After Employment Sample Clauses

The "After Employment" clause outlines the rights and obligations of parties that continue to apply after an individual's employment has ended. Typically, this clause covers matters such as confidentiality, non-compete restrictions, return of company property, or ongoing cooperation in legal matters. Its core function is to ensure that certain responsibilities and protections remain in force beyond the employment period, thereby safeguarding the employer’s interests and clarifying the employee’s continuing duties.
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After Employment. For a period of twenty-four (24) months following your separation from employment with Bank, voluntarily or involuntarily, with or without cause, you shall not solicit or work for, directly or indirectly, existing Bank customers with whom you actually did business and had personal contact, or prospective Bank customers with whom you actually discussed a business relationship and had personal contact, for your own account or for the account of one or more of the Bank's competitors, with a view to providing, then or at a future date, goods or services of a nature similar to those provided by the Bank to those customers, or offered or presented by the Bank to those prospective customers. Termination or other separation of your employment with the Bank shall not affect the validity or enforceability of the provisions of this Covenant.
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After Employment. 18 Every employee is required to undergo an examination to determine freedom from active TB 20 The District shall maintain adequate records on each employee,which includes compliance 21 with this Agreement and the law.
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After Employment. After Employee’s employment with LSG concludes or is terminated (regardless of whether Employee or LSG terminates the employment relationship and regardless of the reasons for the termination), LSG shall have the option to preclude Employee from being in, or entering into, Competition with LSG for up to (1) year, anywhere within the Restricted Area as follows: i. If Employee resigns or indicates that Employee intends to resign from employment by LSG, within (10) days of Employee informing LSG in writing of Employee’s resignation or intention to resign, LSG shall notify Employee in writing (A) whether it will exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area and, (B) if LSG is going to exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area, for how long, such period to be not less than three (3) months and not longer than one (1) year. ii. If Employee’s employment is terminated by LSG, upon LSG giving Employee notice of termination, LSG shall notify Employee in writing of whether it will exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area and, if LSG is going to exercise its option to preclude Employee from being in, or entering into, Competition with LSG in the Restricted Area, for how long, such period to be not less than three (3) months and not longer than one (1) year. iii. Except as provided herein with respect to termination of employment following a “Change in Control” (as that term is defined in the Lighting Science Group Corporation Amended and Restated Equity-Based Compensation Plan, or any successor thereto), if LSG exercises its option to preclude Employee from being in, or entering into, Competition with LSG and/or soliciting pursuant to Section 17, below, then LSG shall pay Employee an amount equal to Employee’s monthly base salary in effect at the time Employee’s employment with LSG concludes or is terminated for each month of the period Employee is precluded from being in, or entering into, Competition with LSG in the Restricted Area, in equal installments in accordance with the LSG’s payroll practices, provided that such payments shall be offset by the amount of any severance payments for such period payable to Employee under any agreement with the Company. If Employee’s employment is terminated by LSG or its successor without “Cause” or Employee...
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After Employment. The Employer’s duty to provide such medical malpractice insurance coverage, including coverage for claims arising out of, resulting from, or relating to acts, errors, omissions, events, or circumstances involving professional medical services rendered by the Physician for and on behalf of the Employer hereunder during the Employment Term, shall cease upon the termination of the Physician’s employment hereunder for whatever reason.
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After Employment a) The Executive will return or destroy, as directed by the Company, Confidential Information or Proprietary Property to the Company upon request by the Company at any time. Upon request by the Company, the Executive will certify, by way of affidavit or statutory declaration that all such Confidential Information and Proprietary Property has been returned or destroyed, as applicable. b) The Executive, both during and after employment or engagement with the Company, will not disclose or use any trade secrets or proprietary property of a third party obtained by the Executive during the course of or as result of employment or engagement with the Company, except as expressly authorized by the Company or such third party in writing.
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After Employment. Subject to any restrictions imposed pursuant to applicable underwriting agreements and applicable law, all restrictions on Transfer of Restricted Shares contained herein and the provisions of Section 10, 11 and 14 will expire upon the 30th day following the Executive's termination of employment with the Company for any reason other than termination by the Company without Cause or a resignation by the Executive for Good Reason. If the Executive's employment hereunder is terminated by the Company without Cause or the Executive resigns for Good Reason, Sections 10, 11 and 14 will continue in effect.
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After Employment. Employee agrees that during the Post-Employment Non-Compete Period defined below, Employee shall not, directly or indirectly, engage in the Business or own or control any interest in, or act as or become an officer, director, employee, consultant, or advisor of, to or for any Entity directly or indirectly engaged in the Business anywhere in the world where, at the time Employee’s employment terminates, the Company is engaged in the Business or has plans to engage in the Business, as reflected by the substantial investment of time, effort and resources by the Company in furtherance of such plans. For purposes of this Section 4.2, the “Post-Employment Non-Compete Period” shall be six (6) months following Employee’s last day of employment with the Company.
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After Employment. The Executive will not at any time in the 12 months following the termination of the Employment (for whatever reason) without the written consent of the Company or HeartWare Australia: (i) on a worldwide basis directly or indirectly in any capacity (whether as principal, agent, partner, employee, shareholder, unit holder, joint venture, director, trustee, beneficiary, manager, consultant or advisor) carry on, advise, provide work or services to or be engaged, concerned or interested in or associated with a Competitive Business; or (ii) counsel, procure or otherwise assist any person to do any of the acts referred to in CLAUSE 13.1(B)(I) above. Given that the business of the Company and HeartWare Australia and the Group is and is expected to continue to be conducted on a worldwide basis, and the Executive will be actively involved with and intimately familiar with the business of the Company, HeartWare Australia and the Group on a worldwide basis, the Executive acknowledges and agrees that more narrow geographical limitations of any nature on this non-competition covenant (and the non-solicitation provisions set forth below) are therefore not appropriate and would not adequately protect the Company or HeartWare Australia. Nothing in this CLAUSE 13.1 prohibits the Executive (whether directly or through nominees) of holding shares listed on a recognised stock exchange, provided the Executive does not hold more than 5% of the issued capital of a company.
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After Employment. 17 Every employee is required to undergo an examination to determine freedom from active TB 18 at least once every four (4) years after employment.
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Related to After Employment

  • Summer Employment 5.10.1 Summer employment is defined as temporary employment of employees during their non-contract days between the end of one school year and the beginning of the next school year in classifications covered by this agreement. 5.10.2 All terms and conditions of this agreement shall be in force throughout any period of "summer employment" except for any deviations specifically addressed in thissection. 5.10.3 Employees who wish to be employed in summer employment must apply for a position(s) advertised on the district's employment website as temporary summer positions become available. 5.10.4 Employees shall be eligible for summer employment according to the employee's classification, district wide seniority, training, experience, and skills and the needs of the district.

  • 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.

  • TEACHER EMPLOYMENT 8.1. The Board agrees to employ only those teachers who hold at least a bachelors degree from an accredited college or university and are certifiable by the New Hampshire State Department of Education. This provision shall not apply in the instance where the availability of personnel is critical and an appropriate waiver is granted by the New Hampshire State Department of Education. 8.2 Teachers shall not be assigned outside the scope of their teacher certification and major or minor field of study except temporarily and for good cause. 8.3 For purposes of this Agreement, the period of service shall not be more than one hundred eighty-nine (189) days, including a maximum of 180 teaching days. Non- teaching days will include at least the following: Pre-School Year Faculty Meetings 1 Parent-Teacher Conferences 2 Teacher In-Service 3 Teacher Planning Days 2 Professional Development Day 1 Total Contract Days 9 The agenda for the Teacher Planning Days will be set by the teaching staff in each building, and shall be used for teachers to plan curriculum and/or curriculum development only. The Teacher Planning Days will be scheduled either immediately prior to the first day of school, during the school year, and/or after the last day of school, but no later than June 30. The Professional Development Day shall be scheduled in the fall and devoted to any activity that furthers the individual teacher’s Professional Growth Plan. Parent- Teacher Conferences will be scheduled to accommodate and meet the needs of parents. Two (2) weeks notice will be given for make-up days. Teachers new to the District may be required to report one extra day. 8.4 Teachers employed by the District will be given an individual contract (See Appendix C-1 and C-2 attached hereto) each year of their employment. The contract will include teaching assignment, years of service, continuing contract status and annual salary. Continuing contract status will be issued according to NH RSA 189:14-a. The notice of employment shall require that teachers certify they hold a valid New Hampshire certificate, license, or permit to teach. The Board agrees to reimburse for half of the State mandated recertification fee. The individual contract shall be subject to and consistent with the terms and conditions of this Agreement. 8.5 The workday shall begin for those teachers who have assigned duties at a time consistent with the individual schedules of each building. Those teachers who do not have duties before the start of the school day shall be required to report twenty (20) minutes prior to the first scheduled homeroom or class in their building each day. The workday for teachers will end at such time as necessary to carry out their professional duties including, but not limited to, faculty meetings, conferences with parents or students, extra help, open house, or conferences with administrators as required. Such meetings shall be of reasonable duration with end of day faculty meetings being no more than one (1) hour. Otherwise, the teacher workday shall end ten (10) minutes after the last period or class in their building each day, except for those teachers who have assigned duties consistent with the individual schedule of each building. In-service activities or workshops that are required of teachers by administrators will be conducted during the time regular classes are scheduled. Nurses shall not be assigned duties, such as bus duty or recess duty, before, during or after the school day. School counselors may be excused from such duties with the approval of the building administration. 8.6 The Board will make every effort to provide a thirty (30) minute duty-free uninterrupted lunch period. In the event that a thirty minute lunch is not available for all teachers, a committee made up of three teachers appointed by the Association and three persons appointed by the Board shall study the situation and issue a report with recommendations as to how the thirty minute lunch period might be implemented for all teachers prior to the next annual District meeting. However, in no instance shall it be less than twenty (20) minutes. When a thirty (30) minute time period is not scheduled, teachers of self-contained classrooms will be provided a fifteen (15) minute relief period each day. 8.7 The administration will make every effort to provide at least 3.5 hours per week as preparation time for teachers in grades Pre-K – 8. 8.8 Teachers will be notified of their employment status and teaching assignments on or before April 15th, and will return their contract signed, no later than May 1st; however, a teacher’s request for extension of the May 1 deadline may be granted for extenuating circumstances at the Superintendent’s discretion. In the event a teacher rejects a reassignment, the teacher shall be employed to fill any open position which may then be available, provided the Superintendent recommends to the Board that the teacher is qualified and certifiable. A teacher's refusal to accept the reassignment, or any open position which then may be available shall constitute a termination of contract without prejudice. Any change in assignment after April 15th shall be considered an involuntary transfer and shall be effected only for cause. 8.9 When involuntary transfers are effected for a necessary reduction in a school's staff allocation due to reduced student enrollments or the closing and/or consolidation of a building, resignations or leaves of absence, said transfers will be made on the basis of years of service in the District; that teachers in the affected building possessing the least amount of service and applicable certification being transferred first. Such transfer due to resignation or leave of absence shall be for a period not to exceed one (1) year. 8.10 Teachers actively engaged in credited coursework and/or matriculated in degree programs, should give notice by November 1 of their intent to pursue a salary lane change in the following year. All paperwork and formal grade documentation must be filed with the Superintendent’s office by August 1 in order for the salary adjustment to take effect for the upcoming contract year. Time requirements specified in this section may be extended by mutual agreement. 8.11 The Board agrees to submit to the Association for its consideration, suggestions for the school calendar on or before January fifteenth (15th) of the preceding year. The Board reserves the right to establish the school calendar and to make appropriate changes at any time.

  • 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.

  • Daily Hire Employment With the exception of: (a) casual Employees; part-time Employees, employed pursuant to clause 14.2; and mechanical plant operators employed as full-time weekly hire Employees, all Employees covered by this Agreement shall be engaged as daily hire Employees.