The Administrative-Convenience Exception is a regulation that permits a bankruptcy plan to handle small, unsecured claims in a distinct manner compared to other claims. This provision aims to streamline the bankruptcy process by prioritizing the resolution of these small claims. Its purpose is to facilitate the proceedings for all parties involved.
The administrative-convenience exception in bankruptcy law permits the separate classification of small, unsecured claims in a bankruptcy plan. This classification allows for the early payment or elimination of these small claims, which can expedite the disposal of the estate. For instance, if a bankrupt company owes $10,000 to a supplier and $100 to a small vendor, the administrative-convenience exception would prioritize the payment or elimination of the small vendor’s claim, despite the supplier’s larger claim. This streamlines the bankruptcy process and enhances its efficiency. The purpose of the administrative-convenience exception is to assist bankruptcy trustees in managing the estate in a fair and efficient manner for all parties involved. By giving priority to small claims, trustees can ensure that creditors receive some payment for their debts, even if the estate cannot fully satisfy all claims.
The administrative-convenience exception is a legal principle that allows an employer to exclude certain employees from a particular benefit or protection if it is deemed administratively burdensome to include them.
The administrative-convenience exception can be applied when including certain employees in a benefit or protection would create significant administrative difficulties or costs for the employer.
Factors such as the size of the employer, the nature of the benefit or protection, the number of employees affected, and the feasibility of including the employees are considered when determining if the administrative-convenience exception applies.
No, the administrative-convenience exception cannot be used as a pretext for discrimination. It must be applied in a non-discriminatory manner and based on legitimate administrative reasons.
Yes, there are legal limitations to the administrative-convenience exception. It cannot be used to deny employees their fundamental rights or protections guaranteed by law.
Yes, an employee can challenge the application of the administrative-convenience exception if they believe it is being used unlawfully or in a discriminatory manner. They can file a complaint with the appropriate regulatory agency or seek legal recourse.
The specific laws or regulations that govern the administrative-convenience exception may vary depending on the jurisdiction and the specific benefit or protection in question. It is important to consult the relevant laws and regulations applicable to your situation.
Yes, an employer may modify or eliminate a benefit or protection based on the administrative-convenience exception, but they must do so in compliance with applicable laws and regulations, and without unlawfully discriminating against employees.
An employer can demonstrate that the administrative-convenience exception applies by providing evidence of the administrative difficulties or costs associated with including certain employees in the benefit or protection.
Yes, the administrative-convenience exception can be overridden by other legal principles if they provide stronger protections for employees or if they prohibit discrimination based on certain characteristics. It is important to consider the specific legal framework applicable to your situation.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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