TEMPORARY TO PERMANENT Sample Clauses

TEMPORARY TO PERMANENT. 4.1 If, following the supply of a Temporary Worker by Nurse Plus to the Client within the Relevant Period, the Client Engages the Temporary Worker, the Client will pay Nurse Plus the Introduction Fee at the rate of 15% of the Temporary Worker’s new proposed annual salary. 4.2 The Introduction Fee will not be payable if the Client gives written notice to Nurse Plus at least 4 weeks before the end of the Relevant Period that it intends to continue the hire of the Temporary Worker for a further period of 6 weeks (Extended Assignment) before it Engages the Temporary Worker other than through Nurse Plus. 4.3 Where the Client decides (in accordance with Clause 4.2) to have the Temporary Worker supplied by Nurse Plus for the Extended Assignment: (a) the Temporary Worker Fees payable by the Client during the Extended Assignment shall be those applicable immediately before Nurse Plus received the Client’s notice of election; (b) at the end of the Extended Assignment, the Client may Engage the Temporary Worker without paying the Introduction Fee; and (c) if the Client chooses an Extended Assignment but engages the Temporary Worker before the end of the Extended Assignment, the Introduction Fee may be charged by Nurse Plus.

TEMPORARY TO PERMANENT. 5.1 If, following the Introduction or supply of a Temporary Worker by the Employment Business to the Client within the Relevant Period, the Client Engages the Temporary Worker, the Client will pay the Employment Business Introduction Fee. 5.2 The Introduction Fee will not be payable if the Client gives written notice to the Employment Business that it intends to continue the hire of the Temporary Worker for a further period of one month (an Extended Assignment) before it Engages the Temporary Worker other than through the Employment Business. 5.3 Where the Temporary Worker has previously undertaken an Assignment for the Client – 5.3.1 the Temporary Worker Fees payable by the Client during the Extended Assignment shall be those applicable immediately before the Employment Business received the Client's notice of election; and 5.3.2 the hours of work per week during the Extended Assignment shall be deemed to be the greater of (i) the average number of hours of work per week undertaken during the Temporary Worker’s most recent Assignment for the Client and (ii) the number of hours per week actually worked by the Temporary Worker during the Extended Assignment 5.4 Where there has been an Introduction of the Temporary Worker but the Temporary Worker has not undertaken any Assignments, the Temporary Worker Fees payable by the Client during the Extended Assignment shall be calculated by reference to – 5.4.1 the Minimum Rate; and 5.4.2 such hours per week as the Temporary Worker actually works during the Extended Assignment subject to a deemed minimum of 10 hours per week. 5.5 At the end of the Extended Assignment, the Client may Engage the Temporary Worker without paying the Introduction Fee. 5.6 If the Client chooses an Extended Assignment, but engages the Temporary Worker before the end of the Extended Assignment, the Introduction Fee may be charged by the Employment Business, reduced proportionately to reflect the amount of the Extended Assignment paid for by the Client. 5.7 The Introduction Fee shall be £3,000 except where clause 5.8 applies. 5.8 If the Client notifies the Employment Business in writing that it has Engaged the Temporary Worker on or before the Engagement commences, then in the interests of the Employment Business investing in its relationship with Client the Introduction Fee shall be discounted in such circumstances to: 5.8.1 £1 000 if the Temporary Worker has completed less than 10 Shifts for the Client; or

TEMPORARY TO PERMANENT. If the Client wishes to employ directly a Worker themselves during the currency of these Terms or within 3 months after the completion of the most recent assignment of the Worker for the Client, the Client shall pay HireStaff a ‘Finder’s Fee’ in accordance with the table below: Less than 6 consecutive weeks on assignment 15% plus GST of first year expected salary 12 consecutive weeks or more on assignment 8% plus GST of first year’s expected salary Where a Worker transfers to the Client’s permanent employment, a minimum of 400 hours for the Worker must have first been invoiced by HireStaff Limited to the Client in the preceding 12-week period. Where this has not occurred, the Worker may not transfer to the Client’s permanent employment (even if 12 weeks has expired) until 400 hours have been invoiced to the Client for that Worker. No Worker shall transfer to the Client’s employment unless all the Client’s account with HireStaff Limited has been paid in full and strictly in accordance with HireStaff's agreed terms of payment. If the Client does employ the Worker, in breach of this clause, they will pay to HireStaff the full Finder’s Fee set out in the above table. No guarantee or reimbursement of fees charged, or any other money whatsoever, shall be paid by HireStaff to the Client where a Worker who has transferred over to the Client’s staff leaves or is terminated by the Client for any reason.

TEMPORARY TO PERMANENT. In the event that a Candidate Engaged on a fixed term contract with Wesleyan (and/or any Subsidiary) is allocated a permanent role with Wesleyan (and/or any Subsidiary) within six (6) months of the date of Engagement, the full Permanent fee will be applicable. For the avoidance of doubt, under no circumstances whatsoever shall an additional fee be payable to the Supplier should a Temporary Worker be offered a permanent position after 6 months of employment.

TEMPORARY TO PERMANENT. ‌ 4.1 The Temporary Worker acknowledges that the Employment Business will be entitled to charge the Client the Introduction Fee where: (a) the Client Engages the Temporary Worker within the Relevant Period; or‌ (b) the Client introduces the Temporary Worker to a third party (other than another employment business) who subsequently Engages the Temporary Worker within the Relevant Period. 4.2 The Introduction Fee will not be payable in the circumstances described in clause 4.1 (a) if the Client agrees to extend the period of the Assignment for a specified period at the end of which the Temporary Worker may be Engaged by the Client without further charge.

TEMPORARY TO PERMANENT. 5.1. If, following the Introduction or supply of a Temporary Worker by the Employment Business to the Client within the Relevant Period, the Client Engages the Temporary Worker, the Client will pay the Employment Business a fee of £100 (the Introduction Fee).

TEMPORARY TO PERMANENT. 4.1 If, following the Introduction or supply of a Temporary Worker by the Employment Business to the Client within the Relevant Period, the Client Engages the Temporary Worker as a Permanent Worker the Client will:- (i) Immediately inform the Employment Business of the engagement of a Permanent Worker; (ii) provide to the Employment Business full details of the Permanent Workers Salary Package (iii) Pay to the Employment Business the Introduction Fee on receipt of an invoice. 4.2 If the Client or an employee of the Client refers a Worker Introduced by the Employment Business to them to a third party and the third party within the Relevant Period engages that Worker in any capacity (whether on a temporary, permanent or self employed basis) the Client will, at the date of notification or discovery by the Employment Business be liable to an Introduction Fee as set out at 7.4.

TEMPORARY TO PERMANENT. 4.1. The agency worker acknowledges that Smart Teachers will be entitled to charge the hirer the introduction fee where: 4.1.1. The hirer engages the agency worker within the relevant period; or 4.2.2. The hirer introduces the agency worker to a third party (other than another employment business), who subsequently engages the agency worker within the relevant period. 4.2. The introduction fee will not be payable in the circumstances described in clause 4.1.1 if the hirer agrees to extend the period of the assignment for a specified period, at the end of which the agency worker may be engaged by the hirer without further charge.

TEMPORARY TO PERMANENT. Temporary assignments/placements where work performance has been consistent and positive and which could lead to permanent employment with the customer. The temporary period is considered a trial period and there is no guarantee that an offer will be made at the end of this time. Client is a Chrysalis Enterprises employee until the customer makes an offer and client accepts, at which point the client is no longer an employee of Chrysalis Enterprises. If a Chrysalis client secures employment with a Chrysalis Staffing customer, Chrysalis Staffing will receive updates on client’s performance and will continue to work with client on addressing any performance issues that may arise. Chrysalis values its relationship with its customers and expects a high level of performance from any client hired on by a customer.  Direct Hire: Opportunity to interview for placement with an outside employer (not necessarily a Chrysalis Staffing customer). Chrysalis Staffing does not guarantee a job offer will be made. Any job offers are at the sole discretion of the outside employer. In order to maintain a close and trusting working relationship with ▇▇▇▇▇▇▇▇▇’ business partners hiring for direct placements, and to give Chrysalis clients the best chance to be successful in their new role, from time to time it may be necessary for Chrysalis Staffing to receive updates on a client’s performance so that guidance and counseling on addressing any performance issues that may arise can be provided. Your employment relationship is at will. You may terminate your employment with Chrysalis at any time and for any reason. Likewise, Chrysalis may terminate your employment at any time, with or without cause or advance notice. You understand that you are being employed in a temporary position only and for such time that your services are required. Existence of the Program does not alter the at-will relationship. No manager, supervisor, or employee of Chrysalis has any authority to enter into any agreement for employment for any specified period of time or to make any agreement for employment other than on an at-will basis. This temporary employment does not entitle you to any special consideration for long-term employment with Chrysalis.