Sentences with phrase «place for the termination»

Many parents wonder whether there are rules in place for the termination of child support obligations.

Not exact matches

Actual results may vary materially from those expressed or implied by forward - looking statements based on a number of factors, including, without limitation: (1) risks related to the consummation of the Merger, including the risks that (a) the Merger may not be consummated within the anticipated time period, or at all, (b) the parties may fail to obtain shareholder approval of the Merger Agreement, (c) the parties may fail to secure the termination or expiration of any waiting period applicable under the HSR Act, (d) other conditions to the consummation of the Merger under the Merger Agreement may not be satisfied, (e) all or part of Arby's financing may not become available, and (f) the significant limitations on remedies contained in the Merger Agreement may limit or entirely prevent BWW from specifically enforcing Arby's obligations under the Merger Agreement or recovering damages for any breach by Arby's; (2) the effects that any termination of the Merger Agreement may have on BWW or its business, including the risks that (a) BWW's stock price may decline significantly if the Merger is not completed, (b) the Merger Agreement may be terminated in circumstances requiring BWW to pay Arby's a termination fee of $ 74 million, or (c) the circumstances of the termination, including the possible imposition of a 12 - month tail period during which the termination fee could be payable upon certain subsequent transactions, may have a chilling effect on alternatives to the Merger; (3) the effects that the announcement or pendency of the Merger may have on BWW and its business, including the risks that as a result (a) BWW's business, operating results or stock price may suffer, (b) BWW's current plans and operations may be disrupted, (c) BWW's ability to retain or recruit key employees may be adversely affected, (d) BWW's business relationships (including, customers, franchisees and suppliers) may be adversely affected, or (e) BWW's management's or employees» attention may be diverted from other important matters; (4) the effect of limitations that the Merger Agreement places on BWW's ability to operate its business, return capital to shareholders or engage in alternative transactions; (5) the nature, cost and outcome of pending and future litigation and other legal proceedings, including any such proceedings related to the Merger and instituted against BWW and others; (6) the risk that the Merger and related transactions may involve unexpected costs, liabilities or delays; (7) other economic, business, competitive, legal, regulatory, and / or tax factors; and (8) other factors described under the heading «Risk Factors» in Part I, Item 1A of BWW's Annual Report on Form 10 - K for the fiscal year ended December 25, 2016, as updated or supplemented by subsequent reports that BWW has filed or files with the SEC.

«The vesting of each executive's awards will accelerate upon termination of his employment for any reason (including a resignation for good reason) other than cause, death or disability (as such terms are defined in such executive's employment agreement) if such termination takes place upon or within two years following a change in control (as defined in such executive's employment agreement) that occurs during the term of his employment agreement and such executive signs a general waiver and release that has become effective.»

there is no doubting that Arsene has helped to provide us with some incredible footballing moments in the formative years of his managerial career at Arsenal, but that certainly doesn't and shouldn't mean that he has earned the right to decide when and how he should leave this club... there have been numerous managers at each of the biggest clubs in Europe throughout the last decade who have waged far more successful campaigns than ours yet somehow and someway each were given their walking papers because they failed to meet the standards laid out by the hierarchy of their respective clubs... of course that doesn't mean that clubs should simply follow the lead of others, especially if clubs of note have become too reactionary when it comes to issues of termination, for whatever reasons, but there should be some logical discourse when it comes to the setting of parameters for a changing of the guard... in the case of Arsenal, this sort of discourse was largely stifled when the higher - ups devised their sinister plan on the eve of our move to the Emirates... by giving Wenger a free pass due to supposed financial constraints he, unwittingly or not, set the bar too low... it reminds me of a landlord who says he will only rent to «professional people» to maintain a certain standard then does a complete about face when the market is lean and vacancies are up... for those who rented under the original mandate they of course feel cheated but there is little they can do, except move on, especially if the landlord clearly cares more about profitability than keeping their word... unfortunately for the lifelong fans of a football club it's not so easy to switch allegiances and frankly why should they, in most cases we have been around far longer than them... so how does one deal with such an untenable situation... do you simply shut - up and hope for the best, do you place the best interests of those with only self - serving agendas above the collective and pray that karma eventually catches up with them, do you run away with your tail between your legs and only return when things have ultimately changed, do you keep trying to find silver linings to justify your very existence, do you lower your expectations by convincing yourself it could be worse or do you stand up for what you believe in by holding people accountable for their actions, especially when every fiber of your being tells you that something is rotten in the state of Denmark

The hearing took place in early November after the former Ravens running back filed a grievance against the league for wrongful termination.

The cruelly ideological Reagan - era policy places restrictions on US funding for foreign NGOs providing abortion services, or even information about terminations or about other reproductive health services like contraception or HIV prevention.

In a letter yesterday, the representatives called on NYCHA Chairman John Rhea to place an immediate moratorium on terminations for the city's 99,000 Section 8 recipients while reviewing how it administers the program, as well as restore subsidies to participants who may have been dropped in error.

Staff naturally come and go (due to retirement, termination, or attrition), and companies should have a smooth succession policy in place, especially for line managers.

Take detailed notes of the investigation: Considering that the trial of a case may take place years after an investigation and terminations and the inevitable fading of memories over time, the notes assume critical significance for assessing credibility.

Resignations, terminations and even a hiring took place at high speed during the weekend, for several lawyers caught up in the controversy emanating from Oscar - winning film producer Harvey Weinstein's alleged actions in Hollywood and elsewhere.

* Conduct of the Business Clause: The alleged (almost unbelievable) violation by Harman of its capital expenditures covenant and subsequent termination of its agreement to be acquired by KKR and GS Capital Partners underlined the need to keep clients alert and informed of these clauses, as well as for clients to have appropriate systems in place to prevent breaches.

It is common for employers to place termination clauses and non-competition and non-solicitation clauses in employment contracts that will not be enforced by a court.

Employers who wish to limit their exposure to longer notice periods for skilled, short service employees should ensure that they have well - drafted termination clauses in place, and consider a provision allowing for restrictive covenants to be waived when their harm outweighs their benefit.

Some of the most common are wrongful termination, discrimination, retaliation, violations of the Family Medical Leave Act, violations of the Fair Employment and Housing Act, Violations of the California Family Rights Act, privacy breaches (e.g. disclosure of a medical condition to someone who did not need to know), contract breaches, unfair bargaining and / or union and labor law disputes, unpaid wages, unpaid overtime, failure to pay minimum wage for all hours worked, failure to provide proper pay stubs, failure to pay for unused vacation days upon resignation or termination, failure to pay for all hours worked within 72 hours of quitting, failure to pay for all hours worked immediately upon leaving when the employee gives fair notice or resignation to the employer, failure to keep adequate records, failure to produce employment records upon request, failure to provide wage and pay information upon hiring, misclassification of an hourly employee as an exempt employee, misclassification of an hourly employee as an independent contractor, work place bullying, sexual harassment, disparate impact, disparate treatment, class actions for failure to pay wages and over time, class actions for failure to provide meal and rest breaks, and class actions for failure to reimburse employees for expenses.

In Munoz v. Sierra Systems Group Inc. 19 the trial judge increased the notice period because the defendant had placed a non-solicitation clause that restricted the plaintiff from soliciting the clients of the defendant for the 6 months after the termination of his employment.

Typically, if an employer places a termination clause in an employment contract, the termination clause will only provide the employee with the absolute minimum notice required by law which is set out in the Ontario Employment Standards Act or, for federally regulated employees, the Canada Labour Code.

In particular, the ET was entitled and right to place weight on the onerous restrictive covenants... [which included] precluding Mr Smith from working as a plumber in any part of Greater London for three months after the termination of the [agreement]».

Moreover, termination may not take place until the department or agency involved files with the appropriate committees of the House and Senate a full written report of the circumstances and the grounds for such action and 30 days have elapsed thereafter.

The tax treatment of payments for termination of employment has changed for terminations taking place on or after 6 April (see our earlier blog post here).

If there is support to be paid, it is important to ensure that there is a plan in place for that support to continue in the event of the death of the person who is paying support, called the «payor», prior to the termination of support obligations.

Generally, all non-unionized employees who are dismissed without cause or for redundancy are entitled to notice of that termination or pay in place of notice, known as severance or a layoff package.

Although the regulations offer no formula for calculation, regs 6 and 7 state that an agent is entitled to compensation for: - the damage he suffers as a result of termination of the relationship; and - the damage is deemed to have occurred if the termination takes place in circumstances where: - the agent is deprived of commission which would have been due had proper performance of the agency continued while providing the principal with substantial benefits linked to the agent's activities; and / or - in circumstances which prevent the agent from amortising the costs and expenses incurred in the performance of the agency on the advice of the principal.

A copy of your RIF separation notice, notice of proposed removal for declining a directed geographic relocation outside of the local commuting area, notice of disability annuity termination, certification from your former agency that it can not place you after your recovery from a work - related compensable injury; or certification from the National Guard Bureau or Military Department that you are eligible for disability retirement.

Upon any termination, you will pay Resume Place for all services provided prior to such termination.

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If a local social services agency is being used for adoption, there may be an involuntary termination of rights hearing before the adoption can take place.

adoption service (s)(in intercountry adoption) The six major services provided by adoption service providers: (1) Identifying a child for adoption and arranging an adoption; (2) Securing the necessary consent to termination of parental rights and to adoption; (3) Performing a background study on a child or a home study on a prospective adoptive parent (s), and reporting on such a study; (4) Making nonjudicial determinations of the best interests of a child and the appropriateness of an adoptive placement for the child; (5) Monitoring a case after a child has been placed with prospective adoptive parent (s) until final adoption; or (6) When necessary because of a disruption before final adoption, assuming custody and providing (including facilitating the provision of) child care or any other social service pending an alternative placement.

A birth parent facing a termination action, (or a TPR) by the Florida Department of Children and Families may not be aware that they can still have a voice in determining where their child may be placed for adoption.

Soviero v. Carroll Group International, Inc. (27 A.D. 3d 276)- salesperson asserted causes of action for breach of an oral employment agreement, for wages, statutory liquidated damages and statutory attorney's fees under the Labor Law, for conversion and conspiracy to commit conversion by the broker and punitive damages for intentional tort; order dismissing all causes of action except the breach of contract claim affirmed; salesperson was fired by the firm and was no longer an «employee» or a «commissioned salesman» of the brokerage firm after her termination, such as would entitle her to wages or a commission; conversion cause of action fails as salesperson must have exercised ownership, possession or control of the property in the first place which she never had such ownership; no viable claim for punitive damages which are not recoverable for ordinary breach of contract