Non-reinstated employee Sample Clauses

The 'Non-reinstated employee' clause defines the status and rights of an employee who is not returned to their previous position after a leave of absence, such as medical leave or suspension. Typically, this clause outlines the conditions under which an employee is considered non-reinstated, what benefits or compensation they may or may not receive, and any obligations the employer has in such cases. For example, it may specify that the employee is not entitled to back pay or continued benefits if they are not reinstated. The core function of this clause is to clarify the consequences and entitlements for both parties when an employee is not brought back to work, thereby reducing ambiguity and potential disputes.
Non-reinstated employee. If an employee whose employment relationship has not been terminated during the lay-off period is not reinstated at the expiry of the lay-off period, the company is required to pay that employee his wages for the relevant period of notice. If an employee who is laid off for more than 3 months and until further notice resigns to take up another position, he may resign without giving notice.
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Related to Non-reinstated employee

  • Continuing Employment (a) Continuing employment means full-time or fractional-time employment that does not have a fixed end date or a contingency upon which the employment contract will come to an end. (b) All employment other than fixed-term employment and casual employment will be continuing employment. (c) Notwithstanding subclause 16.0(b) above, the University may employ a person in Continuing (Contingent Funded Research) employment on a full-time or fractional-time basis in accordance with the terms of this Agreement.

  • Re-employment An employee who resigns their position and within 90 days is re-employed, will be granted a leave of absence without pay covering those days absent and will retain all previous rights in relation to seniority and benefits subject to any benefit plan eligibility requirements.

  • Probation for Newly Hired Employees (a) The Employer may reject a probationary employee for just cause. A rejection during probation shall not be considered a dismissal for the purpose of Article 11.2

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Supported Employment Natural Supports