Redundancy scheme Sample Clauses

Redundancy scheme. Deviating from the 'age bracket' principle
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Redundancy scheme. Redundancy scheme 1. If the company is subject to a reorganisation as referred to in article 9.1 of this collective labour agreement, the employer can agree a redundancy scheme in local consultation with the trade associations involved in the collective labour agreement, unless it is agreed with the trade associations involved that these discussions will be left to the employee representatives. 2. Provided that the redundancy scheme is given the status of a collective labour agreement, agreements can also be made as part of the redundancy scheme, duly considering the opportunities offered by the Dutch Work and Security Act. 3. If a redundancy scheme has been agreed in a company in consultation with the trade association(s) involved in the collective labour agreement, article 9.3 does not apply.
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Redundancy scheme. Redundancy scheme 1. A redundancy scheme is any scheme that mitigates for potential economic, social and/or legal consequences for employees arising from an organizational change. 2. The employer can agree in advance with the trade associations involved in the collective labour agreement that the discussions of a redundancy scheme will be left to the employer and the employee representatives. 3. Provided that the redundancy scheme is given the status of a collective labour agreement, agreements can also be made as part of the redundancy scheme, duly considering the opportunities offered by the Dutch Work and Security Act. Deviations from the law can concern such aspects as the 'age bracket' principle (redundancies affecting all age groups of employed staff equally) (up to a maximum of 10% of the employees), the amount of the transition allowance and possibly other allowances, provisions about education, outplacement, terms of notice, supplementary agreements etc. 4. If a redundancy scheme has been agreed in a company in consultation with the trade association(s) involved in the collective labour agreement, article 9.3 does not apply.
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Redundancy scheme. Redundancy scheme 1. A redundancy scheme is any scheme that mitigates for potential economic, social and/or legal consequences for employees arising from an organizational change.
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Redundancy scheme. Redundancy scheme 1. A redundancy scheme is a scheme that is intended to alleviate the possible economic, social and/or legal consequences of the change or loss of jobs as a result of a reorganisation/structural change. 2. Registering a redundancy scheme as a collective labour agreement enables agreements that deviate from the law. Examples of such agreements include: a. ‘age bracket’ principle (up to 10% of employees, whereby article 9.3 does not apply); b. amount of the (transitional) allowance; c. training; d. outplacement; e. notice periods; f. benefit top-up payments. 3. The employee can turn to the Job-to-Job Guarantee Fund for financial assistance if: a. the (former) employer has made agreements about help guiding employees from job to job, and; b. the employer can no longer finance the job-to-job guidance due to bankruptcy, and; c. the employee meets the (pre)conditions established by Stichting Bedrijfstakbureau voor het Uitgeverijbedrijf (BU) (Publishing industry association), and; d. the employee is/was employed by the employer who, until the bankruptcy, was a member of the employers’ association for the publishing industry (Werkgeversvereniging Uitgeverijbedrijf (WU)).
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Redundancy scheme. Redundancy will be paid strictly according to the provisions of the Parent Award with the exception that this agreement shall apply, notwithstanding that employment is terminated by the Company due to the ordinary and customary turnover of labour. Where any legal obligation exceeds that recoverable under Mert, the Company will make up the difference.
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Redundancy scheme 
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Related to Redundancy scheme

  • SALARY SACRIFICE ARRANGEMENTS 34.1 Employees covered by this Agreement will have access to salary sacrifice arrangements in addition to the compulsory arrangement detailed above. The requirements of any such arrangements shall ensure that: (a) Accessing a salary sacrifice arrangement is a voluntary decision to be made by the individual Employee. (b) An Employee wishing to enter into a salary sacrifice arrangement will be required to notify their Employer in writing of the intention to do so and have sought expert advice in relation to entering into such an arrangement. (c) The Employer shall meet the cost of implementing the administrative and payroll arrangements necessary for the introduction of salary sacrifice to the Employees under the Agreement. (d) The co-contribution of superannuation payments referred to herein shall be made by way of salary sacrifice arrangements.

  • Start-Up and Synchronization Consistent with the mutually acceptable procedures of the Developer and Connecting Transmission Owner, the Developer is responsible for the proper synchronization of the Large Generating Facility to the New York State Transmission System in accordance with NYISO and Connecting Transmission Owner procedures and requirements.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

  • Employee Arrangements Except as set forth on Section 8.2(h) of the UWWH Disclosure Schedules, pursuant to the terms of any collective bargaining agreements in effect as of the date hereof and disclosed on Section 6.15(a) of the UWWH Disclosure Schedules, as contemplated by this Agreement, as set forth in the Employee Matters Agreement or as otherwise required by applicable Law, UWWH shall not, nor shall it permit any of its Subsidiaries to: (i) grant any material increases in the compensation (including bonus and incentive compensation) or fringe benefits of any UWWH Employee except any increases that would not reasonably be expected to become a Liability of the Surviving Corporation or its Subsidiaries; (ii) pay or agree to pay to any UWWH Employee any pension, retirement allowance, severance benefit or other material employee benefit not required by any of the existing UWWH Benefit Plans as in effect on the date hereof, except as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (iii) except in the ordinary course of business, enter into any new, or terminate or materially amend any existing collective bargaining agreement or relationship, employment, severance or termination Contract or other arrangement with any UWWH Employee or his or her representative, provided, that any such new collective bargaining agreement or any termination of or material amendment to any such existing collective bargaining agreement in the ordinary course of business shall be subject to review by xpedx senior management reasonably in advance of the conclusion of such negotiations, and xpedx senior management shall have been informed periodically of the status of negotiations with respect thereto; (iv) (A) become obligated under any new pension plan, welfare plan, employee benefit plan (including any equity incentive plan), severance plan, benefit arrangement or similar plan or arrangement sponsored or maintained by UWWH or any of its Subsidiaries that was not in existence on the date hereof, or (B) amend any such plan or arrangement in existence on the date hereof, except in the case of (B) (x) as would not result in a material increase in the annual aggregate cost (based on UWWH’s historical annual aggregate cost) of maintaining such pension plan, welfare plan, employee benefit plan, severance plan, trust, fund, policy or arrangement or (y) as would not reasonably be expected to result in a Liability of the Surviving Corporation or its Subsidiaries; (v) grant any equity-based compensation to any UWWH Employee or director or independent contractor of UWWH or any of its Subsidiaries; (vi) make any offer for the employment or engagement of any UWWH Employee or other individual on a full-time, part-time, or consulting basis providing for an annual compensation in excess of $250,000; (vii) implement any distribution center, facility, warehouse or business unit closing or mass layoff that could implicate WARN; or (viii) make any loan to (x) any director, officer or member of senior management of UWWH or any of its Subsidiaries or (y) except in the ordinary course of business and in compliance with applicable Law, to any other UWWH Employee.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff