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Agreement
made on
between The University of Memphis (referred to as University)
and
(referred to as the Employee).
WITNESS:
WHEREAS, the Employee, with employment date effective
desires to move and relocate his/her residence from
to
, and the University desires to reimburse or pay on behalf of
the Employee the cost of the moving expense, the parties therefore
agree as follows:
- The University agrees to reimburse or pay on behalf of the Employee an amount
not to exceed $
for moving expenses incurred for the relocation. Of this
amount, not more than $
can be reimbursed directly to the individual. All reimbursement
claims must comply with the University's rules and regulations
in effect when this agreement is signed. Also, the Employee
agrees to provide original receipts for all reimbursement claims.
- In consideration
for the University either reimbursing or paying the costs of
moving, the Employee agrees to remain employed by the University
for a period of at least one year. For faculty appointed on
an academic basis, one year is defined as one regular academic
session (fall and spring semesters, nine months). For all other
annual faculty and employees, one year is defined as twelve
months. Should the Employee leave employment prior to completion
of that year, the Employee will be liable to the University
for all moving expenses which the University has paid (to or
on behalf of the Employee), together with reimbursements and
all payroll taxes withheld by the University in connection with
such expenses.
- The Employee
hereby gives the University, the Tennessee Board of Regents,
and the State of Tennessee an express lien on all salaries,
wages, and other sums payable to him/her for the purpose of
securing all amounts due under Section 2 above in the event
the Employee leaves prior to one year's employment at the University.
The Employee authorizes the University, the Tennessee Board
of Regents, and/or the State of Tennessee to withhold all amounts
due under this Agreement from any sum payable to the Employee.
- If the
Employee fails to remain employed as indicated in Section 2
above for reasons beyond his/her control considered sufficient
by the University, all or part of the liability under Section
2 may be waived by the University. Any such waiver must be approved
in writing by the Employee's department head or dean and the
President. (The dean/department head whose account paid for
the Employee's move must notify the Human Resources office if
the Employee does not remain employed at the University for
at least one year.)
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