Dismissal/resignation. If the Managing Director is dismissed or resigns as a managing director (statutair bestuurder) of the Company, this Agreement will end automatically without prior notice being required. This termination will take effect three (3) months after the date on which (a) the general meeting of the Company adopts the resolution to dismiss the Managing Director or (b), in the case of resignation, the Managing Director tenders his resignation as a managing director of the Company.
Dismissal/resignation. The parties are mutually entitled to terminate the employment upon 6 months notice, calculated from and including the first day of the month following that in which notice was given. In the case of resignation from the Employee the Company has the right to give the Employee other duties than he was assigned to during the notice period.
Dismissal/resignation. 1. The employer or employee is required to give notice of dismissal/resignation by letter or registered letter, submitted directly or indirectly in return for a receipt, giving reasons, and with due regard for the term of notice.
Dismissal/resignation. The Chief Executive waives the rights that otherwise apply to employees pursuant to the Working Environment Act, chapter 12, section 56 third sub-section, since the Chief Executive is assured pay after termination of employment in accordance with clause 7, below. The period of notice to be given by either the employer or the employee is six months calculated from the first day of the month after the notice is received by the other party. The Chief Executive is obliged to resign office immediately or at a later date specified by the board. If the Chief Executive is willing to work for the Company he is entitled to a salary for the part of the notice period in which he is not given the opportunity to work for the Company.
Dismissal/resignation. If the Named Executive Officer is dismissed or resigns as Executive Director and President/CEO of NXP, this agreement will end automatically without prior notice being required. This termination will take effect three months after the date on which (a) the general meeting adopts the resolution to dismiss the Named Executive Officer or (b), in the case of resignation, the Named Executive Officer tenders his resignation as Executive Director and President/CEO of NXP.
Dismissal/resignation. 7.1.1 Notice of dismissal or resignation shall be given in writing.
Dismissal/resignation. An LFNO employee may resign his/her position with 60 days written notice. Similarly, your contract may be terminated, upon 60 days written notice, unless the termination is for cause, in which case it can be terminated at any time without notice. According to the evidence, students were in school from approximately mid- August through the first four or five days of June of each academic year. LFNO’s teachers were expected to attend in-service meetings for faculty during the first week or two of August prior to the commencement of classes, and again for roughly three days in June once classes for the students were concluded. While teachers were welcomed and encouraged to present to the school and work over the summer months to prepare lesson plans, work on certifications, et cetera, contrary to the “40 hours per week” for the duration of “1 year” as expressly stated in the employment agreement, LFNO did not expect, nor were the teachers required, to come to work for 40 hours per week from about the 7th of June through the 1st week of August. So while LFNO considered its faculty to be year-long employees, the testimony elicited at the hearing evidenced that the teachers only actually worked at school for approximately ten months of the year. LFNO paid its teachers their respective annual salaries for the ten-month school year divided over a twelve-month pay period, or bi-weekly consisting of 26 pay periods. In short, the teachers’ annual salary, which paid them for ten months of actual teaching, was paid out over a twelve-month period rather than being paid out in full over the ten months in which they actually taught (or in about 20 pay periods). According to Xx. Xxxxx, she only seeks the total amount of her annual salary that she would have received for the four months that she worked had LFNO divided and paid her annual salary over a ten-month period rather than the amount LFNO actually paid her based upon a division of her annual salary over a twelve- month period. Put another way, had Xx. Xxxxx been given the option and had elected to receive her annual salary of $51,500 over the ten months that she was expected to teach (which included the one to two weeks in August before the students commenced classes and the three days in June after classes ended), she would have received bi-weekly payments of $2,575 for 20 weeks. Instead, LFNO, for policy reasons, paid their teachers their annual salaries divided over a twelve- month period for the same amount of t...
Dismissal/resignation. Employees cause. not be or dismissed except for just Caution or Reprimand Notices A written notice and reasons shall be given to an employee when- ever a breach of discipline has occurred. A copy of the notice shall be sent to the Union and the Manager, Employee Relations.
Dismissal/resignation. Item 1 Procedure for giving notice In order to prevent disputes arising over whether or not an employee has been dismissed, the employee should give notice in writing. If, nonetheless, this is done orally the employee should confirm it in writing as soon as possible.
Dismissal/resignation. (a) Except for the dismissal of an employee serving a probation period, there shall be no discipline or dismissal except for just cause. Copies of all disciplinary notices shall be forwarded to the Union. Regular employees shall be given the opportunity to sign disciplinary notices as having been read. An employee shall have the right to have a Shop Xxxxxxx or Local Union present when disciplinary notice in writing or verbally issued. None of the provisions of this Article shall prevent immediate suspension or dismissal for just cause, subject to the grievance procedure. A regular employee absent for three (3) days without the Employer shall be considered to have vacated her position unless, in the opinion of the Employer, such notification was not possible. Upon service of at least one (1) day's notice an employee shall have the right to view her personnel file once each year or when the employee has filed a grievance. An employee shall be given a copy of the contents of her personnel file provided that she first pays to the Employer, a fee to cover the cost of the such fee to be determined by the Employer.
