Maximum Entitlements Sample Clauses

The Maximum Entitlements clause sets a cap on the total benefits, payments, or rights that a party can receive under a contract. In practice, this clause might limit the amount of compensation, damages, or other entitlements available, regardless of the circumstances or number of claims made. By establishing a clear upper limit, the clause provides certainty for both parties and helps manage financial risk, preventing excessive or unforeseen liabilities.
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Maximum Entitlements. Notice or pay in lieu of notice shall be given to employees with one (1) year or more service who are terminated because of changes in administrative procedures, automation, consolidation or suspension of business. The amount of notice or pay in lieu of notice shall be one (1) week at the employee's current regular salary for each year of service to a maximum of eight (8) weeks.
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Maximum Entitlements. 7.4.1 Where in any Financial Year there is Adjusted Global Net Income but there is either a US Net Loss or a Non-US Net Loss, the Partnership shall, subject to Clause 9, only distribute the Sempra Maximum Entitlement to SG (in the case of a Non-US Net Loss) or the Sempra Maximum Entitlement to SETI (in the case of a US Net Loss), and shall, subject to Clause 9, only distribute the RBS Maximum Entitlement to RBS. 7.4.2 Where in any Financial Year there is Adjusted Global Net Income but there is either a US Net Loss or a Non-US Net Loss, then an amount equal to the product of the Sempra Allocation Percentage and the US Net Loss or the Non-US Net Loss (as appropriate) shall be deducted from the SG Adjusted Contribution Amount (in the case of a US Net Loss) or from the SETI Adjusted Contribution Amount (in the case of a Non-US Net Loss). 7.4.3 Where in any Financial Year there is Adjusted Global Net Income but there is either a US Net Loss or a Non-US Net Loss, then an amount equal to the product of the Sempra Allocation Percentage and the US Net Loss or the Non-US Net Loss (as appropriate) shall be added to the SG Adjusted Contribution Amount (in the case of a Non-US Net Loss) or to the SETI Adjusted Contribution Amount (in the case of a US Net Loss).
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Maximum Entitlements. A principal terminating employment after having completed no less than
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Maximum Entitlements. The Parties shall agree the specifications of the Maximum Transfer Limits for the Interconnector. These specifications shall be based on the line and terminal equipment capacities of the Interconnector, the capacity of the parts of the transmission systems of both Transmission Companies which service the Interconnector. If one of the Parties wishes the Maximum Transfer Limit to be increased the Transmission Company shall submit an application to the ▇▇▇▇ ▇▇ under the ▇▇▇▇ ABOM to increase the limit. The Transmission Companies and the ▇▇▇▇ ▇▇ shall acknowledge that if the scheduled transactions exceed the Maximum Transfer Limit: this may cause damage to the Interconnector and its terminal equipment; and this may adversely affect the Transmission Companies to supply services to each other and any other users of the Interconnector. The Transmission Companies shall notify each other if one Party has reason to believe the other has exceeded the Maximum Transfer Limit or if there is a material risk they may do so to ensure necessary steps are taken to ensure the Maximum Transfer Limit is not exceeded in the future. If any Party exceeds the Maximum Transfer Limit on more than one occasion the ▇▇▇▇ ▇▇ shall consider it reasonably required for the protection of both Parties systems and/or the security of supply of the interconnected ▇▇▇▇ system, to require the exceeding Party to install equipment to ensure that the Party does not exceed the Maximum Transfer Limit in the future. The exceeding Party shall comply within the time indicated by the ▇▇▇▇ ▇▇ any such requirement within the time the ▇▇▇▇ ▇▇ and provide to the ▇▇▇▇ ▇▇ evidence to confirm compliance.
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Related to Maximum Entitlements

  • No Entitlements (1) Neither the Plan nor the Award Agreement confer on the Participant any right or entitlement to receive compensation, including, without limitation, any base salary or incentive compensation, in any specific amount for any future fiscal year (including, without limitation, any grants of future Awards under the Plan), nor impact in any way the Company Group’s determination of the amount, if any, of the Participant’s base salary or incentive compensation. This Award of RSUs made under this Award Agreement is completely independent of any other Awards or grants and is made at the sole discretion of the Company. The RSUs do not constitute salary, wages, regular compensation, recurrent compensation, pensionable compensation or contractual compensation for the year of grant or any prior or later years and shall not be included in, nor have any effect on or be deemed earned in any respect, in connection with the determination of employment-related rights or benefits under law or any employee benefit plan or similar arrangement provided by the Company Group (including, without limitation, severance, termination of employment and pension benefits), unless otherwise specifically provided for under the terms of such plan or arrangement or by the Company Group. The benefits provided pursuant to the RSUs are in no way secured, guaranteed or warranted by the Company Group. (2) The RSUs are awarded to the Participant by virtue of the Participant’s employment with, and services performed for, the Company Group. The Plan or the Award Agreement does not constitute an employment agreement. Nothing in the Plan or the Award Agreement shall modify the terms of the Participant’s employment, including, without limitation, the Participant’s status as an “at will” employee of the Company Group, if applicable. (3) Subject to any applicable employment agreement, the Company reserves the right to change the terms and conditions of the Participant’s employment, including the division, subsidiary or department in which the Participant is employed. None of the Plan or the Award Agreement, the grant of RSUs, nor any action taken or omitted to be taken under the Plan or the Award Agreement shall be deemed to create or confer on the Participant any right to be retained in the employ of the Company Group, or to interfere with or to limit in any way the right of the Company Group to terminate the Participant’s employment at any time. Moreover, the Separation from Service provisions set forth in Section (C) or (D), as applicable, only apply to the treatment of the RSUs in the specified circumstances and shall not otherwise affect the Participant’s employment relationship. By accepting this Award Agreement, the Participant waives any and all rights to compensation or damages in consequence of the termination of the Participant’s office or employment for any reason whatsoever to the extent such rights arise or may arise from the Participant’s ceasing to have rights under, or be entitled to receive payment in respect of, any unvested RSUs that are cancelled or forfeited as a result of such termination, or from the loss or diminution in value of such rights or entitlements, including by reason of the operation of the terms of the Plan, this Award Agreement or the provisions of any statute or law to taxation. This waiver applies whether or not such termination amounts to a wrongful discharge or unfair dismissal.

  • Leave Entitlements (a) A sessional practitioner will be entitled to pro rata leave entitlements in the same ratio as the number of sessions allocated bears to 10. If during any qualifying period the number of sessions allocated to a sessional practitioner varies, the number will be averaged over the qualifying period. (b) A sessional practitioner will be entitled to paid public holidays in accordance with Clause 35 – Public Holidays if the public holidays occur on a day on which a session is normally worked. If a sessional practitioner is required to work on a public holiday the provisions of Clause 32 – Shift, Weekend and Public Holiday Penalties subclause (5) will apply.

  • Entitlements Every employee (a) who, (i) becomes the natural parent of a child, or assumes actual care and custody of their new born child, or (ii) adopts a child under the law of a province; and (b) who has completed their probationary period or seven consecutive months of employment, whichever comes first; and (c) who submits to the Co-operative an application in writing for parental leave where possible at least four (4) weeks before the day specified in the application as the day on which the employee intends to commence the leave; is entitled to, and shall be granted parental leave, consisting of a continuous period of up to sixty-three (63) weeks.

  • Basic entitlement 7.4.2(a) After twelve months continuous service, parents are entitled to a combined total of 52 weeks unpaid parental leave on a shared basis in relation to the birth or adoption of their child. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption.

  • Holiday Entitlement Employees who are laid off within seven (7) working days (except employees subject to dismissal through cause) prior to a Statutory Holiday occurring shall be entitled to such Statutory Holiday with pay. Also, employees who are absent either the day before or the day after a Statutory Holiday or both shall be entitled to such Statutory Holiday with pay provided they are absent for a reason of illness or accident.