Separation Process Sample Clauses

The Separation Process clause defines the procedures and steps that must be followed when parties to an agreement decide to end their business relationship or partnership. Typically, this clause outlines the required notifications, timelines, and responsibilities for each party during the separation, such as the return of confidential information, settlement of outstanding obligations, and transition of ongoing projects. Its core practical function is to ensure an orderly and predictable dissolution of the relationship, minimizing disputes and confusion by clearly allocating duties and setting expectations for both parties during the separation.
Separation Process. A disability separation is not a disciplinary action; however, an objection to the separation affords the tenured or probationary faculty member a hearing under Article 10 (Dismissal of Tenured & Probationary Faculty).
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Separation Process. Where it becomes necessary for the Company to reduce the number of Permanent Full Time Employees, the following procedure will be applied: a) the Company shall consult with Workplace Representatives in accordance with the Consultation clause (clause 15). b) the Company shall consider whether the required employment levels can be achieved through natural attrition. Where the numbers to be reduced can’t be achieved through natural attrition, the numbers will be reduced in the following order:
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Separation Process i. A pre-separation notice for non-vaccination status will be sent to impacted employees by February 4, 2022, via U.S. Mail and work e-mail, if a work e-mail address is available. The notice will include the reason for the intended separation and an opportunity to respond to the pre-separation notice, either at a virtual meeting scheduled by the Employer or in writing if the employee prefers; and that the employee is entitled to Union representation at a pre-separation meeting. ii. The Employer will provide to the Union a list of these employees by February 18, 2022. iii. If the foregoing provisions in Subsection 1b or 1c do not apply or are not met, and an employee fails to provide proof of being fully vaccinated, notice of non-disciplinary separation will be sent to the employee. iv. This process is not precedent setting.
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Separation Process. Where it becomes necessary for the Company to reduce the number of Permanent Full Time Employees, the following procedure will be applied: a) the Company shall consult with Workplace Delegates in accordance with the Consultation clause (clause 15). b) the Company shall consider whether the required employment levels can be achieved through natural attrition. Where the numbers to be reduced can’t be achieved through natural attrition, the numbers will be reduced in the following order: i. In the Engineering Department a reduction in Contractor labour (where Employees can perform that task); ii. In the Production Department, a reduction in Production Supplementary Labour and in any truck/shovel Contractors (where Employees can perform that task); then iii. An appropriate voluntary redundancy scheme, provided that the Company has the right to determine whether to accept applications for voluntary redundancy in order to retain appropriate levels of skill and experience. c) In the event that the required employment levels are not achieved, the Company shall consult with Workplace Delegates before implementing alternative separation arrangements, such as forced redundancies.
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Separation Process. 5.1 CUSTOMER and Fermic have determined that additional Separation Equipment might be required to conduct the separation process at the Facility. Fermic will use commercially reasonable efforts to locate the needed Separation Equipment within the Fermic organization. If Fermic is able to locate the additional Separation Equipment within the Fermic organization, and such equipment is available, then Fermic will install such equipment at its Facility, at no cost to CUSTOMER. If Fermic can not locate the additional Separation Equipment within the Fermic organization, then CUSTOMER will purchase the additional Separation Equipment (“Customer Supplied Separation Equipment”) needed by Fermic at the Facility in order to produce Separation Product at the Facility. The Customer Supplied Separation Equipment shall be used solely by -5- Fermic to produce Separated Product for the CUSTOMER. Fermic and CUSTOMER will determine the optimum design for the processing requirements to convert Fermentation Product into Separated Product, locate vendors for the Customer Supplied Separation Equipment, determine whether new or used equipment should be purchased, purchase the Customer Supplied Separation Equipment for installation at the Facility, and work with Fermic’s contractor to install the Customer Supplied Separation Equipment. Other than equipment items included in the Customer Supplied Separation Equipment, which shall be paid for by CUSTOMER, CUSTOMER will be responsible for the costs of any structural changes or additions to the Facility that may be needed for the installation and operation of the Separating Equipment. All such changes or additions must be pre-approved by CUSTOMER in writing. The cost for changes and additions not pre-approved by CUSTOMER will be the responsibility of Fermic. Upon termination of this Agreement, Fermic will give the CUSTOMER or CUSTOMER’s contractors reasonable access to the Facility in order to allow for the removal by the CUSTOMER or the CUSTOMER’S contractor of the Customer Supplied Separation Equipment. 5.2 After Fermic has installed the Separation Equipment, including, if necessary, any Customer Supplied Separation Equipment, the Parties will meet to develop a developmental start up program for the separation process. Upon the CUSTOMER’s approval of the developmental start-up process for the separation process, the separation process shall be governed pursuant to the terms of this Article V. The CUSTOMER shall have the right to use...
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Separation Process. At the point of audit a filtering process takes place in order to separate Computer Equipment with no data/no value to recycling from Computer Equipment with data/value for further processing. Any data bearing Computer Equipment, irrespective of specification, MUST go for further processing and data destruction. If Computer Equipment has no value and no data it will be recycled in accordance with an ISO approved downstream recycling process
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Separation Process. Prior to separation from City Service, all Employees are required to surrender in good condition of all City-owned property including, keys, badges, uniforms, records, and equipment.
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Separation Process. 1. ▇▇▇▇▇▇▇▇▇▇/Predetermination Notification and Meeting. If the District will be pursuing separation against any employee for failure to comply with the mandate, a ▇▇▇▇▇▇▇▇▇▇/predetermination meeting will be held. The employee will have the right to a union representative in attendance at the meeting. The District will confirm its pending employment action/separation. The employee will once again be afforded an opportunity to provide any mitigating information for the district to consider prior to rendering a separation decision.
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Related to Separation Process

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.8 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone. B. If both parties agree, a mediation session conducted by a trained and experienced mediator shall be scheduled at a mutually convenient date and time. Either party may choose to have an attorney represent them during mediation. Persons attending the mediation session shall have the authority to resolve the dispute. If mediation is unsuccessful, the parties may proceed to follow the provisions for Arbitration. Information disclosed during mediation will not be revealed to anyone. C. The parties and, if they desire, their representatives and/or attorneys, are invited to attend a mediation session. No one else may attend without the permission of the parties and the consent of the mediator(s). D. The mediator(s) will not function as the representative of either party. However, the mediator(s) may assist the parties in understanding their rights and the terms of any proposed settlement agreement. Each party acknowledges being advised to seek independent legal review prior to signing any settlement agreement. E. The parties acknowledge that the mediator(s) possesses the discretion to terminate the mediation at any time of any impasse occurs or either party or the mediator deems the case inappropriate for mediation. F. Prior to mediation, both the City and the PBA (or Employee, only in disciplinary matters) shall enter into a confidentiality agreement, as follows: 1. This is an agreement by the parties to participate in a mediation involving the City against the above named employee. The parties understand that mediation is a voluntary process, which may be terminated at any time. 2. The parties agree to participate voluntarily in mediation in an effort to resolve the charge(s) filed by the City. 3. The parties agree that all matters discussed during the mediation are confidential, unless otherwise discoverable, and cannot be used as evidence in any subsequent administrative or judicial proceeding. Confidentiality, however, will not extend to threats of imminent physical harm or incidents of actual violence that occur during the mediation. 4. Any communications between the mediator(s) and/or the parties are considered dispute resolution communications with a neutral and will be kept confidential. 5. The parties agree not to subpoena the mediator(s) or compel the mediator(s) to produce any documents provided by a party in any pending or future administrative or judicial proceeding. The mediator(s) will not voluntarily testify on behalf of a party in any pending or future administrative or judicial proceeding. The parties further agree that the mediator(s) will be held harmless for any claim arising from the mediation process. 6. The parties recognize and agree that the City is subject to Chapter 119, Fla. Stat., relating to public documents. Therefore, all information including all notes, records, or documents generated during the course of the mediation shall be subject to the exemption contained in Section 119.071 (d)(1), Fla. Stats., until the settlement of the matter, or the conclusion of the arbitration, if any, with the exception of the personal notes of the mediator. 7. If a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be binding upon all parties to the agreement, unless the agreement requires City Commission approval, in which case the agreement will not become binding until publicly approved by the City Commission. Said agreement shall be subject to the provisions of Chapter 119, Fla. Stats. If the charge(s) is not resolved through mediation, the parties may proceed to follow the provisions for arbitration.

  • Sick Leave Verification Process a. The new school district shall provide the employee with the necessary verification form at the time the employee receives confirmation of employment in the school district. b. An employee must initiate the sick leave verification process and forward the necessary verification forms to the previous school district(s) within ninety (90) days of commencing employment with the new school district. c. The previous school district(s) shall make every reasonable effort to retrieve and verify the sick leave credits which the employee seeks to port.

  • Application Process The employees wishing to enter into a job share arrangement will apply in writing to the Employer and forward a copy to the Union outlining the proposed commencement date of the job share, how the hours and days of work will be shared and how communication and continuity of work will be maintained. The Employer shall communicate a decision on a job share request in writing to the applicants. Applications to Job Sharing shall not be unreasonably denied.