RULES APPLYING TO TERMINATION OF EMPLOYMENT Clause Samples

RULES APPLYING TO TERMINATION OF EMPLOYMENT. 9.01 The Company may discharge or dismiss any employee for good cause upon one (1) week’s notice or one (1) week’s pay in lieu of notice, except that the Employer shall have the right to summary dismissal or discharge upon any of the following grounds/similar serious causes. (a) Stealing or dishonesty in matters pertaining to accountability. (b) While on duty, drinking or being under the influence of liquor or drugs other than the prescribed medication. (c) Unless approved by the Company, handling or offering for sale during the employees’ working hours any merchandise not supplied to him by the Company.
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. An employee’s record of written disciplinary action shall be removed from his or her record, twelve (12) months for verbal & written warnings and eighteen (18) months for suspensions, from the date that the disciplinary action was first entered on his or her record. Any employee may request to attend with or without a ▇▇▇▇▇▇▇. The employer shall not discipline or discharge an employee except for just cause. . Further, the employer shall not discharge an employee unless reasonable, progressive discipline has taken place, except in the case of gross or wilful misconduct. Copies of all written disciplinary action will be provided to the Chief ▇▇▇▇▇▇▇ in a timely manner.
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. An employee's record of written disciplinary action shall be removed from his or her record eighteen (18) months from the date that the disciplinary action was first entered on his or her record. Any employee may request to attend with or without a ▇▇▇▇▇▇▇. The employer shall not discipline or discharge an employee except for just cause. Further, the employer shall not discharge an employee unless reasonable, progressive discipline has taken place, except in the case of gross or willful misconduct. Copies of all written disciplinary action will be provided to the Chief ▇▇▇▇▇▇▇ in a timely manner. In the event an employee leaves the Company for any reason, they will be entitled to a confirmation of employment letter, upon request. When an employee has been dismissed, the Employer shall send a copy of the dismissal notice to the Union office within forty-eight
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. 7.01 The Company may discharge or dismiss any employee for good cause in compliance with the Ontario Employment Standards Act, except that the Company shall have the right to summary dismissal or discharge upon any of the following grounds or similar serious causes: 1. Stealing or Dishonesty; 2. Drinking while on duty or being under the influence of liquor or drugs while on duty; and 3. Direct refusal to obey orders given by the proper party unless such orders jeopardize life, health or safety of the employee. 7.02 The Company shall not discharge without good cause and shall give to the Union in writing at least one (1) warning notice. Written warning to expire after one (1) year from date of issue. On any discharge case, the Company shall send to the Union within twenty-four (24) hours a copy of the discharge notice, said notice to contain reasons for discharge. 7.03 Each employee who desires to terminate their employment must give the Company one (1) week's notice. If they fail to do so, they shall, upon complaint from the Company, be dealt with by the Union. 7.04 Any employee leaving the Company shall be provided with a verbal reference, provided their work has been satisfactory. 7.05 In the case of a discharge, if the Union notifies the Company that it intends to proceed to arbitration, both parties shall make every effort to ensure that the arbitration case is heard at the earliest possible date.
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. The Employer may discharge or dismiss any employee for good cause upon one week’s notice or one week’s pay in lieu of notice. In the event that the Employer feels it is necessary to discharge an employee, the Employer shall not discharge said employee unless one written warning notice has been given to said employee (copy of notice to be forwarded to Union office), except that the Employer shall have the right to summary dismissal or discharge upon any of the following grounds or similar serious causes: direct refusal to obey orders given by the proper party unless such orders life, health or safety of the employee. An employee’s record of written disciplinary action shall be removed from his record eighteen months from the date that the disciplinary action was first entered on his record. employment must give his employer one week’s notice. If he fails to do so he shall, upon complaint from his Employer, be dealt with by the Union. When an employee has been dismissed, the Employer shall send a copy of the dismissal notice to the Union office within forty-eight hours of the dismissal with the reasons for the dismissal.
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. An employee's record of written disciplinary action shall be removed from his or her record eighteen (18) months from the date that the disciplinary action was first entered on his or her record. Any employee may request to attend with or without a ▇▇▇▇▇▇▇. In the event an employee leaves the Company for any reason, they will be entitled to a confirmation of employment letter, upon request. When an employee has been dismissed, the Employer shall send a copy of the dismissal notice to the Union office within forty-eight (48) hours of the dismissal with the reasons for the dismissal. ARTICLE
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. 8.01 The Company may discharge, or dismiss any employee for just and proper cause upon one (1) week's notice or one (1) week's pay in lieu of notice, except that the Company shall have the right to summary dismissal or discharge upon any of the following grounds or similar serious causes: (i) Stealing or dishonesty (ii) Drinking while on duty or being under the influence of liquor or illegal drugs while on duty; and (iii) Direct refusal to obey orders given by the proper party unless such orders jeopardize life, health, or safety of the employees. 8.02 Each employee who desires to terminate his/her employment must give the Company one (1) week's notice. If he/she fails to do so, he/she shall, upon complaint from the Company, be dealt with by the Union. 8.03 Any employee leaving a shop shall be furnished with a reference, provided his/her work has been satisfactory. 8.04 The Company shall immediately notify the Union of the discharge of an employee and shall provide reasons for the discharge. 8.05 The Company agrees that in the case of dismissal or suspension in which an employee is proven innocent through the grievance procedure, that the said employee shall be compensated to the amount of any wages lost since the dismissal or suspension by reason of same, or in such manner may, in the opinion of the Arbitrator, be justified.
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RULES APPLYING TO TERMINATION OF EMPLOYMENT. The Employer may discharge or dismiss any employee for good cause upon one week's notice or one week's pay in lieu of notice. In the event that the Employer feels it is necessary to discharge an employee, the Employer shall not discharge said employee unless one written warning notice has been given to said employee (copy of notice to be forwarded to Union office), except that the Employer shall have the right to summary dismissal or discharge upon any of the following grounds or similar serious causes: stealing or dishonesty; drinking while on duty or being under the influence of liquor or drugs while on duty; direct refusal to obey orders given by the proper party unless such orders life, health or safety of the employee. An employee's record of written disciplinary action shall be removed from his record eighteen months from the date that the disciplinary action was first entered on his record. Any employee may request to attend with or without a ▇▇▇▇▇▇▇. Each employee who desires to terminate his employment must give his employer one week's notice. If he fails to do so he shall, upon complaint from his Employer, be dealt with by the Union. All employees, upon their request, shall receive upon leaving the Company, a letter of reference. When an employee has been dismissed, the Employer shall send a copy of the dismissal notice to the Union office within forty-eight hours of the dismissal with the reasons for the dismissal.
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Related to RULES APPLYING TO TERMINATION OF EMPLOYMENT

  • Compensation Following Termination of Employment In the event that Executive's employment hereunder is terminated, Executive shall be entitled to the following compensation and benefits upon such termination:

  • Term and Termination of Employment (a) This Agreement shall be effective as of the Effective Date. (b) Employee's Employment shall terminate immediately upon the discharge of Employee for "Cause." For the purpose of this Agreement, the term "Cause," when used with respect to termination by NOVA of Employee's Employment hereunder, shall mean termination as a result of: (i) Employee's competition with the Business of NOVA either directly or indirectly, (ii) Employee's willful, intentional, or grossly negligent failure to perform his duties under this Agreement diligently and in accordance wit the directions of NOVA; (iii) Employee's willful, intentional, or grossly negligent failure to comply with the decisions or policies of NOVA; (iv) Employee's failure to discharge Employee's duty of loyalty to NOVA; or (v) final conviction of Employee of a felony; provided, however, that in the event NOVA desires to terminate Employee's Employment pursuant to subsections (i), (ii), (iii), or (iv) of this Section 6 (b), NOVA shall first give Employee written notice of such intent, detailed and specific description of the reasons and basis therefor, and thirty (30) days to remedy or cure such perceived breaches or deficiencies by Employee (the "Cure Period"). If Employee does not cure the perceived breaches or deficiencies within the Cure Period, NOVA may discharge Employee immediately upon written notice to Employee. If NOVA desires to terminate Employee's Employment pursuant to subsection (v) of this Section 6(b), NOVA shall first give Employee three (3) days prior written notice of such intent.

  • Payments Upon Termination of Employment (a) If Executive's employment with the Company is terminated by reason of: (i) Executive's abandonment of Executive’s employment or Executive's resignation for any reason (whether or not such resignation is set forth in writing or otherwise communicated to the Company); (ii) termination of Executive's employment by the Company for Cause (as defined below); or (iii) termination of Executive's employment by the Company without Cause following expiration of the Term; the Company shall pay to Executive his or her then-current base salary through the Termination Date and any and all other benefits to which Executive may be entitled under any applicable Company policy, plan or procedure (without duplication of benefits). (b) Except in the case of a Change in Control, which is governed by Section 10(c) below, if Executive's employment with the Company is terminated by the Company pursuant to Section 9(a)(i) effective prior to the expiration of the Term for any reason other than for Cause (as defined below), then the Company shall pay to Executive, subject to Section 10(g) of this Agreement and in addition to the consideration described in Section 4(b) above, the following amounts: (i) Executive’s then-current base salary through the Termination Date; (ii) pro rata portions of any quarterly and annual non-equity bonus payouts under any non-equity incentive-based compensation plans then in effect (provided that any applicable performance measures are achieved); and (iii) the amount of Executive’s then current base salary that Executive would have received from the Termination Date through the date that is nine months following such Termination Date. Any amount payable to Executive pursuant to Section 10(b)(iii) shall be subject to deductions and withholdings and shall be paid to Executive by the Company in the same periodic installments in accordance with the Company's regular payroll practices commencing on the first normal payroll date of the Company following the expiration of all applicable rescission periods provided by law. Any amount payable to Executive pursuant to Section 10(b)(ii) shall be subject to deductions and withholdings and shall be paid to Executive by the Company in the same manner and at the same time that incentive bonus payments are made to current employees of the Company, but no earlier than the first normal payroll date of the Company following the expiration of all applicable rescission periods provided by law and no later than March 15th of the year following the year in which the Termination Date occurs. (c) If Executive's employment is terminated by the Company without Cause following a Change in Control as defined in this Agreement and before the end of the Term, or if the Executive's employment is terminated by the Executive for Good Reason following a Change in Control and before the end of the Term, then the Company shall pay to Executive, subject to Executive's compliance with Section 10(g) of this Agreement, the lesser of the total of Executive’s then current base salary and prorated non-equity incentive bonus payouts as referenced above through the end of the Term of the Agreement, or nine months of Executive’s current base salary.

  • CFR PART 200 Termination Termination for cause and for convenience by the grantee or subgrantee including the manner by which it will be effected and the basis for settlement. (All contracts in excess of $10,000) Pursuant to the above, when federal funds are expended by ESC Region 8 and TIPS Members, ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for cause after giving the vendor an appropriate opportunity and up to 30 days, to cure the causal breach of terms and conditions. ESC Region 8 and TIPS Members reserves the right to terminate any agreement in excess of $10,000 resulting from this procurement process for convenience with 30 days notice in writing to the awarded vendor. The vendor would be compensated for work performed and goods procured as of the termination date if for convenience of the ESC Region 8 and TIPS Members. Any award under this procurement process is not exclusive and the ESC Region 8 and TIPS reserves the right to purchase goods and services from other vendors when it is in the best interest of the ESC Region 8 and TIPS. Does vendor agree? Yes

  • Benefits Upon Termination of Employment If the Executive is entitled to benefits pursuant to this Section 2, the Company agrees to pay or provide to the Executive as severance payment, the following: (i) A single lump sum payment, payable in cash within five days of the Termination Date (or if later, the Change of Control Date), equal to the sum of: (A) the accrued portion of any of the Executive's unpaid base salary and vacation through the Termination Date and any unpaid portion of the Executive's bonus for the prior fiscal year; plus (B) a portion of the Executive's bonus for the fiscal year in progress, prorated based upon the number of days elapsed since the commencement of the fiscal year and calculated assuming that 100% of the target under the bonus plan is achieved; plus (C) an amount equal to the Executive's Base Compensation times the Compensation Multiplier. (ii) Continuation, on the same basis as if the Executive continued to be employed by the Company, of Benefits for the Benefit Period commencing on the Termination Date. The Company's obligation hereunder with respect to the foregoing Benefits shall be limited to the extent that the Executive obtains any such benefits pursuant to a subsequent employer's benefit plans, in which case the Company may reduce the coverage of any Benefits it is required to provide the Executive hereunder as long as the aggregate coverages and benefits of the combined benefit plans is no less favorable to the Executive than the Benefits required to be provided hereunder. (iii) Outplacement services to be provided by an outplacement organization of national repute, which shall include the provision of office space and equipment (including telephone and personal computer) but in no event shall the Company be required to provide such services for a value exceeding 17% of the Executive's Base Compensation. (iv) Accelerated vesting of all outstanding stock options and of all previously granted restricted stock awards. (v) Target amounts that would have accrued under the MagneTek Shareholder Return Plan had the applicable period for each such target elapsed, calculated and paid, PRO RATA, for the actual period elapsed.