Transfers and Discharges Sample Clauses

Transfers and Discharges. You may leave our Facility at any time without prior notice to us. We will help arrange for your voluntary discharge or transfer to another facility. Except in an emergency, we will not transfer you to another room within our Facility, or to another facility, and we will not discharge you from our Facility against your wishes, unless we give prior written notice to you. The only reasons that we can transfer or discharge you against your wishes are: 1) It is required to protect your well-being, because your needs cannot be met in our Facility; 2) It is appropriate because your health has improved enough that you no longer need the services of our Facility; 3) Your presence in our Facility endangers the health and safety of other individuals; 4) You have not paid for your stay in our Facility or have not arranged to have payment made under Medicare, Medi-Cal, or private insurance; 5) Our Facility ceases to operate. 6) Material or fraudulent misrepresentation of your finances to us. If we participate in Medi-Cal or Medicare, we will not transfer you from the Facility or discharge you solely because you change from private pay to Medicare or Medi-Cal payment. State of California – Health and Human Services Agency Department of Health Services Our written notice of transfer or discharge against your wishes will be provided 30 days in advance. However, we may provide less than 30 days notice if the reason for the transfer or discharge is to protect your health and safety or the health and safety of other individuals, if your improved health allows for a shorter notice, or if you have been in our Facility for less than 30 days. Our written notice will include the effective date, the location to which you will be transferred or discharged, and the reason the action is necessary. In our written notice, we will advise you that you have the right to appeal the transfer or discharge to the California Department of Health Services, Licensing and Certification Division, and we will also provide the name, address and telephone number of the State Long-Term Care Ombudsman. If you are transferred or discharged against your wishes, we will provide transfer and discharge planning as required by law.
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Transfers and Discharges. If Resident is to be involuntarily discharged from or transferred within Facility, Facility agrees to give reasonable, advance written notice to Resident, except in an emergency. The written notice shall state the reason for the discharge or transfer. Discharge or transfer planning as required by law shall be provided to Resident for involuntary discharges or transfers. Facility shall immediately notify the Office of the State Long-Term Care Ombudsman of the involuntary discharge.
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Transfers and Discharges. You have the following relocation rights:
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Transfers and Discharges a. The School District shall fund all services provided to any student placed by the School District until the student is unenrolled, removed from the Devereux | TCV, and no longer receiving services. b. If payment responsibility for a student’s education services changes to an alternate agency while the student is enrolled at a Devereux | TCV (for example, if a student’s family relocates to new district different from the School District that is a party to this Agreement), the School District is responsible to pay for all services rendered until such time that either (i) the alternate agency renders payment to Devereux | TCV; or (ii) the student is removed from the Devereux | TCV Day school. c. If, in Devereux | TCV’s sole professional discretion, continued placement in Devereux | TCV Day Academy is no longer appropriate for a student, Devereux | TCV will issue a thirty (30) day discharge notice to the School District. The School District is solely responsible for identifying and securing a new placement for any student that is the subject of a discharge notice. Devereux | TCV will provide all reasonable support to the School District to identify an alternate placement. A thirty (30) day discharge notice issued by Devereux | TCV hereby constitutes a notice to partially terminate this Agreement with respect to the student being discharged, pursuant to Section 1(b) herein. If a student continues to attend Devereux | TCV Day Academy after the thirty-day discharge notice period ends, the School District shall reimburse Devereux | TCV the then prevailing Devereux | TCV standard rates for daily education tuition and any ancillary (or Related Services) the student receives. Devereux | TCV’s standard rates are available upon request.
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Transfers and Discharges. We will help arrange for your voluntary discharge or transfer to another facility. Except in an emergency, we will not transfer you to another room within our Facility against your wishes, unless we give prior reasonable written notice to you, determined on a case by case basis, in accord with applicable state and federal requirements. For example, you have a right to refuse the transfer if the purpose of the transfer is to move you to or from a Medicare-certified bed. Our written notice of transfer to another facility or discharge against your wishes will be provided 30 days in advance. However, we may provide less than 30 days notice if the reason for the transfer or discharge is to protect your health and safety or the health and safety of other individuals, if your improved health allows for a shorter notice, or if you have been in our Facility for less than 30 days. Our written notice will include the effective date, the location to which you will be transferred or discharged, and the reason the action is necessary. The only reasons that we can transfer you to another facility or discharge you against your wishes are: 1) It is required to protect your well-being, because your needs cannot be met in our Facility; 2) It is appropriate because your health has improved enough that you no longer need the services of our Facility; 3) Your presence in our Facility endangers the health and safety of other individuals; 4) You have not paid for your stay in our Facility or have not arranged to have payment made under Medicare, Medi-Cal, or private insurance; 5) Our Facility ceases to operate.
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Transfers and Discharges. 1. The FACILITY may transfer or discharge the RESIDENT from the FACILITY, with thirty (30) days prior notice (except as provided below) to the RESIDENT and/or to the REPRESENTATIVE, in the following instances: a. The transfer or discharge is necessary for the RESIDENT’S safety and welfare as the RESIDENT’S health care needs exceed the capacity of the FACILITY; b. The RESIDENT’S health has improved and the RESIDENT no longer needs the services provided by the FACILITY; c. The RESIDENT’S condition or behavior poses a significant risk to the safety and/or health of the RESIDENT or other RESIDENTS within the FACILITY; d. The RESIDENT and/or the REPRESENTATIVE have failed, after reasonable and appropriate notice, to pay sums due to the FACILITY, or to cause to have Medicare or another governmental or private funding source pay for the FACILITY’S services; e. The FACILITY is ordered by state, federal, or local government authorities to discharge the RESIDENT; or f. The FACILITY ceases to operate. 2. The FACILITY may immediately transfer or discharge the RESIDENT, with prior notice to the RESIDENT and/or the REPRESENTATIVE, under the following circumstances: a. The RESIDENT’S condition or behavior poses an immediate and serious risk to the safety and/or health of the RESIDENTS in the FACILITY; b. An immediate transfer or discharge is required to a hospital or other level of care based upon the RESIDENT’S urgent medical needs, safety, or health; c. The RESIDENT has not resided in the FACILITY for thirty (30) days; or d. Pursuant to order or requirement of the state, federal, or local government.
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Related to Transfers and Discharges

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union ▇▇▇▇▇▇▇ shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • Satisfaction and Discharge SECTION 401.

  • DISCIPLINE AND DISCHARGE A. Disciplinary actions or measures shall include but not be limited to the following: Oral Reprimand Written Reprimand Suspension - Maximum of 30 days (notice given in writing) Discharge - (notice given in writing) A demotion in classification may be substituted by the Employer in place of a suspension or a discharge; a disciplinary transfer may be made in lieu of an oral or written reprimand. Discipline shall be uniformly applied using a progressive disciplinary procedure, where appropriate. B. Disciplinary action may be imposed upon an employee only for failure to fulfill his/her responsibilities as an employee. Suspensions of less than ten (10) days and lesser disciplining actions may be administered by the Superintendent or his/her designee. C. No discipline of record shall be given to any employee until the employee has read the written statement and had an opportunity to attach a statement of explanation or rebuttal; or if the employee so desires, be given a hearing. At such hearing, the employee may have Union representation. The employee will be asked to sign the disciplinary report to signify knowledge of the statement only. The signature will not be interpreted to signify acceptance or denial of guilt of the charges or statement. D. Upon request by the employee, records of oral and written reprimands shall be removed from an employee's record twelve (12) months from the date of the offense and records of suspensions shall be removed from an employee's records two (2) years from the date of the offense. E. The Employer shall not discipline or discharge any employee without just cause. Any disciplinary action may be appealed through the grievance procedure. Steps of the grievance procedure may mutually be waived in order that the grievance may be filed with the person issuing such disciplinary actions.

  • Release and Discharge 11.1 The acceptance by the Designer of the last payment under the provisions of Article 6.5 or Article 12 in the event of termination of the Contract, shall in each instance, operate as and be a release to the Owner and the Authority and their employees and officers, from all claims of the Designer and its Subconsultants for payment for services performed and/or furnished, except for those written claims submitted by the Designer to the Owner with, or prior to, the last invoice.

  • DISCIPLINE, SUSPENSION AND DISCHARGE ‌ 15.01 The Employer shall not discipline, suspend, or discharge an Employee without just cause. 15.02 The Employer and the Union recognize the principle of progressive discipline. 15.03 When an Employee is to be disciplined (e.g., documented oral warning, written warning, suspension, or discharge), such discipline shall only be imposed at a meeting with the Employment Supervisor specifically convened for this purpose. Employees will be given forty-eight (48) hours’ notice, the reason(s) for the meeting and will be advised that they are entitled to be accompanied at this meeting by a Union representative. Such notice shall be in writing. The Union shall be copied on any disciplinary letter within three (3) Business Days of such a meeting. 15.04 A documented oral warning or a written warning shall normally precede imposition of a suspension or discharge, except in the case of gross neglect of duty position abandonment, or gross misconduct. 15.05 Where an Employee has received a disciplinary letter, the Employee may attach comments to the letter and the comments will be placed in their personnel file. (a) A disciplinary letter within an Employee’s personnel file shall be deemed null and void and removed from the file after a twenty-four (24) month period from the date of the letter, provided that no further discipline has been recorded within the period noted above. (b) Where, upon an Employee’s graduation from their program at Queen’s University, a disciplinary letter has been in the Employee’s personnel file for a period of no less than twelve (12) months, such a disciplinary letter shall be removed from the Employee’s personnel file at their request. (c) Article 15.06 (b) does not apply when the Employee registers immediately from one program at Queen’s University into another program at Queen’s University. 15.07 In cases involving allegations of serious misconduct or a threat to the safety of a person or property, as a precautionary measure, the ▇▇▇▇ (or delegate) of the faculty in which the Employee works may suspend the Employee with pay during an investigation. Within one (1) Business Day from the time of such a suspension, the Employer shall provide the Employee with a letter setting out the allegation or threat with a copy to the Union. The letter will inform the Employee of their right to Union representation in connection with the matter and a meeting will be scheduled between the parties within three (3) Business Days of the above letter being provided. The parties may delay this meeting by written agreement pending the outcome of an investigation. The Employer will complete the investigation and inform the Employee of the results of the investigation, and of any corrective action that has been or will be taken, normally within ninety (90) calendar days of the commencement of the investigation, unless there are extenuating circumstances warranting a longer investigation. During any meetings between the Employee and the Employer during the investigation, the Employee may choose to be accompanied by a Union representative. Where, at the conclusion of the investigation, the allegations that were investigated are unfounded, there shall be no record of the investigation in the Employee’s personnel file. Where the allegations are founded, the Employer may take disciplinary action.