Company Formation The Company has been formed as a limited liability company under and pursuant to the Act. The Managers shall file the Certificate and all other such instruments or documents and shall do or cause to be done all such filing, recording, or other acts, as may be necessary or appropriate from time to time to comply with the requirements of law for the formation and/or operation of a limited liability company in the State of Delaware. The Managers may also direct that the Company be registered or qualified to do business in other jurisdictions.
Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.
Leave Without Pay for Personal Needs 35.15.1 Leave without pay will be granted for personal needs, in the following manner: 35.15.1.1 Subject to operational requirements, leave without pay for a period of up to three (3) months will be granted to an employee for personal needs. 35.15.1.2 Subject to operational requirements, leave without pay of more than three (3) months but not exceeding one (1) year will be granted to an employee for personal needs. 35.15.1.3 An employee is entitled to leave without pay for personal needs only once under each of 35.15.1.1
Disqualification of Former Employees The Consultant represents that it is familiar with Chapter 12.10 of the City’s Municipal Code, which generally prohibits a former City officer and a former designated employee from providing services to the City connected with his/her former duties or official responsibilities. The Consultant shall not use either directly or indirectly any officer, employee or agent to perform any services if doing so would violate Chapter 12.10. The Consultant’s violation of this Subsection 21.2 is a material breach.
Maternity Adoption and Parental Leave A member who is pregnant is entitled to leave for a period of up to seventeen (17) weeks in accordance with the Employment Standards Act as amended by Bill 14. The member must have been in the employ of the Board for a period of at least thirteen (13) weeks to qualify for the leave. The member shall normally give the Chief two (2) weeks notice in writing of the date she intends to commence the leave and shall provide the Chief with a certificate from a legally qualified medical practitioner giving the estimated date upon which the delivery will occur in his opinion. Where the member intends to return to work sooner than (or later than as the case may be) her original date of return, she shall give the Chief a minimum of four (4) weeks written notice of such intention. It is understood however, that in no case will a pregnancy leave exceed a total of seventeen (17) weeks, except as noted in section 38(2) of Bill 14. A member who has been employed for at least thirteen (13) weeks is entitled to a parenting leave of up to eighteen (18) weeks in duration. In the case of the natural mother of a child, such leave must begin immediately upon the completion of the end of her pregnancy leave and must end no later than thirty-five (35) weeks after the pregnancy leave commenced. In the case of the parent of a child who is not entitled to a pregnancy leave, a parental leave of up to eighteen (18) weeks will be granted upon application, provided that the member has given the Chief at least two (2) weeks written notice of the date the leave is to commence, following: (a) the birth of the child; or (b) the coming of the child into the custody, care and control of a parent for the first time. The two week written notice may be waived as noted in subsection 38 b(1) of Bill 14. Such parental leave must commence no later than thirty-five (35) weeks after the day the child is born or comes into the custody, control, and care of a parent for the first time. A member who has given notice to end leave may change the notice, (i) to an earlier date if the member gives the Chief at least four (4) weeks written notice before the earlier date; or (ii) to a later date if the member gives the Chief at least four (4) weeks written notice before the leave was to end. During the pregnancy and/or parental leave, the member continues to participate in her benefits in accordance with this collective agreement, unless he or she elects in writing to do otherwise. Where a member is responsible for contributing to the benefit costs, she must continue to do so during the course of his or her leave(s) in order to maintain coverage. Furthermore, seniority and service shall continue to accrue during the leave period. A member on pregnancy and/or parental leave is entitled to return to the position the member held at the time the leave commenced, after the leave has ended, or to a comparable position if the position no longer exists. This clause is intended to reflect the provisions of Bill 14. Where there is a dispute with regards to pregnancy or parental leave, the provisions of Bill 14 shall prevail.