Notice to the Employee. The notice must contain:
a. Employee’s position title, series, grade or payband level, and rate of pay.
b. Description of the BBA and the reason for the action.
c. Statement that the action taken is non-disciplinary.
d. Advice on severance pay entitlement , if applicable.
e. Advice on loss of benefits, if applicable.
f. Information on claiming unemployment compensation, if applicable.
g. An explanation of the employee’s right to grieve, including how, where, and to whom to send the grievance and the applicable time limits.
h. Additional information required if the action is separation:
1. Statement that the action does not preclude reemployment.
2. Information on the placement assistance available through a reemployment priority list.
3. Information regarding hiring preference for certain contractor jobs, if applicable.
4. Information about civilian assistance benefits and eligibility, if applicable.
5. Information on eligibility for Civil Service positions for 1 year from date of separation, in accordance with the terms of the DOD/OPM Interchange Agreement.
Notice to the Employee. If the Auditors determine that any Payment would be nondeductible by the Employer because of section 280G of the Code, then the Employer shall promptly give-notice of such determination to the Employee, together with a detailed calculation thereof and of the Reduced Amount. The Employee may then elect, in his sole discretion, which and how much of the Payments shall be eliminated or reduced (as long as after such election the aggregate present value of the Payments equals the Reduced Amount), and shall advise the Employer in writing of his election within 10 days of receipt of such notice. If no such election is made by the Employee within such 10-day period, then the Employer may elect which and how
Notice to the Employee. The employer will provide the affected employee(s) with notice as required in accordance with the Labour Standards Act of Saskatchewan. In no instance will the employee(s) be given less than thirty calendar days notice. The employer will notify each employee and the Union in writing:
1) of the reduced hours or elimination of the position;
2) of the reason for the reduced hours or elimination of the position; and
Notice to the Employee. The Office of Human Resources or immediate supervisor shall provide an employee a copy of any materials the University intends to place in the employee’s personnel file which reflects negatively on an employee’s job performance. If an employee is on leave, the notice shall be provided upon return of the employee to active duty or at the University’s discretion, by U.S. mail to the employee’s last known address with the University.
Notice to the Employee. Any notice to be given to the Employee under this Agreement shall be sent via certified mail, return receipt requested to: Xxxxxxxx X. Xxxxxx, Xx. 0000 Xxxxx Xxxxxx Xxxxxx Tulsa, OK 73137
Notice to the Employee. If the Auditors determine that any Payment would be nondeductible by the Employer because of section 280G of the Code, then the Employer shall promptly give-notice of such determination to the Employee, together with a detailed calculation thereof and of the Reduced Amount. The Employee may then elect, in his sole discretion, which and how much of the Payments shall be eliminated or reduced (as long as after such election the aggregate present value of the Payments equals the Reduced Amount), and shall advise the Employer in writing of his election within 10 days of receipt of such notice. If no such election is made by the Employee within such 10-day period, then the Employer may elect which and how much of the Payments shall be eliminated or reduced (as long as after such election the aggregate present value of the Payments equals the Reduced Amount) and shall promptly notify the Employee of such election. For purposes of this paragraph 17, present value shall be determined in accordance with section 280G(d)(4) of the Code. All determinations made by the Auditors under this paragraph 15 shall be binding upon the Employer and the Employee and shall be made within sixty (60) days of the date a payment becomes payable or transferable.
Notice to the Employee. When the University decides to lay off an employee or employees, a notice shall be given to the affected employee(s) and the Union at least ninety (90) calendar days in advance of the effective date of such layoff. Notice of layoff shall be in writing and shall include:
(1) Reasons for the layoff
(2) Displacement (bumping) rights including:
(a) The opportunity to displace or “bump”;
(b) The availability in the Office of Human Resources of the seniority list, who the employee might be able to bump, and other information related to bumping rights;
(c) The duty to notify the Office of Human Resources of an intent to displace (bump), and
(d) The date by which the employee must notify the Office of Human Resources of a decision to displace (bump)
(3) Calculation of seniority points, including the employee’s total seniority points and the calculations used to arrive at the total number of seniority points (points for total State service, points for division service, and points for service in a job series or job class)
(4) Features of the severance package as provided in this Article
(5) Recall and reinstatement rights as described in this Article
Notice to the Employee. Xxxxxxxx Xxxxx Tix4Tonight 0000 Xxxxxx Xxxx Xx. Xxxxx 000 Xxx Xxxxx, XX 00000 Fax (000) 000-0000
Notice to the Employee. If the Auditors determine that any Payment would be nondeductible by the Employer because of section 280G of the Code, then the Employer shall promptly give-notice of such determination to the Employee, together with a detailed calculation thereof and of the Reduced Amount. The Employee may then elect, in his sole discretion, which and how
Notice to the Employee. When it is determined that a layoff action may occur, the Director of Human Resource Services will provide written notification to each employee who may be subject to the layoff. Such notification will include:
a. A copy of the layoff procedure from this agreement;
b. An explanation of the reasons and justifications for the potential layoff.
