Employment Separation Certificate. The Employer shall, upon receipt of a request from an Employee whose employment has been terminated, provide to the Employee an ‘Employment Separation Certificate’ in the form required by Centrelink.
Employment Separation Certificate. The school shall, upon receipt of a request from a Teacher whose employment has been terminated, provide to the Teacher an ‘Employment Separation Certificate’ in the form required by Centrelink.
Employment Separation Certificate. The Company shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an “Employment Separation Certificate” in the form required by Centrelink. Where an employee is transferred to lower paid duties, the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if the employee’s employment had been terminated, and the Company may at the Company’s option make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new ordinary rate for the number of weeks of notice still owing.
Employment Separation Certificate. The Employer shall, upon receipt of a request from an Employee whose employment has been terminated, provide to the Employee an "Employment Separation Certificate" in the form required by Centrelink. Where an Employee is transferred to lower paid duties, the Employee shall be entitled to the same period of notice of transfer as the Employee would have been entitled to if the Employee’s employment had been terminated, and the Employer may at the Employer’s option make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new ordinary rate for the number of weeks of notice still owing.
Employment Separation Certificate. The employer shall, upon receipt of a request from a worker whose employment has been terminated, provide to the worker an "Employment Separation Certificate" in the form required by Centrelink.
(a) Counselling and disciplinary action is aimed at improving the performance of a worker or correcting their behaviour, with a view to maintaining an appropriate standard of service by the Centre. A problem solving approach should be adopted, rather than a punitive one.
(b) Prior to using these counselling and disciplinary procedures the Centre Manager, or in the case of the Centre Manager, the Chairperson must satisfy themselves that there is a problem with the workers performance or behaviour.
(c) The Committee of Management will ensure that the principles of procedural fairness are observed and employed at all stages of the counselling and disciplinary process.
(d) Where the non-staff members of the Committee of Management are satisfied that the worker’s performance or behaviour is unsatisfactory the process set out in this section will be followed and the worker may have a Union representative, a legal adviser, a co-worker or another person of their choice assist them at all stages.
(e) The worker may lodge a grievance (under the Grievance & Dispute Settling Process) about any action or decision taken under this section, except as provided in that process.
Employment Separation Certificate. The Tenants’ Union shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an “Employment Separation Certificate” in the form required by Centrelink.
Employment Separation Certificate. When requested by the Employee at the time of their termination the Employer will provide a separation certificate within 14 days of the request.
