SIP Partial Exemption Period Sample Clauses

SIP Partial Exemption Period. Each Investment will be eligible for the 15- year partial tax exemption allowed pursuant to ORS 285C.606(1) and ORS 307.123 and the administrative rules adopted thereunder. Each Investment will be fully taxed on the first $100 million of real market value within the Investment (increased annually for growth at the rate of three percent) pursuant to ORS 307.123(1). Each Investment will be subject to the obligation to pay the Community Service Fee (“CSF”) pursuant to ORS 285C.609(4)(b). The period of the partial tax exemption for each Investment shall, pursuant to ORS 307.123(1)(b) commence on the earlier of: (i) the date that the Investment is certified for occupancy or, if no certificate of occupancy is issued, the date the Investment is used to produce a product for sale; or (ii) the expiration of the exemption for commercial facilities under construction under ORS 307.330. The partial tax exemption for each Investment shall have a duration of fifteen (15) years, except that if an Investment commences during the last fifteen (15) years of the thirty (30) year term of this 2014 SIP Agreement that Investment shall continue to receive the partial tax abatement and shall continue to be obligated to pay any taxes, fees, or other payments required under this 2014 SIP Agreement only until the end of the thirty (30) year term of this 2014 SIP Agreement.
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Related to SIP Partial Exemption Period

  • Break Period All employees working in full time (7 or 7.5 hour) positions shall be permitted a fifteen (15) minute rest period both in the first half and the second half of a shift.

  • Qualifying Period If a regular employee is promoted or transferred to a position, then that employee shall be considered a qualifying employee in her new position for a period of ninety (90) calendar days. If a regular employee is promoted or transferred to a position either within or outside the certification and is found to be unsatisfactory, she shall be returned to her previously held position. If a regular employee is promoted to a position, either within or outside the certification, and finds the position to be unsatisfactory, she shall be returned to her previously held position.

  • Examination of the benefit suspension level 1. If the Party complained against considers that the level of benefits suspended is excessive, it may request in writing the original Panel to examine the level of suspension of benefits. If this is not possible, the procedure established in Article 179 (Panel Selection) shall be followed, in which event the periods set out thereof shall be reduced by half (23). 2. This Panel shall issue its ruling within 60 days following the date of the referral of the matter to it. When the Panel considers that it cannot provide its report within this timeframe, it shall inform the Parties in writing of the reasons for the delay together with an estimate of the period within which it will submit its report. Any delay shall not exceed a further period of 30 days unless the Parties otherwise agree. The ruling of the Panel shall be final and binding. It shall be delivered to the Parties and be made publicly available. 3. If the Panel finds that the level of benefits which the complaining Party has suspended is excessive, it shall determine the appropriate level of benefits it considers to be of equivalent effect.

  • Certification Regarding Debarment, Suspension, Ineligibility and Voluntary Exclusion - Lower Tier Covered Transactions (a) The prospective lower tier participant certifies, by submission of this proposal, that neither it nor its principals is presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from participation in this transaction by any federal department or agency.

  • Waiting Period All full-time employees who are actively working and have completed thirty (30) days service shall be enrolled for the coverages and benefits set forth in this Exhibit as a condition of employment.

  • Evaluation Period Customer’s right to use the Services on a Trial Basis are time-limited and will terminate immediately upon the earlier of (i) the trial end date as specified in an Order Form or other document executed by the parties regarding such trial, or (ii) the start date of when Customer purchases a right to use such Services on a non-Trial Basis, or (iii) the date when QuoVadis terminates Customer’s right to use the Services on a Trial Basis (which QuoVadis may do at any time in its sole discretion). Customer must cease using the Services on a Trial Basis upon any such termination.

  • Trial Service Period 1. Except for those employees in an in-training appointment, all other employees with permanent status who are promoted, or who voluntarily accept a transfer or demotion into a job classification for which they have not previously attained permanent status, will serve a trial service period of six (6) consecutive months. The Employer may extend the trial service period to no more than twelve (12) consecutive months, provided the employee is given written, performance based reasons for the extension. The Employer agrees to notify the employee when it intends to extend the trial service period beyond six (6) months. The employee may choose to notify the union.

  • Duration Period This Agreement shall be effective as of July 1, 2002 and shall continue in effect until June 30, 2005, subject to the Association’s right to negotiate over a successor agreement as provided in Article II. This Agreement shall not be extended orally, and it is expressly understood that is shall expire on the date indicated, unless it is extended in writing.

  • Free Look Period The free look period shall be applicable at the inception of the policy and:

  • week period If an employee fails to return at the end of the family care or medical leave, the CSU may require repayment of insurance premiums paid during the unpaid portion of the leave. The CSU shall not require repayment of premiums if the employee's failure to return is due to his/her serious health condition or due to circumstances beyond the employee's control.

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