Resignations and dismissals Sample Clauses

The 'Resignations and dismissals' clause outlines the procedures and requirements for an employee to voluntarily leave their position or for an employer to terminate an employee's contract. Typically, it specifies notice periods, the form in which resignations must be submitted, and the grounds or process for dismissal, such as performance issues or misconduct. This clause ensures both parties understand their rights and obligations during the termination process, reducing the risk of disputes and providing a clear framework for ending the employment relationship.
Resignations and dismissals. Periods of notice for resignations/dismissals, giving notice and contents of notice, protection against unfair notice and dismissal, protection against dismissal in special cases and the employee’s right to demand negotiations, bring a lawsuit and the deadlines that apply in that connection, are regulated by Chapters 15 and 17 of the Working Environment Act. The agreed period of notice must not be longer than two months.
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Resignations and dismissals. 5.3.1 Administrators desiring to terminate their employment with the District shall notify the Superintendent, in writing, at least thirty (30) days prior to the effective date.
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Resignations and dismissals. A. A permanent employee is one who is hired to fill a permanent full-time position and has completed a total of six (6) working months without a break in service. B. Any permanent employee who wishes to resign from the Company’s service shall give one month’s notice to that effect to his Manager, or Director. C. When the Company intends to dismiss any permanent employee, such employee shall be given one month’s notice, or one month’s pay in lieu of notice, except when such employee is discharged for just cause. D. Any permanent employee desiring to appeal his dismissal, or a suspension from work of greater than fifteen (15) days, shall do so within five (5) days, exclusive of Saturdays and Sundays and other holidays, of his dismissal or suspension through the grievance procedure. Such appeal must be promptly expedited in order that it reaches Step 3 of the Grievance Procedure [Article 5 (C)] no more than ten (10) days, exclusive of Saturdays and Sundays and other holidays, from the date of dismissal or suspension. Should the employee’s appeal be sustained by a Grievance Committee, he shall be reinstated in the Company’s service under the conditions prescribed by the Committee. E. The intent of this clause is to provide an orderly and efficient process in the event of layoff of full-time employees. Layoffs will be conducted using the principle of last on first off based on full-time Bargaining Unit seniority and the principle that the remaining employees must be qualified and able to do the work remaining to be done. A Joint Steering Committee will be convened to ensure the orderly and efficient administration of the above process. Employees on layoff who, at the time of layoff, have greater than two years Bargaining Unit seniority shall be entitled to recall for a period of nine (9) months from the date of layoff. Recall shall be based on such seniority subject to an employee having the qualifications and ability to do the work to be done. Employees with less than two years such seniority shall have no right to recall. Employees subject to recall will be notified by double registered letter sent to the employee's last known address. Employees so notified shall advise the Human Resources Department in writing of their intentions within five (5) working days of the letter arriving at its destination. If an employee does not reply or accept, that employee will have no further rights to recall. An employee who accepts recall must report to work within ten (10)...
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Resignations and dismissals. In the six months ending on the date of this Agreement, the relevant Target Group Company has not received a notice of resignation from, or given notice of termination of employment to any of the Key Employees.
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Resignations and dismissals. None of the Specified Senior Executives have given written notice of resignation or is under written notice of dismissal, nor is there any plan or proposal to dismiss any officer, employee or worker and, so far as the Warrantor is aware no senior executive officer has notified a Target Entity of their intention to resign from his or her employment, nor are there any service contracts between a Target Entity and its officer, employee or workers which cannot be terminated by that Target Entity by 12 weeks' notice or less without giving rise to a claim for damages or compensation (other than a statutory redundancy payment).
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Related to Resignations and dismissals

  • Termination, Release and Discharge [The] [Each] Subsidiary Guarantor’s Subsidiary Guarantee shall terminate and be of no further force or effect, and [the] [each] Subsidiary Guarantor shall be released and discharged from all obligations in respect of such Subsidiary Guarantee, as and when provided in Section 1303 of the Indenture.

  • Release and Discharge 11.1 The acceptance by the Designer of the last payment under the provisions of Article 6.5 or Article 12 in the event of termination of the Contract, shall in each instance, operate as and be a release to the Owner and the Authority and their employees and officers, from all claims of the Designer and its Subconsultants for payment for services performed and/or furnished, except for those written claims submitted by the Designer to the Owner with, or prior to, the last invoice.

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Limitation on Liability; Termination, Release and Discharge (a) Any term or provision of this Indenture to the contrary notwithstanding, the obligations of each Guarantor hereunder shall be limited to the maximum amount as will, after giving effect to all other contingent and fixed liabilities of such Guarantor and after giving effect to any collections from or payments made by or on behalf of any other Guarantor in respect of the obligations of such other Guarantor under its Note Guarantee or pursuant to its contribution obligations under this Indenture, result in the obligations of such Guarantor under its Note Guarantee not constituting a fraudulent conveyance or fraudulent transfer under federal, foreign or state law and not otherwise being void or voidable under any similar laws affecting the rights of creditors generally. (b) The Note Guarantee of a Subsidiary Guarantor shall terminate upon: (1) a sale or other disposition (including by way of consolidation or merger) of the Capital Stock of such Guarantor or the sale or disposition of all or substantially all the assets of the Guarantor to a Person other than to the Issuer or a Restricted Subsidiary and as otherwise permitted by this Indenture (including pursuant to an enforcement action in accordance with the Intercreditor Agreements); (2) the designation in accordance with this Indenture of the Guarantor as an Unrestricted Subsidiary or the occurrence of any event after which the Guarantor is no longer a Restricted Subsidiary; (3) defeasance or discharge of the Notes, as provided in Articles VIII or XI; (4) to the extent that such Guarantor is not an Immaterial Subsidiary solely due to the operation of clause (i) of the definition of “Immaterial Subsidiary,” upon the release of all guarantees referred to in such clause; (5) [reserved]; (6) the merger, amalgamation or consolidation of such Guarantor with and into the Issuer or another Guarantor that is the surviving Person in such merger, amalgamation or consolidation, or upon the liquidation of such Guarantor following the transfer of all of its assets to the Issuer or another Guarantor; or (7) the achievement of Investment Grade Status pursuant to Section 3.17; provided that such Note Guarantee shall be reinstated upon the Reversion Date. (c) The Note Guarantee of Holdings or any other direct or indirect parent of the Issuer that provides a Guarantee will terminate upon defeasance or discharge of the Notes, as provided in Article VIII and Article XI. (d) The Trustee, upon receipt of any applicable Officer’s Certificate and Opinion of Counsel, shall promptly execute, deliver or acknowledge all documents, instruments and releases that have been requested to release such Guarantee or otherwise give effect to, evidence or confirm such release in accordance with the directions of the Issuer and/or the Guarantor, as the case may be.