Employment Requirements. Except as provided in this Agreement, in order to vest in and not forfeit the Stock Award (or portion thereof, as the case may be), the Award Recipient must remain employed by the Company or one of its Affiliates until the Stock Award (or portion thereof) has vested. If there is a Termination of Employment for any reason (other than due to death or Disability) before a portion of the Stock Award has fully vested, the Award Recipient will forfeit any portion of the Stock Award that has not vested immediately following the Termination of Employment unless the Committee determines otherwise. If there is a Termination of Employment due to the death or Disability of the Award Recipient prior to this Stock Award fully vesting, the unvested portion of the Stock Award will vest as of the date of the Award Recipient’s Termination of Employment due to death or Disability.
Employment Requirements. Except as provided in this Agreement, in order to vest in and not forfeit the Award (subject to the fulfillment of the Performance Requirement pursuant to Schedule A), the Award Recipient must remain employed by the Company or one of its Affiliates until the Award vests on the Determination Date. If there is a Separation from Service for any reason (other than due to death, Disability or Retirement) before the Determination Date (or if earlier, a Change of Control), the Award Recipient will forfeit all of the SELTPP Units subject to this Award and the corresponding Dividend Equivalents that have not been paid as of the date of the Separation from Service unless the Committee determines otherwise.
Employment Requirements. Each teacher employed by the BOARD shall possess proper certification. Failure to maintain a current teaching certificate may result in termination of employment.
Employment Requirements. 22.01 The Board agrees that if any Bargaining Unit Employee is required by the Board to have a physical examination, the Board shall pay the full cost of such examination if the Employee consults a physician appointed by the Board, or the Board shall pay up to Thirty Dollars ($30.00) for a physician of the Employee’s choosing. After an Employee has successfully completed a ninety (90) day probationary period, the Board agrees to reimburse for fingerprinting, background checks and TB testing for all newly hired and current Employees, if required.
Employment Requirements. Section 1: The Administration attempts to fill all positions with persons whose vocational skills, work experience, health, and character indicate probable success on the job. It is desirable that all personnel be high school graduates. In order to be considered for employment, a person must possess the necessary skills required for the position for which the person applies. All candidates for employment must be interviewed by the Superintendent or the authorized representative. A suitable test with a pre-determined passing grade may be administered as a qualification for a certain position. It shall be the policy of the district not to discriminate on the basis of race, creed, color, national origin, age, sex, marital status or handicap status in the employment of personnel.
Employment Requirements. In the event of your termination of employment, retirement, death or total disability, then, subject to the terms described below under “Consequences of a Change in Control”, the following terms apply: • If your employment is terminated by the Company without cause pursuant to Section 5(f) of your employment agreement with the Company, you will be able to exercise your stock options that are vested as of your last day of employment through the earlier of the option’s Last Date to Exercise or the first anniversary of the date your employment with the Company terminates • If you terminate your employment at or after age 55 and you have 10 years of service at the time of your termination (any termination subject to this bulleted paragraph, “retirement”, and which, for the avoidance of doubt, shall not include any termination of your employment referenced in the bulleted paragraph immediately below), you will be able to exercise your stock options that are vested as of your last day of employment through the earlier of the option’s Last Date to Exercise or three (3) years after your last day of employment. All unvested stock options as of your last day of employment will be cancelled as of the close of business on your last day of employment. • If your employment is terminated due to your death or total disability as determined under the Company’s long term disability program, your unvested options become 100% vested as of your last day of employment. You, in the event of your total disability, or your estate, in the event of your death, have until the earlier of the option’s Last Date to Exercise or one (1) year after your last day of employment to exercise your options. • If your employment is terminated and such termination is other than (i) by the Company without cause or (ii) by reason of retirement (as defined below), death, or total disability, you will be able to exercise your stock options that are vested as of your last day of employment through the earlier of the option’s Last Date to Exercise or three (3) months after your last day of employment. All unvested stock options as of your last day of employment will be cancelled as of the close of business on your last day of employment. The option may be transferred to your child, stepchild, grandchild, parent, stepparent, grandparent, spouse, former spouse, sibling, niece, nephew, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, or sister-in-law, including adoptive relationsh...
Employment Requirements. Except as provided in this Agreement, in order to vest in and not forfeit the Stock Award, the Award Recipient must remain employed by the Company or one of its Affiliates until the Stock Award has vested. If there is a Termination of Employment for any reason (other than due to death or Disability) before the Stock Award has vested, the Award Recipient will forfeit the Stock Award immediately following the Termination of Employment unless the Committee determines otherwise. If there is a Termination of Employment due to the death or Disability of the Award Recipient prior to this Stock Award vesting, the Stock Award will vest as of the date of the Award Recipient’s Termination of Employment due to death or Disability.
Employment Requirements. In the event of an emergency, Nanny will call 9-1-1 and contact Family. Nanny will call Poison Control at 0-000-000-0000 if child ingests or has potentially ingested something that could be harmful. Mandated reporters are typically defined as professionals who have regular contact with vulnerable people, such as children, that are legally required to report any suspicion of child abuse or neglect to the relevant authorities. Mandated reporting regulations vary by state. In 47 states, mandated reporters are designated by their profession which often includes childcare providers. In Indiana, New Jersey, and Wyoming, all persons are required to report, regardless of their profession. Those working as nannies who have reasonable cause to suspect or believe that a child under the age of 18 has been abused, neglected, or is placed in imminent risk of serious harm should feel confident in reporting their concerns to the local child protective services office or law enforcement agency. To become more comfortable with the role of being a mandated reporter, nannies should take mandated reporting training courses provided by the state in which they work. Nanny will have valid driver’s license, auto insurance, safely maintained, clean and reliable vehicle. Family will provide a car seat for Nanny to use with Child. Family or a car seat technician will correctly install the car seat into Nanny’s car. When the child is in the vehicle, Nanny will: • ensure proper use of all child safety equipment including car seats and appropriate restraints • drive in a safe manner with no distractions such as applying makeup or eating • not use cell phone for calls, texting, internet, or any other usage while driving • not leave child unattended in the car • not have any guns, drugs or illegal items in the car while transporting the child Nanny is expected to treat the Family home as a professional work environment. Nanny will not have any illegal drugs in the house at any time. Nanny will keep all prescription drugs in a secured bag out of reach of child(ren). Nanny will never to smoke while working with child(ren), regardless of location. Nanny will never consume alcohol during work, regardless of the location. Nanny will not bring any guns or assault weapons into the house at any time. Nanny will not bring expensive items to work including but not limited to expensive clothing, shoes, jewelry or electronics. Nanny will not use candles, incense, or any other open flame devices in th...
Employment Requirements. 4.1 Employment Status with CatholicCare Canberra & Goulburn On commencement employees will be given an Employment Letter that sets out their employment status and hours of work with CatholicCare Canberra & Goulburn. All employees covered by this Agreement will be permanent full time, permanent part time, casual or fixed term contract (including maximum duration fix term contract). A permanent full time employee is engaged to work an average of 76 hours per fortnight over a 4 week period. A permanent part time employee is an employee engaged to work less than an average of 76 hours per fortnight. A part time employee shall receive all entitlements under this Agreement on a pro-rata basis calculated as a percentage of full-time hours worked by the employee. Permanent part time employees may be offered additional hours up to 76 hours per fortnight when circumstances require and agreed by the employee. A casual employee is an employee engaged on an hourly basis. A casual employee will not receive any of the benefits of permanent employment including paid sick leave, annual leave, annual leave loading, or public holiday unless specifically identified as an entitlement in this Agreement with the exception that casual employees will be entitled to long service leave as prescribed in long service leave legislation in the ACT and NSW. A casual employee shall receive a loading of 25% in addition to the rates of pay set out in Attachment 1. The inclusion of the casual loading constitutes the ‘ordinary rate of pay’ for casual employees and is compensation for their casual status. Casual employees will also be entitled to the penalty rates as set out in clause 5. A fixed term employee is an employee engaged to perform work for a fixed period under the terms and conditions of a maximum duration contract. A fixed term employee receives the same benefits as a permanent employee. Any change in employment status between full-time, part-time and fixed term employment will not result in a loss of continuity of service.
Employment Requirements. Any medical examination, x-ray, licensing fee or other expense required by the School Board of a non-probationary employee will be at the Board's expense. If the employee leaves or resigns during the contract period, he/she will reimburse the School Board on a pro-rata scale.
