Right to Revert Clause Samples
The Right to Revert clause grants a party, typically the original owner or licensor, the ability to regain rights to intellectual property or other assets if certain conditions are met, such as non-use, breach, or expiration of a license. In practice, this means that if the licensee fails to exploit the licensed material within a specified timeframe or violates the agreement, the rights automatically or upon notice return to the original owner. This clause ensures that valuable rights are not left unused or tied up indefinitely, protecting the interests of the original owner and encouraging active use or development of the asset.
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Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with clause 23.14 (d) may subsequently request permission from the employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level.
(ii) A request made under clause 23.14 (e) (i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level.
(iii) An employer is to agree to a request to revert made under clause 23.14 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the employer and those grounds would satisfy a reasonable person.
(iv) An employer is to give the employee written notice of the employer’s decision on a request to revert under clause 23.14 (e) (i). If the request is refused, the notice is to set out the reasons for the refusal.
(v) An employee who believes their request to revert under 23.14 (e) (i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the employer to demonstrate that the refusal was justified in the circumstances.
Right to Revert i. An Employee who has returned on a part time or modified basis in accordance with sub-clause 6.10.14 (d) may subsequently request permission from the Employer to resume working on the same basis as the Employee worked immediately before starting Maternity Leave or full time work at the same classification level.
ii. A request made under sub-clause 6.10.14 (e) (i) must be in writing and must be made at least four (4) weeks before the day on which the Employee wishes to resume working on the same basis as the Employee worked immediately before starting Maternity Leave or full time work at the same classification level.
iii. An Employer is to agree to a request to revert made under sub-clause 6.10.14 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person.
iv. An Employer is to give the Employee written notice of the Employer’s decision on a request to revert under clause 6.10.14 (e) (i). If the request is refused, the notice is to set out the reasons for the refusal.
v. An Employee who believes their request to revert under sub-clause 6.10.14 (e) (i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Employer to demonstrate that the refusal was justified in the circumstances.
Right to Revert. An employee who has returned on a part time or modified basis in accordance with subclause 39.13(d) may subsequently request permission from the employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level.
Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with sub-clause 50.14 (d) may subsequently request permission from the employer to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level.
(ii) A request made under sub-clause 50.14 (e) (i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting Maternity Leave or full time work at the same classification level.
(iii) A Managing Director is to agree to a request to revert made under sub- clause 50.14 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the College and those grounds would satisfy a reasonable person.
(iv) A Managing Director is to give the employee written notice of the Managing Director’s decision on a request to revert under sub-clause 50.14 (e) (i). If the request is refused, the notice is to set out the reasons for the refusal.
(v) An employee who believes their request to revert under sub-clause 50.14 (e)
(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Managing Director to demonstrate that the refusal was justified in the circumstances.
Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with subclause (41)(d) of this clause may subsequently request the Employer to permit the employee to resume working on the same basis as the employee worked immediately before starting parental leave or full time work at the same classification level.
(ii) The Employer is to agree to a request to revert made under subclause (41)(e)(i) of this clause unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person.
(iii) An Employer is to give the employee written notice of the Employer’s decision on a request to revert under subclause (41)(e)(i) of this clause. If the request is refused, the notice is to set out the reasons for the refusal.
(iv) An employee who believes their request to revert under subclause (41)(e)(i) of this clause has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Employer to demonstrate that the refusal was justified in the circumstances.
Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with paragraph 28.9(d) may subsequently request the employer to permit the employee to resume working on the same basis as the employee worked immediately before starting parental leave or full time work at the same classification level.
(ii) A request made under sub-paragraph 28.9(e)(i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting parental leave or full time work at the same classification level.
(iii) An employer is to agree to a request to revert made under sub-paragraph 28.9(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the employer and those grounds would satisfy a reasonable person.
Right to Revert. (i) A Health Worker who has returned on a part time or modified basis in accordance with sub-clause 33.32(d) may subsequently request the Employer to permit the Health Worker to resume working on the same basis as the Health Worker worked immediately before starting parental leave or full time work at the same classification level.
(ii) The Employer is to agree to a request to revert made under paragraph 33.32(e)(i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person.
(iii) An Employer is to give the Health Worker written notice of the Employer’s decision on a request to revert under paragraph 33.32(e)(i). If the request is refused, the notice is to set out the reasons for the refusal.
(iv) A Health Worker who believes their request to revert under paragraph 33.32(e)(i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus w ill be on the Employer to demonstrate that the refusal w as justified in the circumstances.
(a) A Health Worker employed for a fixed term contract shall have the same entitlement to parental leave and partner leave, how ever the period of leave granted shall not extend beyond the term of that contract.
(i) Absence on unpaid parental leave or unpaid partner leave shall not break the continuity of service of Health Workers.
(ii) Where a Health Worker takes a period of unpaid parental leave or unpaid partner leave exceeding 14 calendar days in one continuous period, the entire period of such leave shall not be taken into account in calculating the period of service for any purpose under this Agreement. Periods of unpaid leave of 14 days or less shall, however, count for service.
(c) A Health Worker on parental leave or partner leave may terminate employment at any time during the period of leave by written notice in accordance with “Clause 11 – Contract of Service” of this Agreement.
(d) An Employer shall not terminate the employment of a Health Worker on the grounds of the Health Worker’s application for parental leave or partner leave or absence on parental leave or partner leave but otherwise the rights of the Employer in respect of termination of employment are not affected.
(a) To avoid doubt, an eligible casual Health Worker has no entitlement to paid leave under this clause with the exception of the entitlement ...
Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with clause
Right to Revert. (i) An employee who has returned on a part time or modified basis in accordance with subclause 6.14.14 (d) may subsequently request permission from the Employer to resume working on the same basis as the employee worked immediately before starting maternity leave or full time work at the same classification level.
(ii) A request made under subclause 6.14.14 (e)(i) must be in writing and must be made at least four weeks before the day on which the employee wishes to resume working on the same basis as the employee worked immediately before starting maternity leave or full time work at the same classification level.
(iii) An Employer is to agree to a request to revert made under subclause 6.14.14 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person.
Right to Revert. (i) An Employee who has returned on a part time or modified basis in accordance with clause 25.15 (d) may subsequently request permission from the Employer to resume working on the same basis as the Employee worked immediately before starting maternity leave or full time work at the same classification level.
(ii) A request made under clause 25.15 (e) (i) must be in writing and must be made at least four weeks before the day on which the Employee wishes to resume working on the same basis as the Employee worked immediately before starting maternity leave or full time work at the same classification level.
(iii) An Employer is to agree to a request to revert made under clause 25.15 (e) (i) unless there are grounds to refuse the request relating to the adverse effect that agreeing to the request would have on the conduct of operations or business of the Employer and those grounds would satisfy a reasonable person.
(iv) An Employer is to give the Employee written notice of the Employer’s decision on a request to revert under clause 25.15 (e) (i). If the request is refused, the notice is to set out the reasons for the refusal.
(v) An Employee who believes their request to revert under 25.15 (e) (i) has been unreasonably refused may seek to enforce it as a minimum condition of employment and the onus will be on the Employer to demonstrate that the refusal was justified in the circumstances.