Vessel Discharge Clause Samples

The Vessel Discharge clause defines the procedures and responsibilities related to unloading cargo from a vessel at its destination. Typically, it outlines who is responsible for arranging and paying for the discharge operations, the timeframe within which discharge must occur, and any requirements for notice or documentation. For example, it may specify that the charterer must provide suitable berth access or that the vessel must be discharged within a set number of days. This clause ensures clarity in the allocation of duties and costs associated with unloading, thereby minimizing disputes and delays at the port.
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Vessel Discharge. The vessel’s Master is to advise the Buyer’s agent at port of discharge the vessel’s name, date of arrival, vessel capacity, number of hatches / number of cargo ▇▇▇▇▇▇▇▇, quantity loaded per cargo chamber and the particulars of the vessel’s readiness to effect cargo operations through all hatches.
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Vessel Discharge. The vessel´s master is to advise buyer´s agent at port of discharge the vessel´s name, date arrival, vessel capacity, number of hatches, and number of cargo ▇▇▇▇▇▇▇▇, quantity loaded per cargo chamber and the particulars of the vessel´s readiness to effect cargo operations through all hatches. The vessel´s master shall give twenty (20) days and seven (7) days provisional notice and 72, 36 and 24 hours final notice of the vessel´s estimated date of arrival at port of destination of the buyer´s agent at the port of discharge. Such notices shall be effected during normal business hours and whether in berth or not. Lay time shall commence from 13H00. If vessel´s notices of readiness to discharge is given before noon and shall commence from 08H00 on the next working day. Notice is given after noon. If the port is congested lay time is to commence twenty- four (24) hours after notice of readiness is given. If the port of discharge has a lower average discharge rate, the average shall be adjusted according to the port´s capacity; however, minimum discharge rate shall be one thousand and five hundred (1.500) metric tons per weather working day (WWD), subject to offload capabilities of discharge port. The period from 1700 on a day preceding a holiday to 0800 on Monday, as well as the period from 1700 on a day preceding a holiday to 0800 on the day succeeding the holiday, are excluded even if used. Should the vessel be discharged at the rate less than the average, the buyer shall pay to seller demurrage at a rate of USD 2.500 (two thousand five hundred American dollars) per day and a pro rates share for any portion of a day. It is agreed that demurrage be settled between the vessel´s master and the buyer´s agent within five (5) days from the receipt to the vessel master invoice. All taxes or levies imposed by the country of destination having any effect on this contract are for the buyer´s account and his sole responsibility. All taxes and levies, and port duties imposed by the country of origin having any effect on this contract are for the seller account and his sole responsibility. If the vessel is required to shift from one berth for another or to another port of discharge, said expenses are for the buyer´s account.
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Vessel Discharge. Should Product be delivered to Facility by vessel or barge, CUSTOMER shall give the WESTWAY terminal five days advance notice of the expected arrival time. The Master of the vessel, his representative, or CUSTOMER shall give WESTWAY at least six (6) hours advance notice of the vessel’s readiness to discharge cargo. If the vessel is ready to discharge and WESTWAY is ready to receive the cargo in less than six (6) hours after notice has been given, then discharge shall commence without further delay. WESTWAY’s personnel will perform no work on the vessel. Vessel will pump Product to Facility at a rate of not less than 300 short tons per hour.
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Related to Vessel Discharge

  • Good Discharge (a) Any payment to be made in respect of the Secured Liabilities by the Security Agent may be made to the Facility Agent on behalf of the Secured Parties and any payment made in that way shall be a good discharge, to the extent of that payment, by the Security Agent. (b) The Security Agent is under no obligation to make the payments to the Facility Agent under paragraph (a) above in the same currency as that in which the obligations and liabilities owing to the relevant Finance Party are denominated.

  • AIR DISCHARGES 6.1 Do you have any air filtration systems or stacks that discharge into the air? Yes ( ) No ( ) 6.2 Do you operate any equipment that require air emissions permits? Yes ( ) No ( ) 6.3 Attach copies of any air discharge permits pertaining to these operations.

  • 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.

  • 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.

  • Satisfaction and Discharge SECTION 401.