Notification of Lay Clause Samples

The Notification of Lay clause establishes the requirement for one party, typically the shipowner, to formally inform the other party, usually the charterer, when a vessel is ready to begin loading or unloading cargo. In practice, this notification is delivered in writing and must specify the exact time and location where the vessel is prepared to commence operations. This clause ensures that both parties are aware of when laytime—the period allowed for loading or unloading—officially starts, thereby preventing disputes and providing clarity on the commencement of contractual obligations.
Notification of Lay off The minimum amount of notice shall be twenty-eight (28) calendar days (or the minimum statutory notice, whichever is more), which may be any combination of working notice and pay in lieu of notice. Seniority shall continue to accrue for the part of the notice period during which pay in lieu of notice was provided. The Employer may assign duties other than those normally connected with the classification in question during the period of working notice, provided the work is bargaining unit work. In calculating pay in lieu of notice for casual and part-time employees, the pay in lieu of working notice shall be calculated on the basis of the average weekly hours over the preceding fifty-two (52) weeks, or since the start of employment, whichever period of time is less.
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Notification of Lay. Off: When a lay-off lasting more than five (5) days is about to become effective, the Union President will be notified in writing at least five (5) days in advance, and the employees to be laid off will be notified at least four (4) days in advance or, in lieu of notice, they will receive twenty (20) hours pay. The Union President will be notified in writing of all lay-offs lasting five (5) days or less on the day the lay-off becomes effective, but before employees concerned are notified.
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Notification of Lay. OFFS 22 Section 1 22
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Notification of Lay. Off/Job Abolition, Options on Lay-Off and Job Abolition 16 12.4 Method of Bumping 17 12.5 Recall Procedure 17 12.6 Severance Pay 18 13.5 Shift Trades 19 13.6 Time Averaging 19 13.7 Attendance at Meetings 19 13.8 SDH Summer Camp 19 13.9 Flexible Hours 19 13.10 Caretaker 20 14.1 Definition 20 14.2 Compensation for Overtime 20 14.3 Voluntary Overtime 20 14.4 Call-Back 20 14.5 Time in Lieu 20 14.6 Authorization of Overtime 21 15.3 Working on a Holiday 22 16.1 Definition 22 16.2 Vacation Year 22 16.3 Vacation Credits 22 16.4 Carry-Over of Vacation 22 16.5 Vacation Schedule 23 16.6 Vacation Pay on Termination 23 16.7 Unbroken Vacation 23 16.8 Vacation Rotation 23 16.9 Posting Vacation Schedule 23 17.1 Definition 23 17.2 Annual Paid Sick Leave 24 17.3 Accumulation of Annual Sick Leave 24 17.4 Leave of Absence While Sick 24 17.5 Proof of Illness 24 17.6 Recognition of Social Illness 24 17.7 Sick Leave Use During Leaves of Absence 25 18.2 Leave to Hold Office 25 18.3 Bereavement Leave 26 18.4 Employee Discretion Leave 26 18.6 Maternity Leave 27 18.7 Paternity/Adoption Leave 27 18.8 Jury Duty 27 18.9 In-Service Training 27 18.10 Educational Leave 28 18.11 Employee Requested Leave 28 18.14 Notification of Other Employment 28 19.2 Increments 29 19.3 Hiring Rates 29 19.4 Statement of Earnings 29 19.5 Changes in Pay Range 29 19.6 Calculation of Sick Leave, Increments and Vacation 29 19.7 Promotion 30 19.8 Demotion 30 19.9 Pay Administration 30 19.10 Temporary Performance of Higher Duties 30 19.11 Transfer 30 19.12 Honorariums 30 19.13 Shift Differential 30 20.1 Maintaining a Classification Plan 31 20.2 Classification Shall be Submitted to the Union 31 20.3 Manual of Position Classifications 31 20.4 Changes in Classification 31 20.5 Challenge from Senior Employees 31 20.6 Downward Reclassification 31 20.7 Designated Aboriginal Position 32 21.1 Personal Property Loss 32 21.2 Employee Benefits 32 21.3 Liability Insurance 32 21.4 Workers' Compensation Pay Supplement 32
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Notification of Lay off Prior to any public announcement or public discussion, the Employer, insofar as is reasonably possible, will advise the Union where lay-offs may be contemplated which will affect the bargaining unit. The Employer shall provide fourteen (14) calendar days notice to the Union prior to issuing initial notice of lay-off to affected employees. With the notification to the Union, the Employer shall provide all relevant information including but not limited to: a) The work area where the initial notices of lay-off will be issued; b) The number of FTE’s affected; c) The number of actual positions affected;
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Notification of Lay. Off Prior to any public announcement or public discussion, the Employer, insofar as is reasonably possible, will advise the Union where lay-offs may be contemplated which will affect the bargaining unit. The Employer shall provide fourteen (14) calendar days notice to the Union prior to issuing initial notice of lay-off to affected employees. With the notification to the Union, the Employer shall provide all relevant information including but not limited to: a) the work area where the initial notices of lay-off will be issued; b) the number of FTE’s affected; c) the number of actual positions affected; d) the job classifications of employees to be laid off; and e) as soon as the information is available, the names of the affected employees. All employees affected by lay-off shall receive written notice of lay-off. The Employer shall serve notice of lay-off to the most junior employee(s) in the affected positions within the job classification where it is determined the reduction is required. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour Standards, but in no case will receive less than fourteen (14) calendar days notice. If the employee laid off or displaced has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the job classification in question.
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Notification of Lay off When lay-offs are contemplated the Employer shall notify the Union prior to notifying the affected employees. All employees affected by lay-off shall receive written notice of lay-off. The Employer shall serve notice of lay-off to the most junior employee(s) in the affected positions within the classification where it is determined the reduction is required. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour Standards, but in no case will receive less than fourteen (14) calendar days notice. If the employee laid off has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the classification in question.
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Related to Notification of Lay

  • Notification of Layoff A bargaining unit member to be laid off shall be notified, in writing, at least fifteen (15) work days prior to the effective date of layoff, except that when emergency funding situations exist, this notification period can be shortened. The notification shall include: 1. reasons for the layoff 2. effective date of the layoff 3. seniority list of bargaining unit members 4. list of vacancies 5. bumping rights as identified in 18.7 & 18.8

  • Notification of Legal Requests Contractor shall immediately notify City upon receipt of any subpoenas, service of process, litigation holds, discovery requests and other legal requests (“Legal Requests”) related to all data given to Contractor by City in the performance of this Agreement (“City Data” or “Data”), or which in any way might reasonably require access to City’s Data, and in no event later than 24 hours after it receives the request. Contractor shall not respond to Legal Requests related to City without first notifying City other than to notify the requestor that the information sought is potentially covered under a non-disclosure agreement. Contractor shall retain and preserve City Data in accordance with the City’s instruction and requests, including, without limitation, any retention schedules and/or litigation hold orders provided by the City to Contractor, independent of where the City Data is stored.

  • Notification of Laws and Regulations The Servicer shall immediately notify the Issuer, the Indenture Trustee and the Rating Agencies in writing if it becomes aware of any Requirements of Law or CPUC Regulations hereafter promulgated that have a material adverse effect on the Servicer’s ability to perform its duties under this Agreement.

  • Notification of LIBOR On each LIBOR Determination Date, the Indenture Trustee will send to the Servicer, the Issuer and the Administrator by facsimile transmission, notification of LIBOR for the following Interest Period.

  • Notification of litigation The Borrower will provide the Agent with details of any legal or administrative action involving the Borrower, any Security Party, the Approved Manager, any Ship or the Earnings or the Insurances of any Ship as soon as such action is instituted or it becomes apparent to the Borrower that it is likely to be instituted, unless it is clear that the legal or administrative action cannot be considered material in the context of any Finance Document.