DISMISSAL PAY Sample Clauses

DISMISSAL PAY. A. Whenever an employee has been laid off by the Producer for more than one hundred ten (110) days and has not been offered employment by the Producer during that time and is eligible for Dismissal Pay, he or she shall be paid Dismissal Pay according to the provisions of this Article.
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DISMISSAL PAY. A. Whenever an employee has been laid off by the Employer for more than ninety (90) days and has not been offered employment by the Employer during that time and is eligible for Dismissal Pay then he or she shall be paid dismissal pay according to the provisions of this Article.
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DISMISSAL PAY. 1. Upon dismissal, except for proven dishonesty or gross neglect of duty, an employee shall receive dismissal pay in a lump sum equal to one week's pay for each fifty-two (52) weeks of continuous service or major fraction thereof, up to and including a maximum of twenty-six (26) weeks’ pay, except that no employee shall receive less than four (4) weeks’ dismissal pay, regardless of length of continuous service. Such dismissal pay shall be computed at the highest rate of pay received by the employee during the twelve (12) months immediately preceding the employee’s dismissal. The term gross neglect of duty shall include, but not be limited to, conduct constituting gross or repeated insubordination, provided that in cases of this nature, the standards and concept of gross neglect of duty shall be met. The period of service to be used for computing dismissal pay under this clause shall include only service rendered in the employ of the Star Tribune and shall not include service rendered in the employ of any other person or corporation. Assignment to Washington Bureau service shall not constitute a break in employment. The merger, consolidation, financial reorganization, reincorporation or change of name of the newspaper does not constitute a severance of employment, and no dismissal payment shall be made provided the employee is offered the opportunity of continuing the employee’s employment at equivalent salary with the merged, consolidated, reorganized, reincorporated or newly named operation, and provided further that the record of past service of the employee while working for the newspaper is recognized and assumed in writing to the employee and continued by the Publisher of said merged, consolidated, reorganized, reincorporated or newly named operation. If the Star Tribune should be sold or leased to an outside interest, or merged with an outside organization, then each employee covered by this Agreement, who is at the time of such sale or lease working for the operation merged, sold or leased, shall have a period of five days within which to decide whether or not the employee wishes to continue as an employee of the said merged, sold or leased operation. If the employee decides in the affirmative, and upon written assumption to the employee of dismissal pay liability by the new owners of said merged, sold or leased operation for the length of service of the employee while working for the Star Tribune the liability for dismissal pay upon the part of the...
Sample 1
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the employer, to a maximum of 52 weeks' pay. One week's pay shall be defined as straight time pay for a normal workweek based on day shift rates. A regular full-time employee named to be dismissed as a result of a reduction in staff may, as an alternative to accepting dismissal pay as provided hereinbefore, either:
Sample 1
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the employer, to a maximum of weeks' pay. One week's pay shall be defined as straight time pay for a normal workweek based on day shift rates. A regular full-time employee named to be dismissed as a of a reduction in staff may, as an alternative to accepting dismissal pay as provided hereinbefore. Revert to part-time employment if part- time employment is available within the job classification concerned and in that event such employee shall retain established full-time priority date and such priority date shall establish the employee's priority on the part-time priority list, in which event the regular part-time employee with least priority shall be dismissed and shall receive dismissal pay in accordance with the provisions of this Article, or
Sample 1
DISMISSAL PAY. A. Whenever an employee, who has been employed in the series unit on any new project starting on or after January 1, 2025, has been laid off by the Producer prior to the employee’s scheduled end date, or if the employee has no scheduled end date, they shall be eligible for Dismissal Pay, and the employee shall be paid Dismissal Pay according to the provisions of this Article. B. Employees with three (3) months, but less than six (6) months, of continuous employment shall receive one and one-fourth (3) days’ pay. C. Employees with six (6) months, but less than one (1) year, of continuous employment shall receive one (1) week's pay. D. Employees with one (1) or more years of continuous employment shall receive two (2) weeks' pay. E. Employees who are discharged for cause or who voluntarily resign (including failure to accept any job assignment commensurate with the employee's experience at an hourly rate not less than such employee's then-current hourly rate; however, in no instance shall the rate exceed one hundred ten percent (110%) of the average hourly rate for bargaining unit work performed by such employee for Producer over the preceding one (1) year period) or who are laid off as a result of physical incapacity, epidemic, fire, action of the elements, governmental order, court order or order of any other legally constituted body, act of God, public enemy, war, riot, civil commotion, or for any other cause or causes beyond the control of the Producer, whether of the same or any other nature, shall not be entitled to the above Dismissal Pay. F. For purposes of this Article only, continuous employment shall begin from the employee's starting date. Continuous employment shall be broken by: 1. Voluntary resignation (including failure to accept any job assignment commensurate with the employee's experience at an hourly rate not less than such employee's then-current hourly rate; however, in no instance shall the rate exceed one hundred ten percent (110%) of the average hourly rate for bargaining unit work performed by such employee for Producer over the preceding one (1) year period); 2. Discharge for cause; 3. Layoff for more than one hundred ten (110) days; 4. Absence due to illness or injury in excess of twelve (12) months; or 5. Unauthorized leave of absence.
Sample 1
DISMISSAL PAY. 1. (a) Upon dismissal for reasons of reduction in force, an employee who was employed on the implementation date of this Agreement, shall receive a cash severance allowance equal to one week’s pay for each six months of continuous service, or major fraction thereof, up to a maximum of thirty-six (36) weeks. In no case shall severance be less than four (4) weeks’ pay. Dismissal pay shall be based upon the highest weekly rate of pay the employee received in the preceding year of service with the Company.
Sample 1
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DISMISSAL PAY. 1. Upon dismissal, except for proven dishonesty or gross neglect of duty, an employee shall receive dismissal pay in a lump sum equal to one week's pay for each fifty-two
Sample 1
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the Employer, but not in excess of fifty-two (52) weeks' pay in addition to which an employee shall receive a once in a lifetime lump sum payment equal to two (2) weeks' pay at the basic day shift rate in effect immediately prior to date of termination. It is understood that upon dismissal to reduce staff, an employee must decide within twelve (12) months whether he/she will continue as a substitute or take advantage of the dismissal pay. It is agreed that dismissal pay will be based on continuous service as a regular and substitute, including this 12-month period, as long as the substitute remains available for the service of the Employer, provided that the maximum of fifty-two weeks' pay remains unchanged.
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Related to DISMISSAL PAY

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Early Dismissal DTU representatives and/or elective officers shall be permitted to leave the work location at 4:15 p.m., if assigned to administrative buildings, and at the time students are dismissed, if assigned to a school center, in order to attend DTU meetings. Those leaving to attend such meetings must advise the administrator in charge reasonably in advance of such meetings.

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct 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 ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • FAIR DISMISSAL Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:

  • Dismissals 4.1 Details of all dismissals/resignations within the last 12 months including reasons for the dismissal/resignation.

  • FAIR DISMISSAL PROCEDURE A. On or before May 1 of each year, the Board shall give to each nontenured teacher continuously employed since the preceding September 30, either:

  • Dismissal and Suspension (a) The Employer may dismiss or suspend for just cause any employee who has completed their probationary period. Notice of dismissal or suspension will be in writing and will set forth the reasons for dismissal or suspension and an employee will have the right to have a xxxxxxx present, providing that this does not result in an undue delay of the appropriate action being taken. A copy of the written notice of suspension or dismissal will be forwarded to the President of the Union or the designated staff representative within five working days.

  • Dismissal with Prejudice The Class Action and all Released Claims shall be dismissed with prejudice.

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