Reasonable Offer Sample Clauses

The 'reasonable-offer' clause defines the obligation for a party to make an offer that is fair and appropriate under the circumstances, typically in the context of negotiations or settlements. In practice, this means that any proposal made must reflect a genuine attempt to resolve a dispute or fulfill contractual duties, considering relevant facts and industry standards. This clause helps prevent parties from making insincere or token offers, thereby promoting good faith negotiations and reducing the likelihood of protracted disputes.
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Reasonable Offer. Similar classification, budgeted hours, shift, and same pay Status (PT/FT), etc. (Temporary positions are not considered bona fide vacancies.) Similar budgeted hours is defined as plus or minus 10%.
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Reasonable Offer. 8/6/1 A reasonable offer of restoration or reinstatement is defined as an offer of a job: A. with an assigned headquarters located less than forty (40) miles from the employee’s home, unless the employee’s worksite prior to his/her layoff was at a greater distance from his/her home, in which case a job offer shall be reasonable if the headquarters of the position offered is no further from the employee’s home than was the distance of the previous worksite; and B. the number of work hours required does not vary substantially from the number of hours previously allocated to the position from which the employee was laid off; and C. the pay range of the position offered is no more than two (2) pay ranges lower than the pay range of the position from which the employee was laid off, unless the employee’s rate of pay at the time of layoff is maintained in the position offered; and D. an offer of limited term employment or project-project employment shall not constitute a reasonable offer.
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Reasonable Offer. Similar classification, budgeted hours, shift, and same pay status, etc. (Temporary positions are not considered bona fide vacancies.) Similar budgeted hours is defined as plus or minus 10%. A 7 on - 7 off position will not be a reasonable offer unless the employee was laid off from a 7 on/7 off position.
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Reasonable Offer. 8/6/1 A reasonable offer of recall or reinstatement is defined as an offer of a job: A. with an assigned headquarters located less than forty (40) miles from the employee’s home, unless the employee’s worksite prior to his/her layoff was at a greater distance from his/her home, in which case a job offer shall be reasonable if the headquarters of the position offered is no further from the employee’s home than was the distance of the previous worksite; and B. the number of work hours required does not vary substantially from the number of hours previously allocated to the position from which the employee was laid off; and C. the hourly pay offered is at least ninety (90) percent of the employee’s rate of pay at the time of layoff; and D. an offer of limited term employment or project-project employment shall not constitute a reasonable offer.
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Reasonable Offer. 8/6/1 A reasonable offer of recall or reinstatement is defined as an offer of a job: A. with an assigned headquarters located less than forty (40) miles from the employee’s home, unless the employee’s worksite prior to his/her layoff was at a greater distance from his/her home, in which case a job offer shall be reasonable if the headquarters of the position offered is no further from the employee’s home than was the distance of the previous worksite; and B. the number of work hours required does not vary substantially from the number of hours previously allocated to the position from which the employee was laid off; and C. the pay range of the position offered is no more than two (2) pay ranges lower than the pay range of the position from which the employee was laid off, unless the employee’s rate of pay at the time of layoff is maintained in the position offered; and D. an offer of limited term employment or project-project employment shall not constitute a reasonable offer.
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Reasonable Offer. 8/6/1 A reasonable offer of recall is defined as an offer of a job: A. with an assigned headquarters located less than forty (40) miles from the employee’s home unless the employee’s worksite prior to his/her layoff was at a greater distance from his/her home, in which case a job offer shall be reasonable if the headquarters of the position offered is no further from the employee’s home than was the distance of the previous worksite; and B. the number of work hours required does not vary substantially from the number of hours previously allocated to the position from which the employee was laid off; and C. the pay range of the position offered is no more than two (2) pay ranges lower than the pay range of the position from which the employee was laid off unless the employee’s rate of pay at the time of layoff is maintained in the position offered; and D. an offer of temporary, limited term employment or project employment shall not constitute a reasonable offer.
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Reasonable Offer of employment
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Related to Reasonable Offer

  • Reasonable Notice Written notice, when required by law, sent in accordance with the provisions of Section 12.6 of the Loan Agreement and given at least ten (10) business days (counting the day of sending) before the date of a proposed disposition of the Collateral shall be reasonable notice.

  • Reasonable Overtime (a) There is a requirement to work reasonable overtime. Subject to that requirement being met, it is not compulsory for an Employee to work overtime in a particular case. (b) On jobs where overtime is necessary, the work crew may be rostered so that each Employee is not disadvantaged as to the amount of overtime worked (subject to the Employer being able to maintain appropriate levels of coverage as required to meet operational needs). On any day that overtime is worked there will be no necessity for all Employees on that particular job to work. (c) Excessive overtime shall not be worked. It is agreed that every effort shall be made to eliminate excessive overtime and create as many employment opportunities as possible. Any suggested and agreed measures to address this shall be discussed by the persons covered by this Agreement and reviewed regularly on all projects throughout the life of this Agreement.

  • Reasonable Consent Whenever a Party’s consent or permission is required under this CRADA, its consent or permission will not be unreasonably withheld.

  • Reasonable Purchase Price The consideration received by the Seller upon the sale of the Mortgage Loans under this Agreement constitutes fair consideration and reasonably equivalent value for the Mortgage Loans.

  • Reasonable Suspicion a. Reasonable suspicion to test a Covered Employees for illegal drugs or alcohol will exist when specific, reliable objective facts and circumstances would create a good faith belief in a prudent person that the employee has used a drug or alcohol. Such circumstances include, but are not limited to, the employee’s behavior or appearance while on any SFMTA jobsite, while on SFMTA business or in SFMTA facilities, and recognized and accepted symptoms of intoxication or impairment caused by drugs or alcohol, that are not reasonably explained by other causes such as fatigue, lack of sleep, proper use of prescription drugs, or reaction to noxious fumes or smoke. b. Any individual or employee can report an employee who may be under the influence of alcohol or drugs. Upon receiving a report of possible alcohol or illegal drugs on the job, two (2) trained employer representatives will verify and document the basis for the suspicion and request testing. The first employer representative shall verify and document the employee’s appearance and behavior based on the above-stated indicators and, if appropriate, recommend testing to the second employer representative. At work locations within the border of the City and County of San Francisco (including San Francisco International Airport), the second employer representative shall verify and document the appearance and behavior of the employee based on the above-stated indicators and has final authority to require the employee to be tested. At work locations outside the border of the City and County of San Francisco, the second employer representative shall confer with the first employer representative to verify the employee’s behavior based on the above- stated indicators, and the second employer representative has the final authority to require the employee to be tested. In the event only one trained employer representative is available onsite, the representative shall confer with any other trained employer representative within the City to verify the employee’s behavior. The second trained employer representative shall have the final authority to require the employee to be tested. c. If the SFMTA requires an employee to be tested under reasonable suspicion, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the SFMTA may allow a reasonable amount (a maximum of one hour) of time for the employee to obtain representation. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. d. Moreover, if the SFMTA has reasonable suspicion or suspect that a prescription medication may have interfered with or may have had a direct impact on an employee’s job performance, it may require that employee to be tested. e. The department representative(s) shall be required to accurately document and file the incident and the employee shall be required to complete a consent form prior to any testing. If an employee refuses to Submit to testing, then the SFMTA shall treat the refusal as having tested positive and shall immediately take appropriate disciplinary action pursuant to the attached discipline matrix. f. The SFMTA shall bear the costs for any required testing for alcohol and/or drugs under this section. Any counseling and rehabilitation services shall be on the employee’s time and at the employee’s cost, except that employees may use accrued paid time off to attend treatment and may utilize any resources covered by insurance. Employees shall have the right to use any accrued but unused leave balances while enrolled in any counseling or rehabilitation program. Any request by an employee to re-test a specimen shall be at the employee’s cost.