Ending Employment. A. Nurses planning to resign shall make a good faith effort to give at least thirty (30) calendar days’ notice of intention to terminate. All resignations shall be final unless the Employer agrees to rescind the resignation.
B. A represented per diem nurse who is separated may, within twenty-one (21) days of the action, request a meeting with a representative of the Association, human resources, and the manager of the department or designee to discuss the action. A meeting will be promptly scheduled.
Ending Employment. Nurses planning to resign shall make a good faith effort to give at least thirty (30) calendar days’ notice of intention to terminate. All resignations shall be final unless the Employer agrees to rescind the resignation.
A. Nurses who are not available to work for two (2) consecutive four (4)-week schedule periods and those who have not informed their immediate supervisor of extended non- availability may have their per diem appointment terminated. Nurses who have not worked for six (6) consecutive months will automatically have their per diem appointment terminated and must reapply to be considered for per-diem/hourly status.
B. Assignment of hours or continuation of employment is at the discretion of the Employer and is not grievable. Upon request by the employee, a meeting to explain such action shall be held with a representative of the Employer.
Ending Employment. Employees planning to resign shall make a good faith effort to give at least thirty (30) calendar days’ notice of intention to terminate. All resignations shall be final unless the Employer agrees to rescind the resignation.
Ending Employment. Nurses planning to resign shall make a good faith effort to give at least thirty (30) calendar days’ notice of intention to terminate. All resignations shall be final unless the Employer agrees to rescind the resignation.
A. Nurses who are not available to work for two (2) consecutive four (4)-week schedule periods and those who have not informed their immediate supervisor of extended non-availability may have their per diem appointment terminated. Nurses who have not worked for six (6) consecutive months will automatically have their per diem appointment terminated and must reapply to be considered for per-diem/hourly status.
B. Assignment of hours or continuation of employment is at the discretion of the Employer. Upon request by the employee, a meeting to explain such action shall be held with a representative of the Employer.
C. Nurses out of compliance with the above minimums may have their per diem appointment terminated. Notwithstanding the above, if a Harborview Per Diem nurse fails to provide dates to be scheduled as required by the applicable agreement, or to any lesser extent required by their unit, they shall be subject to a written warning. If they thereafter fail to provide dates on a second occasion within a rolling year, their appointment may be ended. Appointments may also end due to a lack of work.
D. Except as provided below, Harborview per diem nurses who are employed as of December 31, 2019 shall not be terminated except for just cause. Newly hired Harborview per diem nurses who are employed on January 1, 2020 or later who work a cumulative one thousand eight hundred and seventy-two (1,872) non- overtime hours or more from their date of hire in continuous employment shall not be terminated except for just cause. The parties agree to adhere to the grievance process as outlined in Article 6
Ending Employment. Per Diem Employees planning to resign shall give a two (2) weeks’ written notice of resignation. Per diem employees may, in advance, indicate reoccurring availability for specific days of the week for multiple scheduling periods but can alter that availability five (5) days prior to the drafting period for each schedule. Per Diem Employees who fail to meet the Minimum Work Availability for two (2) consecutive four week periods and those who have not informed their immediate supervisor of extended non-availability may have their employment terminated. Per Diem Employees who have not worked for three (3) consecutive months will automatically have their employment terminated and must reapply to be considered for per diem status.
Ending Employment a) During an employee’s probation period (first 3 months of employment), the notice period is 2 weeks, or payment of 2 weeks’ pay in lieu of notice (based on the higher of average weekly earnings and ordinary weekly pay). After the probation period has ended, an employee’s employment may be terminated either by the employee or Serco by giving one month’s notice in writing, or by Serco paying one month’s pay in lieu of notice (based on the higher of average weekly earnings and ordinary weekly pay).
b) A fixed term employee’s employment ends as specified in the employee’s letter of engagement, unless terminated beforehand in accordance with the provisions of sub clauses 13(a) and (e) hereof.
c) When either an employee or Serco has given notice of termination of an employee’s employment, Serco may require an employee to: • not perform any work for it; • not attend Serco’s places of business; or • perform only those duties which Serco specifies.
d) Unless otherwise mutually agreed, the notice period may not be reduced by offsetting accrued annual holiday entitlements.
e) Notwithstanding the above, Serco has the right to terminate any employee’s employment without notice for serious misconduct or serious or persistent breach of the employee’s terms or conditions of employment, and in such case the employee’s salary and other entitlements will be paid up to the time of termination only.
Ending Employment. (a) During an employee's probation period, either an employee or the Company may terminate an employee's employment by giving 1 weeks notice in writing, or by the Company without notice by paying 1 weeks salary in lieu of notice.
(b) After the probation period has ended, an employee's employment (other than a casual employee) may be terminated:
(i) either by the employee or the Company by giving 4 week's notice in writing, or by the Company without notice by paying 4 week's salary in lieu of notice;
(ii) in the case of an employee who is 45 years of age or more at the time of termination of employment, the employee's employment may be terminated by the Company by giving 5 weeks notice in writing, or without notice by paying 5 week's salary in lieu of notice.
(c) When either an employee or the Company has given notice of termination of an employee's employment, the Company may require an employee to:
(i) not perform any work for it;
(ii) not attend the Company's places of business; or
(iii) perform only those duties which the Company specifies.
(d) The employment of a casual employee may be terminated by either the employee or the Company by giving 4 hours notice or by the Company by paying 4 hours pay in lieu of notice.
(e) In addition, the Company has the right to terminate an employee's employment without notice for serious misconduct or serious or persistent breach of the employee's terms or conditions of employment, and in such case the employee's salary and other entitlements will be paid up to the time of termination only.
(f) If an employee is absent from work without authorisation for a period of 5 consecutive calendar days without notifying the Company or without the consent of the Company, the employee will be deemed to have abandoned his/her employment. In such case an employee will be deemed to have resigned without notice effective from his/her last day of work, last day of approved leave or last day of authorised absence whichever is the later, and his/her entitlements on termination will be calculated accordingly.
Ending Employment. Clause 13 of the CEA does not apply to Taco Bell employees. It is replaced by the following: Resignation/Notice
Ending Employment. (a) During an employee’s probation period, either the employee or the Company may terminate the employee’s employment by giving 2 weeks' notice or by the Company without notice by paying 2 weeks ordinary time salary in lieu of notice.
(b) After the probation period has ended, an employee’s employment (other than a casual employee) may be terminated either by the employee or the Company by giving one month’s notice in writing, or by the Company without notice by payment of ordinary time salary in lieu of notice.
(c) When either an employee or the Company has given notice of termination of an employee’s employment, the Company may require an employee to:
(i) not perform any work for it;
(ii) not attend the Company’s places of business; or
(iii) perform only those duties which the Company specifies.
(d) A specified/fixed term employee’s employment ends at the date specified in the employee’s letter of engagement, unless terminated beforehand in accordance with the provisions of sub clauses 12(a), (b), (c) or (f) hereof.
(e) The employment of a casual employee may be terminated by either the employee or the Company by giving 4 hours’ notice or by the Company by paying 4 hours ordinary time pay in lieu of notice.
(f) In addition, the Company has the right to terminate an employee’s employment without notice for serious misconduct or serious or persistent breach of the employee’s terms or conditions of employment, and in such case the employee’s salary and other entitlements will be paid up to the time of termination only.
Ending Employment. (a) During an employee’s probation period, either the employee or the company may terminate the employee’s employment by giving 1 weeks notice, or by the company without notice by paying 1 week’s ordinary time pay in lieu of notice.
(b) After the probation period has ended, an employee’s employment (other than a casual employee) may be terminated either by the employee or the company by giving the required period of notice, or by the company without notice by payment of ordinary time salary in lieu of notice. The required periods of notice are set out in the table below: Period of continuous service with the Company Required period of notice by Company ≤ 45 years > 45 years Required period of notice by employee Not more than 1 year 1 week 1week 1 week More than 1 year but not more than 2 years 2 weeks 2 weeks 1 week More than 2 years but not more than 3 years 2 weeks 3 weeks 2 weeks More than 3 years but not more than 5 years 3 weeks 4 weeks 2 weeks More than 5 years 4 weeks 5 weeks 2 weeks
(c) When either an employee or the company has given notice of termination of an employee’s employment, the company may require an employee to:
(i) not perform any work for it;
(ii) not attend the company’s places of business; or
(iii) perform only those duties which the company specifies.
(d) The employment of a casual employee may be terminated by either the employee or the company by giving 4 hours notice, or by the company by paying 4 hours pay in lieu of notice.
(e) In addition, the company has the right to terminate an employee’s employment without notice for serious misconduct or serious or persistent breach of the employee’s terms or conditions of employment, and in such case the employee’s salary and other entitlements will be paid up to the time of termination only.
(f) In the case of dismissal of an employee or of an employee leaving the employment of the company after the required period of notice has been given, the employee shall be paid all salary due within 3 working days of ceasing work.
