Employee Right to Revert to Layoff Sample Clauses

The Employee Right to Revert to Layoff clause grants employees the option to return to a layoff status under certain conditions, typically after being recalled or reassigned to a different position. In practice, this means that if an employee is recalled to a job they do not wish to accept, or if the new assignment is not suitable, they can choose to revert to their previous layoff status without penalty. This clause provides employees with flexibility and protection, ensuring they are not forced into undesirable positions and can maintain their eligibility for recall or severance benefits.
Employee Right to Revert to Layoff. In the event an employee has accepted a position in a new classification in lieu of lay-off, and s/he determines that they do not feel they can continue in the position for any reason, s/he shall be allowed to take a voluntary lay-off without penalty and with full recall rights.
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Employee Right to Revert to Layoff. In the event an employee has 24 accepted a position in a new classification in lieu of lay-off, and s/he determines that 25 they do not feel they can continue in the position for any reason, s/he shall be allowed 26 to lake a voluntary lay-off without penalty and with full recall rights. 27
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Related to Employee Right to Revert to Layoff

  • Right to Revoke Employee may revoke this Agreement by notice to Company, in writing, received within seven (7) days of the date of its execution by Employee (the “Revocation Period”). Employee agrees that Employee will not receive the benefits provided by this Agreement if Employee revokes this Agreement. Employee also acknowledges and agrees that if Company has not received from Employee notice of Employee’s revocation of this Agreement prior to the expiration of the Revocation Period, Employee will have forever waived Employee’s right to revoke this Agreement, and this Agreement shall thereafter be enforceable and have full force and effect.

  • File Management and Record Retention relating to CRF Eligible Persons or Households Grantee must maintain a separate file for every applicant, Eligible Person, or Household, regardless of whether the request was approved or denied. a. Contents of File: Each file must contain sufficient and legible documentation. Documents must be secured within the file and must be organized systematically.

  • Right to Review TFC reserves the right to review the insurance requirements and to require deletion, revision, and/or modification of particular policy terms, conditions, limitations, or exclusions (except where policy provisions are established by law or regulations that are binding upon TFC, PSP, or the underwriter) on any such policies when deemed necessary and prudent by TFC based upon changes in statutory law, court decisions, or the claims history of the industry and/or of PSP, provided however, such modifications must be commercially available to PSP. TFC shall make an equitable adjustment to the Contract Sum for any additional cost resulting therefrom.

  • See Your Right to Reject Arbitration For this section, you and us includes any corporate parents, subsidiaries, affiliates or related persons or entities. Claim means any current or future claim, dispute or controversy relating to your Account(s), this Agreement, or any agreement or relationship you have or had with us, except for the validity, enforceability or scope of the Arbitration provision. Claim includes but is not limited to: (1) initial claims, counterclaims, crossclaims and third-party claims;

  • Right to Respond Employees will be given a copy of any and all material that may be used against them in a disciplinary action at the time that it is placed in the file. Explanatory rebuttal statements can be attached to the material housed in the file provided such statement is made within ten (10) working days after the employee receives the material. Any reference to allegations that are investigated and determined to be unfounded shall be removed from an employee’s file.