loss of Employment. 11 .3 .1 If jobs are abolished or permanent employees are laid off in connection with major organizational or technical changes, attempts shall be made to provide the personnel involved with other employment in the bank with comparable earning opportunities, and with the training necessary to meet the demands of the new jobs .
Loss of Employment. An employee shall lose her employment for any of the following reasons:
Loss of Employment. In the event of loss of employment as a result of the introduction of technological change or new equipment, the affected Employee shall be eligible for severance pay in accordance with the provisions of Article 14, subsection 14.09 (b).
Loss of Employment. If a PES deal includes reduced land management activities, then it could reduce jobs. Unfair outcomes. There is a potential for unfair sharing of net revenues when rural communities form partnerships with business entities to supply ecosystem services, especially when there is asymmetric information on the demand market. Increased competition for land, or loss of rights to land. Success with PES could attract speculative investors, which could in turn squeeze out indigenous landowners, especially where low levels of tenure security exist. Loss of critically important ecosystem services. In designing a project, the needs of the entire ecosystem must be taken into account. Poorly-designed carbon sequestration projects, for example, could negatively impact both the watershed and biodiversity if they lead to large-scale monoculture plantations. Likewise, watershed service projects that measure success in terms of water flow may create incentives to divert water from the irrigation of local crops to downstream water delivery in a drought year, jeopardizing subsistence farmers. Confusion over resource and ecosystem service rights. PES schemes compensate people for taking action to maintain or enhance ecosystem services, but do not necessarily transfer resource rights. This distinction (and accompanying confusion) is particularly pronounced in hydrological / water related services payments, which do not entail transfer of water rights, per se. In the same way, biodiversity offsets payments would not necessarily imply accompanying control over biological or genetic resources. It is essential that agreements are clear on these distinctions. Loss of control and flexibility over local development options and directions. Poorly-designed easements or long-term contracts can limit land management activities to a narrow range of alternatives, which could cost community residents their rights to exercise certain options for managing their land. The limitations should be carefully scrutinized in light of potential future options that sellers of ecosystem services wish to keep open. Performance risk and need for insurance. Where payments are dependent upon delivery of specific ecosystem service outcomes, factors outside producers’ control may result in failure to achieve contractual obligations and, subsequently, non-payment. For example, wildfires, insect infestations, or changes in rainfall could all affect forestry-based implementation activities. Therefore, ...
Loss of Employment. (a) When it becomes necessary to decrease the force, such decrease shall be accomplished by discharging first the person or persons last employed either as regular employees or as extra employees, as the exigencies of the matter may require. Should there by an increase in the force the persons displaced through such cause shall be reinstated in reverse order in which they were discharged before other help may be employed. Upon demand, the employer shall give the reason for discharge in writing. Persons considered capable as substitutes by foremen shall be deemed competent to fill regular situations, and the substitute oldest in continuous service shall have prior right in the filling of the first vacancy. This section shall apply to incoming as well as outgoing
Loss of Employment. A Registered Xxxxx’s employment relationship with Aspirus Keweenaw Hospital shall terminate if: • The Registered Nurse resigns, retires, or quits. • The Registered Nurse is discharged for cause and is not reversed through the grievance procedure. • The Registered Nurse fails to return to work at the termination of an authorized leave of absence or PTO unless such failure to return is beyond the control of the Registered Nurse. • The Registered Nurse is absent from work for three (3) consecutive days without prior notice to Aspirus Keweenaw Hospital and without satisfactory reason for such absence, unless such failure to notify is due to circumstances beyond the control of the Registered Nurse. • The Registered Nurse fails to return to work upon recall from layoff five (5) calendar days after receipt of notice of recall, provided such notice is given at the last known address of the Registered Nurse on file with Aspirus Keweenaw Hospital and further provided, such failure to return is beyond the control of the Registered Nurse. In the event the Registered Nurse claims that failure to return was beyond their control with the meaning of paragraphs C, D, or E, the Registered Nurse shall be required to provide documentation showing it was not possible to notify Aspirus Keweenaw Hospital through any means of communication. • The Registered Nurse is absent due to a non‐occupational illness or injury for a period of nine
