STATUTORY AND EMPLOYMENT ISSUES Sample Clauses

STATUTORY AND EMPLOYMENT ISSUES. 13.1 The Service Provider warrants that it complies with and has full knowledge of all relevant statutory, collective agreements and other stipulations applicable to the relationship with its employees and its relationship with the Post Office. This includes, but is not limited to, the Labour Relations Act 66 of 1995, the Basic Conditions of Employment Act 75 of 1997, the Employment Equity Act 55 of 1998 and any other applicable employment legislation currently in force or which may come into force during the currency of the Agreement ("Employment Legislation"). The Service Provider warrants further that it is not and will not in future be in contravention of any of the provisions of any such Employment Legislation and in the event of such contravention, the Service Provider shall immediately take all steps to remedy such contravention. If the Post Office advises the Service Provider of any contravention of such Employment Legislation in writing, the Service Provider shall, within 10 (ten) days after receipt of such notice (or within such extended period as may be reasonable in the circumstances, as notified by the Post Office in writing), take all steps necessary to remedy such contravention and shall keep the Post Office informed regarding the steps taken and the implementation and the result thereof. 13.2 The Service Provider indemnifies the Post Office and holds it harmless against any loss and/or damage arising from any and all claims which may, in respect of any contravention of such Employment Legislation be made against the Post Office, including, without limitation, the actual costs incurred by the Post Office in defending such claims.
Sample 1Sample 2Sample 3See All (19)
AutoNDA by SimpleDocs
STATUTORY AND EMPLOYMENT ISSUES. 16.1. The Supplier or Service Provider shall comply with all employment legislation
Sample 1Sample 2Sample 3See All (9)
STATUTORY AND EMPLOYMENT ISSUES. 13.1 The Service Provider warrants that it complies with and has full knowledge of all relevant statutory, collective agreements and other stipulations applicable to the relationship with its employees and its
Sample 1Sample 2Sample 3See All (4)
STATUTORY AND EMPLOYMENT ISSUES. 13.1 The Service Provider warrants that it complies with and has full knowledge of all relevant statutory, collective agreements and other stipulations applicable to the relationship with its employees and its relationship with the Post Office. This includes, but is not limited to, the Labour Relations Act 66 of 1995, the Basic Conditions of Employment Act 75 of 1997, the Employment Equity Act 55 of 1998 and any other applicable employment legislation currently in force or which may come into force during the currency of the Agreement ("Employment Legislation"). The Service Provider warrants further that it is not and will not in future be in contravention of any of the provisions of any such Employment Legislation and in the event of such contravention, the Service Provider shall immediately take all steps to remedy
Sample 1
STATUTORY AND EMPLOYMENT ISSUES. 13.1 The Service Provider warrants that it complies with and has full knowledge of all relevant statutory, collective agreements and other stipulations applicable to the RFQ No.23/24/25/Short Term Rental of Light Vehicles and Heavy Vehicles /RM RFQ No.23/24/25/Short Term Rental of Light Vehicles and Heavy Vehicles /RM relationship with its employees and its relationship with the SAPO. This includes, but is not limited to, the Labour Relations Act 66 of 1995, the Basic Conditions of Employment Act 75 of 1997, the Employment Equity Act 55 of 1998 and any other applicable employment legislation currently in force or which may come into force during the currency of the Agreement ("Employment Legislation"). The Service Provider warrants further that it is not and will not in future be in contravention of any of the provisions of any such Employment Legislation and in the event of such contravention, the Service Provider shall immediately take all steps to remedy such contravention. If the SAPO advises the Service Provider of any contravention of such Employment Legislation in writing, the Service Provider shall, within 10 (ten) days after receipt of such notice (or within such extended period as may be reasonable in the circumstances, as notified by the SAPO in writing), take all steps necessary to remedy such contravention and shall keep the SAPO informed regarding the steps taken and the implementation and the result thereof. The Service Provider indemnifies the SAPO and holds it harmless against any loss and/or damage arising from any and all claims which may, in respect of any contravention of such Employment Legislation be made against the SAPO, including, without limitation, the actual costs incurred by the SAPO in defending such claims. No employment The Service Provider warrants that none of its employees shall be regarded as employees of the Post Office. The Service Provider shall assist to defend and bear all costs in the event that the SAPO is required to defend a claim, whether civil or employment related, instituted against it by the Service Provider’s employees. Should the SAPO defend the matter, the Service Provider hereby indemnifies the SAPO against all and any costs (including attorney and own client costs) which may be incurred by or awarded against the SAPO as a consequence of the RFQ No.23/24/25/Short Term Rental of Light Vehicles and Heavy Vehicles /RM defense of the claim. Occupational Health and Safety Act 85 of 1993 (“OHASA”) 13.4.1 The...
Sample 1

Related to STATUTORY AND EMPLOYMENT ISSUES

  • Labor and Employment Matters (a) Except as set forth in Section 3.25 of the Company Disclosure Schedule, (i) there is no labor strike, material labor dispute, slowdown, stoppage or lockout actually pending, or, to the knowledge of the Company, threatened against the Company or any of its Subsidiaries, and during the past three years there has not been any such action, (ii) no labor organization claims to represent the employees of the Company or any of its Subsidiaries, (iii) neither the Company nor any of its Subsidiaries is a party to or bound by any collective bargaining or similar agreement governing terms and conditions of employment with any labor organization, (iv) none of the employees of the Company or any of its Subsidiaries is represented by any labor organization and the Company does not have any knowledge of any current organizing activities on behalf of any labor organization among the employees of the Company or any of its Subsidiaries, nor, to the knowledge of the Company, does any question concerning representation exist concerning such employees, (v) there is no pending, or to the knowledge of the Company, threatened material unfair labor practice charge or complaint against the Company or any of its Subsidiaries before the National Labor Relations Board or any similar state or foreign agency, (vi) there is no material grievance arising out of any collective bargaining agreement, (vii) no material charges with respect to or relating to the Company or any of its Subsidiaries are pending before the Equal Employment Opportunity Commission or any other agency responsible for the prevention of unlawful employment practices, (viii) neither the Company nor any of its Subsidiaries has received notice of the intent of any federal, state, local or foreign agency responsible for the enforcement of labor or employment laws to conduct an investigation with respect to or relating to the Company or any of its Subsidiaries and no such investigation is in progress, (ix) the Company has procedures in place for collecting information about employee eligibility on Form I-9, collects such information and follows applicable Laws governing U.S. citizenship in all material respects, and (x) there are no material complaints, lawsuits or other proceedings pending or, to the knowledge of the Company, threatened in any forum by or on behalf of any present or former employee of the Company or any of its Subsidiaries alleging breach of any express or implied contract of employment, any law or regulation governing employment or the termination thereof or other discriminatory, wrongful or tortious conduct in connection with the employment relationship.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • ASSOCIATION AND EMPLOYEE RIGHTS A. The exclusive Representative ("Association") shall have the right to represent its members in employment relations with the District.

  • Employees and Employee Benefits (a) For a period beginning on the Closing Date and continuing thereafter for 12 months, subject to any contractual obligations that may apply, TopCo shall provide, or shall cause MSLO Surviving Corporation and its Subsidiaries to provide, employees of MSLO as of the Closing who continue employment with TopCo or any of its Subsidiaries, including MSLO Surviving Corporation, following the Closing (the “Continuing Employees”) with (i) wage or base salary levels (but not any short-term incentive compensation opportunities or other bonus plans (other than the commission sales plan set forth in Section 6.11(a) of the MSLO Disclosure Schedule)) that are not less than those in effect immediately prior to the Effective Time, and (ii) employee benefits (excluding equity-based compensation) that are comparable in the aggregate to either those in effect for such Continuing Employees immediately prior to the Effective Time or those provided to similarly-situated employees of Sequential from time-to-time, provided that, (x) until December 31, 2015, Topco and the MSLO Surviving Corporation agree to keep in effect all employee benefits (excluding equity-based compensation) that are applicable to employees of MSLO as of the date hereof and (y) notwithstanding the immediately preceding clause (x), until the one year anniversary of the Closing Date, TopCo and the MSLO Surviving Corporation agree to keep in effect all severance plans, practices and policies that are applicable to employees of MSLO as of the date hereof and set forth on Section 6.11(a) of the MSLO Disclosure Schedule. Nothing herein shall be deemed to limit the right of TopCo or any of their respective Affiliates to (A) terminate the employment of any Continuing Employee at any time, (B) change or modify the terms or conditions of employment for any Continuing Employee, or (C) change or modify any Sequential Benefit Plan, MSLO Benefit Plan or other employee benefit plan or arrangement in accordance with its terms.

  • Consideration of Criminal History in Hiring and Employment Decisions 10.14.1 Contractor agrees to comply fully with and be bound by all of the provisions of Chapter 12T, “City Contractor/Subcontractor Consideration of Criminal History in Hiring and Employment Decisions,” of the San Francisco Administrative Code (“Chapter 12T”), including the remedies provided, and implementing regulations, as may be amended from time to time. The provisions of Chapter 12T are incorporated by reference and made a part of this Agreement as though fully set forth herein. The text of the Chapter 12T is available on the web at xxxx://xxxxx.xxx/olse/fco. Contractor is required to comply with all of the applicable provisions of 12T, irrespective of the listing of obligations in this Section. Capitalized terms used in this Section and not defined in this Agreement shall have the meanings assigned to such terms in Chapter 12T.

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • Resolving an Employment Relationship Problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.

  • Employment Matters There is (A) no unfair labor practice complaint pending against the Company, or any of its subsidiaries, nor to the Company’s knowledge, threatened against it or any of its subsidiaries, before the National Labor Relations Board, any state or local labor relation board or any foreign labor relations board, and no grievance or arbitration proceeding arising out of or under any collective bargaining agreement is so pending against the Company or any of its subsidiaries, or, to the Company’s knowledge, threatened against it and (B) no labor disturbance by the employees of the Company or any of its subsidiaries exists or, to the Company’s knowledge, is imminent, and the Company is not aware of any existing or imminent labor disturbance by the employees of any of its or its subsidiaries, principal suppliers, manufacturers, customers or contractors, that could reasonably be expected, singularly or in the aggregate, to have a Material Adverse Effect. The Company is not aware that any key employee or significant group of employees of the Company or any subsidiary plans to terminate employment with the Company or any such subsidiary.

Time is Money Join Law Insider Premium to draft better contracts faster.