Program Regulation Clause Samples
The Program Regulation clause establishes the rules and guidelines governing the operation and administration of a specific program under the agreement. It typically outlines the standards participants must follow, the procedures for compliance, and the mechanisms for monitoring or enforcing these requirements. By clearly defining the regulatory framework, this clause ensures consistent program management and helps prevent misunderstandings or non-compliance among involved parties.
Program Regulation. The Vended Sponsor and Vendor shall operate in accordance with current Program regulations. [7 CFR 225.6(h)(2)(viii)]
Program Regulation. 1. Bereavement Leave may be used to grieve and/or attend to the death and funeral of an eligible employee’s immediate family, defined for purposes of this provision only as father, mother, spouse, domestic partner or civil union partner (as defined and recognized by State law, respectively) children (natural or legally recognized) and brother or sister.
2. Bereavement Leave may be combined with the benefit under Section E below, Additional Benefit – Use of Sick Time, only upon application to the Vice President of Human Resources, or his/her designee and then only where the employee’s Sick Leave utilization separate from Family Leave utilization, is less than ten (10) days in the past year. The determination of the Vice President of Human Resources or his/her designee is final and not subject to Grievance Procedure.
3. Written validation of the need for Bereavement Leave must be provided at the request of the employer. Invalid utilization of this benefit is a disciplinable offense up to and including termination.
Program Regulation. 1. Bereavement Leave may be used to grieve and/or attend to the death and funeral of an eligible employee’s immediate family, defined for purposes of this provision only as father, mother, spouse, children (natural or legally recognized) and brother or sister.
2. This benefit may be combined with Bereavement Leave under Article XVII, Sick Leave, only upon application to the Vice President of Human Resources, or his/her designee and then only where the employee’s Sick Leave utilization separate from Family Leave utilization, is less than ten (10) days in the past year. The determination of the Vice President of Human Resources or his/her designee is final and not subject to Grievance Procedure.
3. Written validation of the need for Bereavement Leave must be provided at the request of the employer. Invalid utilization of this benefit is a disciplinable offense up to and including termination.