Discussion before terminations Sample Clauses

Discussion before terminations. (i) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with their union. (ii) The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph (i) hereof and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned. (iii) For the purposes of the discussion the employer shall, as soon as practicable, provide in writing to the employees concerned and their union, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would be detrimental to the employer’s interests.
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Discussion before terminations. Where the RFDS has made a decision that it no longer wishes the job that a pilot has been doing to be done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the RFDS shall hold discussions with the pilot directly affected and if the pilot so directs, with his/her relevant association. The discussions shall take place as soon as practicable after the RFDS has made a definite decision referred to in Clause 25.1. The discussions shall cover, among other things: (a) Any reasons for the proposed termination; (b) Measures to avoid or minimise the termination; and (c) Measures to mitigate any adverse effect of any terminations on the pilot concerned. For the purposes of the discussion, the RFDS shall, as soon as practicable, provide to the pilot concerned, all relevant information about the proposed terminations including: (d) The reasons for the proposed termination; (e) The number and categories of pilots likely to be affected; and (f) The number of pilots normally employed and the period over which the terminations are likely to be carried out. However, RFDS shall not be required to disclose confidential information, the disclosure of which would be contrary to RFDS interests.
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Discussion before terminations. Where the RFDS has made a decision that it no longer wishes the job an Employee has been doing done by anyone, and this is not due to the ordinary and customary turnover of labour, and that decision may lead to termination of employment, the RFDS shall hold discussions with the Employee directly affected, and, if the Employee so directs, with his/her Relevant Association. The discussions shall take place as soon as practicable after the RFDS has made a definite decision referred to in Clause 29.1. The discussions shall cover, among other things: 29.1.1 Any reasons for the proposed termination; 29.1.2 Measures to avoid or minimise the termination; and 29.1.3 Measures to mitigate any adverse effect of any terminations on the employees concerned. For the purposes of the discussion, the RFDS shall, as soon as practicable, provide to the Employee concerned, all relevant information about the proposed terminations including: 29.1.4 The reasons for the proposed termination; 29.1.5 The number and categories of employees likely to be affected; and 29.1.6 The number of employees normally employed and the period over which the terminations are likely to be carried out. However the RFDS shall not be required to disclose confidential information, the disclosure of which would be contrary to RFDS interests.
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Discussion before terminations. 37.2.1 Where it appears to the Company that work being done by an employee is no longer required to be done by anyone, or is no longer required on the grounds of operational requirements, and this is not due to the ordinary and customary turnover of labour and that situation may lead to termination of employment, the Company shall hold discussions with the employees directly affected and, if requested by these affected employees, with employee representatives. 37.2.2 The Company will provide as much forward notice as is practicable to the employee and employee representatives. 37.2.3 No terminations shall take place until the discussions outlined in this sub-clause have been completed. The discussions shall take place as soon as it is practicable and shall cover: 37.2.4 the reason for the proposed terminations 37.2.5 measures to avoid and minimise the terminations 37.2.6 re-employment prospects for employees within the company 37.2.7 the method of achieving retrenchments 37.2.8 the method used to identify those employees affected.
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Discussion before terminations. (a) Where the management has made a definite decision that PMP Digital no longer has a need for the job the employee has been doing, done by anyone else and this is not due to the ordinary and customary turnover of labour, and the decision may lead to termination of employment, the Company shall hold discussions with the employees and their representative. (b) The discussions shall take place as soon as practicable after the employer has made a definite decision and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned.
Sample 1
Discussion before terminations. 53.2.1 Where it appears to the Company that work being done by an employee is no longer required to be done by anyone and this is not due to the ordinary and customary turnover of labour and that situation may lead to termination of employment, the Company shall hold discussions with the employees directly affected and if requested by these affected employees, with their union. 53.2.2 The discussions shall take place as soon as it is practicable and shall cover: a) The reason for the proposed terminations; b) Measures to avoid and minimise the terminations; c) Re-employment prospects of employees with the Company; d) The method of achieving retrenchments; e) The method used to identify those employees affected. 53.2.3 For the purposes of the discussions the Company shall, as soon as practicable, provide in writing to the employees concerned and their unions all relevant information about the proposed terminations including: a) The reasons for the proposed terminations; b) The number and categories of employees likely to be affected; c) The number of personnel normally employed; d) The period over which the terminations are likely to be carried out; provided that the Company shall not be required to disclose confidential information the disclosure of which would be detrimental to the Company or interests.
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Discussion before terminations. 10.1.1 Where the company has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the company shall hold discussions with the employee or employees directly affected and if requested, with the union or other representative. 10.1.2 The discussions shall take place as soon as is practicable after the company has made a definite decision which will invoke the provisions of clause 10.1.1 and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned. 10.1.3 For the purpose of the discussion, the company shall, as soon as practicable, provide in writing to the employees concerned and their representative or union, all relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the terminations are likely to be carried out. Provided that any company shall not be required to disclose confidential information the disclosure of which would be inimical to the company’s interest.
Sample 1
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Discussion before terminations. (a) Where the School has made a definite decision that the School no longer wishes the job a Teacher has been doing to be done by anyone and the decision may lead to the termination of employment, the School shall hold discussions with the Teacher/s directly affected. (b) The discussions shall take place as soon as is practicable after the School has made a definite decision which will invoke the provision of clause 15.3(a) of this clause and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination of the Teacher/s affected. (c) For the purpose of the discussions the School shall, as soon as practicable, provide to the Teacher/s directly affected, all relevant information about the proposed terminations including the reasons for the proposed terminations, number and categories of Teacher/s likely to be affected and the period over which the terminations are likely to be carried out. Provided that the School shall not be required to disclose confidential information the disclosure of which would adversely affect the School.
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Discussion before terminations. 33.1.1 The State Secretary shall hold discussions with the employees directly affected: 33. (a) where the employer, for any reason, has made a definite decision that WA Labor no longer wishes the job the employee has been doing done by anyone and that decision may lead to termination of employment; or (b) Where an employee is dismissed at any other time for any reason other than misconduct or incompetence.
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Related to Discussion before terminations

  • Discussions Before Termination (a) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with his/her union, where applicable. (b) The discussion shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph (a) of this subclause and shall cover among other things, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to minimise any adverse affect of any terminations on the employees concerned. The employer will confirm the content of these discussions in writing.

  • Withdrawal of Property from Market or Termination of Discussions Potential Investor acknowledges that the Property has been offered for sale subject to withdrawal of the Property from the market at any time or rejection of any offer because of the terms thereof, or for any other reason whatsoever, without notice, as well as the termination of discussions with any party at any time without notice for any reason whatsoever.

  • Cooperation With Company After Termination of Employment Following termination of Executive’s employment for any reason, Executive shall fully cooperate with the Company in all matters relating to the winding up of Executive’s pending work including, but not limited to, any litigation in which the Company is involved, and the orderly transfer of any such pending work to such other employees as may be designated by the Company.

  • 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

  • Employment Status Termination Following Change in Control (a) No benefits shall be payable under this Agreement unless there has been a Change in Control of the Company during the Term. You acknowledge that this Agreement does not constitute a contract of employment or impose on the Company any obligation to retain you as an employee. You may terminate your employment at any time, with or without Good Reason. If your employment with the Company terminates for any reason and subsequently a Change in Control shall have occurred, you shall not be entitled to any benefits hereunder. (b) Any termination of your employment by the Company or by you following a Change in Control of the Company during the Term shall be communicated by written notice of termination that indicates the specific provision in this Agreement relied upon and sets forth in reasonable detail the facts and circumstances claimed to provide a basis for termination of your employment under the provision so indicated ("Notice of Termination"). A Notice of Termination shall be delivered to the other party hereto in accordance with Section 6.

  • Termination After Change of Control In the event that, before the expiration of the TERM and in connection with or within one year of a CHANGE OF CONTROL (as defined hereinafter) of either one of the EMPLOYERS, (A) the employment of the EMPLOYEE is terminated for any reason other than JUST CAUSE before the expiration of the TERM, (B) the present capacity or circumstances in which the EMPLOYEE is employed is changed before the expiration of the TERM, or (C) the EMPLOYEE's responsibilities, authority, compensation or other benefits provided under this AGREEMENT are materially reduced, then the following shall occur: (I) The EMPLOYERS shall promptly pay to the EMPLOYEE or to his beneficiaries, dependents or estate an amount equal to the sum of (1) the amount of compensation to which the EMPLOYEE would be entitled for the remainder of the TERM under this AGREEMENT, plus (2) the difference between (x) the product of three, multiplied by the total compensation paid to the EMPLOYEE for the immediately preceding calendar year as set forth on the Form W-2 of the EMPLOYEE, less (xx) the amount paid to the EMPLOYEE pursuant to clause (1) of this subparagraph (I); (II) The EMPLOYEE, his dependents, beneficiaries and estate shall continue to be covered under all BENEFIT PLANS of the EMPLOYERS at the EMPLOYERS' expense as if the EMPLOYEE were still employed under this AGREEMENT until the earliest of the expiration of the TERM or the date on which the EMPLOYEE is included in another employer's benefit plans as a full-time employee; and (III) The EMPLOYEE shall not be required to mitigate the amount of any payment provided for in this AGREEMENT by seeking other employment or otherwise, nor shall any amounts received from other employment or otherwise by the EMPLOYEE offset in any manner the obligations of the EMPLOYERS thereunder, except as specifically stated in subparagraph (II). In the event that payments pursuant to this subsection (ii) would result in the imposition of a penalty tax pursuant to Section 280G(b)(3) of the Internal Revenue Code of 1986, as amended, and the regulations promulgated thereunder (hereinafter collectively referred to as "SECTION 280G"), such payments shall be reduced to the maximum amount which may be paid under SECTION 280G without exceeding such limits.

  • Termination After Change in Control Sections 9.2 and 9.3 set out provisions applicable to certain circumstances in which the Term may be terminated after Change in Control.

  • Termination After a Change in Control You will receive Severance Benefits under this Agreement if, during the Term of this Agreement and after a Change in Control has occurred, your employment is terminated by the Company without Cause (other than on account of your Disability or death) or you resign for Good Reason.

  • Competition After Termination of Employment The Company shall not pay any benefit under this Agreement if the Executive, without the prior written consent of the Company and within 2 years from the Executive’s Termination of Employment, engages in, becomes interested in, directly or indirectly, as a sole proprietor, as a partner in a partnership, or as a substantial shareholder in a corporation, or becomes associated with, in the capacity of employee, director, officer, principal, agent, trustee or in any other capacity whatsoever, any enterprise conducted in the trading area (a 50 mile radius) of the business of the Company, which enterprise is, or may deemed to be, competitive with any business carried on by the Company as of the date of termination of the Executive’s employment or retirement. This section shall not apply following a Change in Control.

  • Contract Termination; Debarment A breach of the contract clauses in paragraph 1 through 10 of this section may be grounds for termination of the contract, and for debarment as a contractor and a subcontractor as provided in 29 CFR 5.12.

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