Unfair Dismissals Sample Clauses

Unfair Dismissals. 36.6.1 Termination of employment by an employer shall not be harsh, unjust or unreasonable. 36.6.2 For the purposes of this clause, termination of employment shall include terminations with or without notice. 36.6.3 Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the ground of race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute a harsh, unjust or unreasonable termination of employment. 36.6.4 This clause does not confer an entitlement or remedy in relation to a termination of a particular employee’s employment that is unfair (however described) before that employee has completed a period of employment of at least the minimum employment period if that employee would be protected from unfair dismissal under Part 3-2 of the FW Act after completing a period of employment of at least the minimum employment period.
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Unfair Dismissals. Termination of employment by ▇▇▇▇▇ ▇▇▇▇▇ shall not be harsh, unjust or unreasonable. For the purposes of this clause, termination of employment shall include terminations with or without notice. Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the ground of race, colour, sex, age, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute a harsh, unjust or unreasonable termination of employment.
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Unfair Dismissals. (a) Termination of employment by the employer shall not be harsh, unjust or unreasonable. (b) For the purposes of this subclause, termination of employment shall include terminations with or without notice. (c) Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the ground of race, colour, sex, marital status, family responsibilities, pregnancy, religion, sexual preference, political opinion, national extraction or social origin shall constitute harsh, unjust or unreasonable termination of employment.
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Unfair Dismissals. This is a specified purpose contract, provided for the purpose of _________________ (INCLUDE REASON FOR SPECIFIED PURPOSE). As this is a specified purpose contract the terms of the Unfair Dismissals Acts 1977 to 2007 shall not apply whereby the sole reason for the termination of the contract is the completion of the specified purpose.
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Unfair Dismissals. This is a Fixed-Term contract and as such the terms of the Unfair Dismissals Acts 1977 to 2007 shall not apply. Your remuneration will be €…….. gross per week/month/annum. Payment will be made by ………………………………………………………., and made monthly in arrears. The management reserve the right to deduct at source any overpayment of salary or monies owed at termination of employment, in consultation with you, from your final salary payment.
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Unfair Dismissals. 14.6.1 The Company policy on unfair dismissal and counselling procedures as amended from time to time will apply to all employees. 14.6.2 For the purposes of this clause, termination of employment shall include terminations with or without notice. 14.6.3 Without limiting the above, termination on the ground of race, colour, sex, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origin shall constitute unlawful termination.
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Unfair Dismissals. Termination of employment by RACV shall not be on the ground of race, colour, sex, sexual preference, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction and social origins, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position.
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Unfair Dismissals. 11.5.1 The provisions of this clause only apply to employees who have satisfied the minimum employment period as defined in s.383 of the Fair Work Act 2009. 11.5.2 Termination of employment by the Guild shall not be harsh, unjust or unreasonable. 11.5.3 For the purposes of unfair terminations, termination of employment shall include terminations with or without notice. 11.5.4 Without limiting the above, except where a distinction, exclusion or preference is based on the inherent requirements of a particular position, termination on the ground of race; colour; sex; marital status; family responsibilities; pregnancy; religion; political opinion; national extraction or social origin shall constitute a harsh, unjust or unreasonable termination of employment.
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Related to Unfair Dismissals

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Execution Knowing and Voluntary In executing this Agreement, the parties severally acknowledge and represent that each: (a) has fully and carefully read and considered this Agreement; (b) has been or has had the opportunity to be fully apprized by its attorneys of the legal effect and meaning of this document and all terms and conditions hereof; (c) is executing this Agreement voluntarily, free from any influence, coercion or duress of any kind.

  • Collusion In the event of falsification of time records where it is established that both the employee and the Employer or his representative had knowledge of such falsification, the employee may be disciplined, and he shall be paid for all time worked by check mailed to the Union. In such cases, where an employee receives pay for work that was not recorded on the time report, a sum equal to that amount shall be paid by the Employer to the Health and Welfare Fund. All claims under this Section shall be limited to the ninety (90) day period immediately prior to the date the claim is presented to the Employer.

  • Knowing and Voluntary Employee represents and agrees that, prior to signing this Agreement, Employee had the opportunity to discuss the terms of this Agreement with legal counsel of Employee’s choosing. Employee further represents and agrees that Employee is entering into this Agreement knowingly and voluntarily. Employee affirms that no promise was made to cause Employee to enter into this Agreement, other than what is promised in this Agreement. Employee further confirms that Employee has not relied upon any other statement or representation by anyone other than what is in this Agreement as a basis for Employee’s agreement.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇▇▇ ▇▇▇▇ to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.