Common use of Employees Employed by the Week Clause in Contracts

Employees Employed by the Week. Should the Company wish to terminate the employment of an Employee, it will give notice to the Employee on the day on which the contract of employment is to end and pay the Employee 1 week’s (36 hours’) ordinary wages. This will not apply in circumstances where the Employee remains in the employ of the Company. However, if the WR Act provides for an additional period of notice or in lieu thereof, that will apply as appropriate. Where an Employee has been employed on the Project for a minimum of 2 years and is over the age of 45, they will be entitled to an additional 1 week’s notice or pay in lieu. Should an Employee on probation have their employment terminated due to suitability by the Company prior to the conclusion of their probationary period, their employment will be regarded as casual engagement and paid as such for all work carried out on the project. During the first 4 weeks of employment under this Agreement, weekly hired Employees will be employed on a probationary basis. Should an Employee on probation have their employment terminated by the Company prior to the conclusion of their probationary period, they are entitled to notice in accordance with sub-clause 2.2.2 of this Agreement.

Employees Employed by the Week. Should the Company wish to terminate the employment of an Employee, it will give notice to the Employee on the day on which the contract of employment is to end and pay the Employee 1 week’s (36 hours’) ordinary wages. This will not apply in circumstances where the Employee remains in the employ of the Company. However, if the WR Act provides for an additional period of notice or in lieu thereof, that will apply as appropriate. Where an Employee has been employed on the Project for a minimum of 2 years and is over the age of 45, they will be entitled to an additional 1 week’s notice or pay in lieu. Should an Employee on probation have their employment terminated due to suitability by the Company prior to the conclusion of their probationary period, their employment will be regarded as casual engagement and paid as such for all work carried out on the projectsuch. During the first 4 weeks of employment under this Agreement, weekly hired Employees will be employed on a probationary basis. Should an Employee on probation have their employment terminated by the Company prior to the conclusion of their probationary period, they are entitled to notice in accordance with sub-clause 2.2.2 of this Agreement.

Employees Employed by the Week. Should the Company wish to terminate the employment contract of an Employeeemployment, it will give notice to the Employee on the day on which the contract of employment is to end and pay the Employee 1 week’s (36 hours’) ordinary wages. This will not apply in circumstances where the Employee remains in the employ of the Company. However, if the WR Act provides for an additional period of notice or in lieu thereof, that will apply as appropriate. Where an Employee has been employed on the Project for a minimum of 2 years and is over the age of 45, they he/she will be entitled to an additional 1 week’s notice or pay in lieu. Should an Employee on probation have their employment terminated due to suitability by the Company prior to the conclusion of their probationary period, their employment will be regarded as casual engagement and paid as such for all work carried out on the projectsuch. During the first 4 weeks of employment under this Agreement, weekly hired Employees will be employed on a probationary basis. Should an Employee on probation have their employment terminated by the Company prior to the conclusion of their probationary period, they are entitled to notice in accordance with sub-clause 2.2.2 of this Agreement.

Employees Employed by the Week. Should the Company wish to terminate the employment of an Employee, it will give notice to the Employee on the day on which the contract of employment is to end and pay the Employee 1 week’s (36 hours’) ordinary wages. This will not apply in circumstances where the Employee remains in the employ of the Company. However, if the WR Act provides for an additional period of notice or in lieu thereof, that will apply as appropriate. Where an Employee has been employed on the Project for a minimum of 2 years and is over the age of 45, they will be entitled to an additional 1 week’s notice or pay in lieu. Should an Employee on probation have their employment terminated due to suitability by the Company prior to the conclusion of their probationary period, their employment will be regarded as casual engagement and paid as such for all work carried out on the project. During the first 4 weeks of employment under this Agreement, weekly hired Employees will be employed on a probationary basis. Should an Employee on probation have their employment terminated by the Company prior to the conclusion of their probationary period, they are entitled to notice in accordance with sub-clause 2.2.2 of this Agreement.